True or False Quiz

Individuals often find it less risky to remain silent in meetings than to propose an idea that might not be well-received.

Psychological safety encourages people to take interpersonal risks, like asking questions or admitting mistakes.

In psychologically safe teams, criticism is avoided at all costs to protect everyone’s feelings.

When team members feel safe, they’re more likely to contribute creative ideas and challenge the status quo.

Psychological safety is important for managers and team leaders, not for employees.

A colleague who always meets deadlines but never communicates delays or issues can still be considered dependable.

Being on time and prepared for a meeting shows respect and strengthens trust in a team.

As long as the team delivers on time, missing a minor task doesn’t need to be flagged

Offering to help a teammate who’s overwhelmed is part of being dependable.

Being dependable means accepting every task, trusting that I can count on my colleagues to help me complete it

Documenting decision-making responsibilities tends to reduce delays and repeated approvals.

Allowing each team to choose its own tool for recording final decisions usually strengthens transparency across the project

Offering multiple formats (text, visuals, short videos) for internal training materials helps ensure key information is accessible to team members with different learning preferences.

Relying solely on spoken agreements during meetings can create confusion—especially when team members speak different native languages.

Establishing clear rules for using digital tools—like file naming or folder structures—can prevent workflow friction in cross-functional teams.

Meaning at work comes mainly from major achievements or formal recognition.

Small actions, like completing a routine task or answering a message, can support the values of a team.

If you don’t feel personally inspired by a task, it means it has no meaningful impact.

Meaning is something fixed: either your role has it or it doesn’t.

Staying silent when someone excels at their work helps avoid making them uncomfortable by putting them in the spotlight.

Inclusive language acknowledges diversity, conveys respect to all people, is sensitive to differences, and promotes equal opportunities.

Specific work-relared words such as "manpower", "handicapped parking spots" are fine to use, since everyone knows their meaning.

Whenever you encounter problematic behaviours at work, you should immediately speak up and confront the person responsible.

Stepping down from specific situations may help other colleagues find their voice.

Diversity, Equity and Inclusion policies are good, but Management should first solve more important issues within the workplace.