PMP People — Leading Projects Practice Question
A project team member from a different culture consistently remains silent during daily stand-ups and rarely contributes ideas. Other team members are frustrated because they feel the person is not engaged. What should the project manager do FIRST?
⚠ Common exam trap
Many candidates choose Option A, thinking direct questioning shows assertiveness, but the PMP exam prioritizes understanding individual differences and using empathetic, private inquiry before any public or corrective action.
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
✓
Schedule a one-on-one meeting with the team member to understand their communication style and any barriers
The project manager should first seek to understand the team member's perspective and any cultural or personal barriers before taking action. Directly addressing the behavior in a one-on-one setting aligns with the PMP's emphasis on servant leadership and emotional intelligence, ensuring the root cause is identified rather than assuming disengagement.
Answer analysis
Option-by-option breakdown
For each option: why learners choose it and why it is or isn't the right answer here.
- ✗
During the next stand-up, directly ask the team member to share their progress and ideas
Why it's wrong here
Directly asking a team member to share progress and ideas in a public forum like a stand-up meeting can be counterproductive, especially if cultural norms dictate a more indirect communication style or a preference for private discussions. This approach puts the individual on the spot, potentially causing embarrassment or discomfort, and fails to create a safe environment for them to articulate any underlying communication barriers or cultural differences they might be experiencing. It addresses the symptom, not the root cause.
- ✗
Reassign the team member to a solo task where they can work independently
Why it's wrong here
Reassigning the team member to a solo task is an avoidance tactic that fails to address the core issue of cross-cultural communication within the team. This action isolates the individual, preventing their integration into the team dynamic and hindering the development of collaborative skills for all members. It does not foster an inclusive environment, nor does it resolve the underlying communication challenges, ultimately diminishing team cohesion and potentially impacting overall project performance.
- ✗
Inform the team that the member is disengaged and they should not rely on them
Why it's wrong here
Informing the team that a member is disengaged and unreliable without prior investigation is unprofessional and highly damaging to team morale and trust. This action makes premature judgments, undermines the project manager's role in fostering a supportive environment, and can lead to a hostile team dynamic. It fails to explore potential cultural or communication barriers, instead choosing to publicly shame the individual and erode the psychological safety essential for effective teamwork.
- ✓
Schedule a one-on-one meeting with the team member to understand their communication style and any barriers
Why this is correct
Scheduling a one-on-one meeting is the most appropriate and empathetic approach, demonstrating a commitment to understanding and inclusion. This private setting provides a safe space for the team member to openly discuss their communication style, potential cultural differences, or any barriers they may be encountering without public pressure. This proactive engagement allows the project manager to identify root causes, build trust, and collaboratively develop strategies to enhance effective team communication and integration.
Go deeper
Related to this question
Learn chapter
Introduction to the PMP Exam and Project Management Basics
Key term
Training and Development
Training and Development is the process of enhancing team members' skills, knowledge, and competencies to improve project performance and achieve career growth.
Key term
Emotional Intelligence
Emotional Intelligence is the ability to recognize, understand, and manage your own emotions and the emotions of others to communicate and lead effectively.
About these practice questions
This PMP question is part of Courseiva's 800-question bank — original exam-style content with full explanations and wrong-answer analysis, never real exam questions or exam dumps. Learn why practice questions differ from exam dumps →
JA
Written by Johnson Ajibi, MSc IT Security
Senior Network & Security Engineer · founder of Courseiva
This PMP practice question is part of Courseiva's free PMI certification practice question bank. Courseiva provides original exam-style practice questions with explanations, topic-based practice, mock exams, readiness tracking, and study analytics to help learners prepare for the PMP exam.