Image Quiz

Image: single choice

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Category: Psychological safety

In this image, the team is brainstorming ideas, but one person remains quiet while others are actively engaged. What is the most effective way to invite their input and support psychological safety?

Keep the session rolling, assuming they’ll speak up if they have something.

Say, “We’ll circle back later,” and move on to avoid breaking momentum.

Pause the flow and ask, “I’d love your take—what do you think about this idea?”

Assign them a smaller task afterward so they don’t feel pressured now.

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Category: Psychological safety

Look closely at this video call image: one participant appears surprised after realizing they shared the wrong data. What kind of team response best reinforces openness and trust in this moment?

Acknowledge the mistake immediately, correct the data, and invite others’ input on next steps.

Make a quick joke to defuse tension and move on.

Blame outdated source material to shift responsibility.

Wait until after the call to privately correct the slide deck.

3 / 25

Category: Psychological safety

In this image, a new colleague appears hesitant to participate while others are working together. Based on what you see, what action would help them feel more confident and included right away?

Assign a buddy but wait until next week’s onboarding meeting to connect them.

Tell them to post any questions in the group chat for answers.

Introduce them to each teammate by name and invite them to shadow two specific people today.

Send a team-wide email listing everyone’s roles and ask them to read it.

4 / 25

Category: Psychological safety

During a casual conversation like the one shown here, someone gives spontaneous feedback about your recent work. What’s the best way to respond in real time to encourage honest communication and growth?

Interrupt immediately to defend your work and explain why you did what you did

Agree with everything they say, even if you don't, to keep the peace and appear open.

Thank them for their comment, make a mental note, and quickly change the subject to avoid an awkward moment.

Listen actively, ask clarifying questions to better understand the other person's point of view, and thank them for their honesty.

5 / 25

Category: Psychological safety

This image shows someone reading team feedback on their project proposal. Based on this context, what is the most constructive and psychologically safe way to respond to critical comments?

Thank them for the feedback, clarify any misunderstandings, and invite their suggestions for improvement.

Defend your original assumptions in detail, arguing why they’re valid.

Ignore the critique and proceed with your plan as written.

Copy your manager on your reply to emphasize the issue’s seriousness.

6 / 25

Category: Dependability

Look at this image. Which behavior shows a dependable team member?

Actively participating in the meeting, listening and taking notes.

Getting distracted by the phone during the meeting.

Arriving late without notice

Constantly interrupting colleagues.

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Category: Dependability

If you were this person, what would be the most dependable action to take?

Communicate the difficulty to the team and ask for support.

Walk away from the task without informing anyone.

Keep working without asking for help, risking mistakes.

Ignore the problem and hope it goes away.

8 / 25

Category: Dependability

In the image, two colleagues are actively collaborating. What behavior reinforces dependability in a team?

Supporting colleagues when needed

Working alone without sharing information.

Making decisions without team input

Avoiding shared responsibilities.

9 / 25

Category: Dependability

A colleague is working hard to meet a deadline. What is the most dependable behavior in this situation?

Ignore them, it’s their problem.

Wait for them to ask for help.

Offer support if you see they’re struggling

Criticize their time management.

10 / 25

Category: Dependability

Two colleagues are having a heated discussion about a project. Which behavior represents dependability?

Force your opinion without listening to the other.

Listen actively and look for a shared solution.

Escalate the conflict to a manager immediately.

Avoid the conversation to prevent conflict.

11 / 25

Category: Structure & Clarity

What might this person be looking for when they don’t know who to ask for help at work?

A clear communication channel or contact point

A list of company holidays

A place to store old files

A shared calendar

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Category: Structure & Clarity

How can the team help to make the person feel included from day one?

Ask them to take notes until they know more

Involve them in small team discussions early on

Let them watch meetings silently for a few weeks

Avoid giving them too much attention

13 / 25

Category: Structure & Clarity

What is the risk when too much information is shared without clear roles or focus?

Tasks may be repeated or missed

Teams will ignore the tasks completely

People might become too independent

Everyone completes tasks early

14 / 25

Category: Structure & Clarity

What can you do to help make group discussions clearer for everyone?

Start without a plan and see where it goes

Avoid written materials to encourage speaking

Use visuals and write down the meeting goals

Let the team guide the meeting informally

15 / 25

Category: Structure & Clarity

After this meeting, what should happen next to support the team’s success?

