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PMP Practice Questions #12

You are discussing and setting the performance goals for the coming month with one of the team members. You plan to finish 10 items. The team member is in agreement on the goals, but you notice his voice and energy level are low. This is not usual behavior for this team member; last time, this person completed 8 items. Suspecting the team member may not be comfortable with the new goals, what should you do next?

A) Ask the team member to think again about the goal of 10 items. 
B) Share what you observe based on voice and energy and ask if something needs to be discussed.
C) Give the goal the same as last time to boost the confidence. 
D) Postpone the meeting for a day to finalize the discussion.


The question revolves around setting performance goals with a team member for the coming month. Observations suggest there might be a discrepancy between the team member’s verbal agreement and non-verbal cues. The task is to identify the most suitable way to address this discrepancy.

Analysis of Options:

Option A: Ask the team member to reconsider the goal of 10 items.

This choice leans towards the project manager making assumptions based on the observed non-verbal cues. It’s like saying, “I see you’re not confident. Think again.” While it acknowledges the potential issue, it acts upon it without verifying if the assumption is correct.

Option B: Share observations about voice and energy and inquire if there’s more to discuss.

This is a more open approach. It acknowledges the non-verbal cues (“I noticed your energy is low”) and invites the team member to provide insights or clarifications. Instead of jumping to conclusions, it validates observations, ensuring the team member’s perspective is considered.

Option C: Set the same goal as last time to boost confidence.

This option assumes that the team member lacks confidence based on non-verbal cues. Acting on this assumption without validation might undermine the team member’s confidence even more, as it presumes they can’t handle a more challenging goal.

Option D: Delay the meeting for a day to wrap up the talk.

This choice is a form of avoidance. Instead of confronting or discussing the observed discrepancy, it suggests giving it time. However, this might not solve the underlying issue.


Option B: Share observations about voice and energy and inquire if there’s more to discuss stands out as the best approach. It actively involves the team member, validates observations, and avoids making unverified assumptions. The “Acknowledge, Analyze, and Act” method emphasizes this approach, focusing on recognizing an issue, thoroughly understanding it, and then making informed decisions.

PMP Exam Content Outline Mapping

PeopleTask 14 : Promote team performance through the application of emotional intelligence
PeopleTask 3: Support team performance

Topics Covered

  • Team Performance Management
  • Emotional Intelligence
  • Active Listening
  • Empathy
  • Giving and Receiving Feedbacks
  • Non Verbal Communication

If you’re gearing up for the PMP Exam, we highly recommend enrolling in our PMP Exam prep program. Not only does it offer a comprehensive solution for exam preparation, but it also enhances your project management capabilities. Ensure success and skill development with our tailored program.

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