PMP People — Leading Projects Practice Question
A project manager is leading a team that is newly formed and includes members from different functional areas. The team is experiencing low trust and reluctance to share ideas. The project manager wants to build a high-performing team. Which THREE actions should the project manager take? (Choose three.)
⚠ Common exam trap
The trap here is that candidates may mistakenly choose individual rewards (Option A) thinking it motivates performance, but PMP exams consistently test that team-based recognition and collaborative goal-setting are critical for building trust in new teams, not competitive incentives.
Answer choices
Why each option matters
Answer the question above first, then reveal the full breakdown to understand why each option is right or wrong.
Correct answer & explanation
✓
Set clear team goals and define success criteria together
Option C is correct because setting clear team goals and defining success criteria together gives the newly formed cross-functional team a shared direction and common purpose, which reduces ambiguity and aligns members from different functional areas. Option D is correct because a team charter workshop establishes shared values, norms, and operating agreements, directly addressing the low trust and reluctance to share ideas by creating psychological safety and clear behavioral expectations. Option E is correct because team-building activities focused on collaboration and trust help break down functional silos and build interpersonal relationships, which is essential during the forming/storming stages of team development. Option A is not appropriate because individual rewards for top performers foster internal competition and undermine the collaboration and trust the project manager is trying to build. Option B is not the best choice because an external mentor may offer guidance but does not directly build shared norms, goals, or trust among the team members themselves.
Answer analysis
Option-by-option breakdown
For each option: why learners choose it and why it is or isn't the right answer here.
- ✗
Provide individual rewards for top performers to motivate competition
Why it's wrong here
For a newly formed team, emphasizing individual rewards for top performers can foster internal competition rather than the necessary collaboration and trust-building. This approach risks creating silos, discouraging knowledge sharing, and undermining the collective effort required to establish a cohesive and high-performing team. The primary focus for new teams should be on establishing a unified identity and shared success, not on individual accolades that can divide.
- ✗
Assign a mentor from outside the team to guide team members
Why it's wrong here
While mentorship is valuable, assigning an external mentor to a newly formed team may not effectively address the critical internal team dynamics and integration challenges. An outside mentor lacks direct insight into the nascent interpersonal relationships, emerging communication patterns, and specific project context that are crucial for a new team to coalesce. The immediate need is to build internal cohesion and shared understanding within the team itself, which an external mentor cannot directly facilitate.
- ✓
Set clear team goals and define success criteria together
Why this is correct
Collaboratively setting clear team goals and defining success criteria is fundamental for a newly formed team. This process ensures that all members understand the project's purpose and their collective objectives, fostering a shared vision and aligning individual efforts towards common outcomes. Jointly establishing these parameters significantly increases team commitment and accountability, laying a strong foundation for future performance and cohesion by giving everyone a stake in the direction.
- ✓
Facilitate a team charter workshop to establish shared values and norms
Why this is correct
Facilitating a team charter workshop is a highly effective strategy for a newly formed team to establish foundational operating principles. This collaborative process allows members to define shared values, communication protocols, decision-making processes, and conflict resolution mechanisms. A well-developed team charter promotes mutual understanding, clarifies roles and responsibilities, and builds a collective sense of ownership and alignment from the outset, which is crucial for early team stability.
- ✓
Organize team-building activities that focus on collaboration and trust
Why this is correct
Organizing team-building activities specifically designed to foster collaboration and trust is crucial for a newly formed team. These activities provide opportunities for members to interact informally, understand each other's strengths, and develop interpersonal relationships outside of project tasks. By breaking down initial barriers and building rapport, such initiatives significantly enhance communication, psychological safety, and overall team cohesion, which are vital for effective teamwork and problem-solving.
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