Everyone should go back to work and hope they remember the details

The facilitator should start planning the next meeting immediately

Someone should write a summary with decisions and next steps

A new team photo should be shared in the company chat

16 / 25

Category: Meaning

Look at this image. Two colleagues are discussing after a presentation. Which behavior best reflects a meaningful approach to giving feedback?

Highlighting all the flaws immediately to ensure the colleague understands what went wrong.

Waiting for the colleague to ask for feedback, to avoid imposing your opinion.

Offering feedback that is honest, specific, and focused on growth, while remaining respectful.

Giving only positive feedback to maintain a good relationship, even if some parts need improvement.

17 / 25

Category: Meaning

Look at this image showing a team working on a shared project. Which behavior best supports a meaningful connection between individual work and broader organizational goals?

Regularly reflecting on how daily tasks align with long-term organizational impact, and adjusting efforts accordingly.

Seeking recognition for personal achievements as a way to stay motivated and driven in one’s role.

Consistently delivering high-quality work within one’s role, without getting involved in broader team strategy.

Taking initiative to lead new projects, even if they don’t directly relate to current organizational priorities.

18 / 25

Category: Meaning

Look at this image showing a team celebration. Which of the following behaviors would best help you contribute to a sense of purpose and meaningful work within your team?

Recognizing your colleagues’ contributions in a timely and personalized way, highlighting how their efforts support the broader mission.

Encouraging informal peer recognition without necessarily involving leadership.

Regularly praising the team to maintain a positive atmosphere, even if your feedback is general.

Waiting for formal reviews to acknowledge exceptional results, assuming day-to-day work speaks for itself.

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Category: Meaning

Look at this image showing two colleagues with different attitudes at work. Which behavior most reflects a sense of purpose at work?

Demonstrating intrinsic motivation by connecting daily tasks to personal values and the positive impact on others.

Maintaining a neutral emotional distance from work to stay focused and efficient.

Taking on new responsibilities primarily to accelerate career advancement.

Striving to meet performance expectations to be seen as reliable and competent.

20 / 25

Category: Meaning

Look at this image of two colleagues in a conversation during a project discussion. Which behavior best demonstrates effective communication?

Keeping the conversation strictly factual to avoid emotional distractions.

Listening attentively, acknowledging the other person’s emotions, and creating space for open, respectful dialogue.

Responding quickly to show confidence, even if the other person hasn’t finished talking.

Waiting for your turn to speak while mentally preparing your argument.

21 / 25

Category: Impact

This is your new colleague. You...

...you ask the person in private how they would like to be addressed, but explain you do not understand why they don't just go with the normal "she/her" pronouns, since it's easier for everyone to remember.

...ask the person in front of everyone what their gender identity is, so you know how to address them.

...say "she looks like a good addition to our team!", since she is a feminine-looking woman.

...ask the person in private how they would like to be addressed and respect that.

22 / 25

Category: Impact

This is your new colleague. You...

...ask them in a team meeting about their gender identity, so you know how to address them, and respect that,

...tell them in private that you support trans rights and that you are proud of them.

...ask them in private if they are a man or a woman, so you know how to address them and respect that.

...ask them in private how they would like to be addressed and respect that.

23 / 25

Category: Impact

In a company event where people can invite their partners, your colleague arrives with their partner. You...

...tell them privately that you support LGBTQ+ rights and that you're proud of them for being open.

...say "I didn't know you were gay! I'm so happy we have a diverse team".

...say nothing different to them and greet them normally.

...tell them privately that you support gay rights and that you're proud of them for being open.

24 / 25

Category: Impact

This is your new colleague. You...

...ask them privately how they can cope with being a wheelchair user and express how difficult it would be for you, were you in their place.

...ask Management to check if the workplace is accessible for wheelchair users.

...ask them in a team meeting about sales improvement if they need anything specific as a wheelchair user.

...tell them privately that they are a hero and that they can count on you for anything they might need.

25 / 25

Category: Impact

This is your new colleague. They mention to you that they have Asperger's Syndrome. You...

...tell your other colleagues about it.

...tell them in private that you have read an article about Asperger's Syndrome and that you know a lot about it.

...tell them privately that a friend of yours also has Asperger's Syndrome, and they can work normally.

...ask them privately what this means, and if they need something from you.

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