When facing team resistance, your first instinct is to: *

Listen empathetically and open a dialogue

Clarify the deliverables and ensure deadlines are met

Step back, assess the broader issue, and pivot strategy

In your current leadership role, you often feel: *

Concerned about being liked while trying to manage authority

Frustrated when others don’t follow through

Pulled in multiple directions with little clarity on priorities

Feedback conversations for you usually feel: *

Emotionally draining, but necessary

Straightforward – feedback is part of growth

Challenging – you’re unsure how direct you should be

Your approach to setting team goals is: *

Collaborative – you want input from everyone

Clear and directive – you outline expectations and deadlines

Iterative – you co-create them but often revise

You define leadership as: *

Inspiring people and holding space for growth

Driving outcomes through direction and standards

Adapting your style based on evolving contexts

When managing conflict, you tend to: *

Avoid it or try to maintain harmony

Confront it head-on to protect team productivity

Analyze the root cause and address it with nuance