- A
Redistribute the lead engineer's tasks to reduce their influence
Why wrong: This is punitive and may backfire; it does not address the behavior directly.
- B
Ignore the behavior and hope the team members will stand up for themselves
Why wrong: Ignoring it tolerates a toxic environment and does not resolve the issue.
- C
Speak privately with the lead engineer about the impact of their behavior and set expectations for collaboration
A private, constructive conversation is respectful and directly addresses the behavior.
- D
Schedule a team meeting to discuss meeting etiquette without singling out the engineer
Why wrong: While general etiquette is good, the issue may require a private conversation to avoid embarrassment.
Question 324 of 892
PMP People — Leading Projects Practice Question
This PMP practice question tests your understanding of people — leading projects. Read the scenario carefully and evaluate each option against the stated constraints before committing to an answer. After answering, compare your reasoning against the explanation and wrong-answer breakdown below. Once you have made your selection, read the full explanation to reinforce the concept and understand why each distractor is designed to mislead on exam day.
A project manager is managing a large infrastructure project. The lead engineer has a strong personality and often dismisses ideas from other team members during meetings, causing some to withdraw from participation. What should the project manager do?
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
✓
Speak privately with the lead engineer about the impact of their behavior and set expectations for collaboration
Option C is correct because the project manager should address the disruptive behavior directly and privately with the lead engineer, focusing on the impact on team collaboration and setting clear expectations for respectful communication. This aligns with the PMP's focus on conflict resolution and team leadership, as direct, constructive feedback is the most effective way to change behavior without escalating conflict or undermining the engineer's authority.
Key principle: Answer the scenario, not the keyword: identify the specific constraint before choosing the most familiar-sounding option.
Answer analysis
Option-by-option breakdown
For each option: why learners choose it and why it is or isn't the right answer here.
- ✗
Redistribute the lead engineer's tasks to reduce their influence
Why it's wrong here
This is punitive and may backfire; it does not address the behavior directly.
- ✗
Ignore the behavior and hope the team members will stand up for themselves
Why it's wrong here
Ignoring it tolerates a toxic environment and does not resolve the issue.
- ✓
Speak privately with the lead engineer about the impact of their behavior and set expectations for collaboration
Why this is correct
A private, constructive conversation is respectful and directly addresses the behavior.
Related concept
Read the scenario before looking for a memorised answer.
- ✗
Schedule a team meeting to discuss meeting etiquette without singling out the engineer
Why it's wrong here
While general etiquette is good, the issue may require a private conversation to avoid embarrassment.
Common exam traps
Common exam trap: answer the scenario, not the keyword
The trap here is that candidates often choose Option D (team meeting) because it seems inclusive and non-confrontational, but the PMP exam expects the project manager to address the specific individual privately first, as public discussions can embarrass the engineer and fail to resolve the underlying issue.
Detailed technical explanation
How to think about this question
In project management, addressing team conflict requires a direct, private conversation with the individual exhibiting the behavior, using 'I' statements and focusing on observable impacts (e.g., 'When you dismiss ideas, team members withdraw, which reduces our collective problem-solving capacity'). This approach is rooted in the PMI's emphasis on 'situational leadership' and 'conflict resolution' techniques, where the project manager must balance assertiveness with empathy to maintain team cohesion and project performance.
KKey Concepts to Remember
- Read the scenario before looking for a memorised answer.
- Find the constraint that changes the correct option.
- Eliminate answers that are true in general but not in this case.
TExam Day Tips
- Watch for words such as best, first, most likely and least administrative effort.
- Review why wrong options are wrong, not only why the correct option is correct.
Key takeaway
Answer the scenario, not the keyword: identify the specific constraint before choosing the most familiar-sounding option.
Real-world example
How this comes up in practice
A practitioner preparing for the PMP exam encounters this exact type of scenario on the job. The correct answer here is not the most general option — it is the best answer for the specific constraint described. Answer the scenario, not the keyword: identify the specific constraint before choosing the most familiar-sounding option. Real exam questions reward reading the full scenario before eliminating options, because the constraint defines which answer fits.
What to study next
Got this wrong? Here's your next step.
Identify which exam domain this question belongs to, review the core concept, then practise similar questions from the same domain.
- →
People — Leading Projects — study guide chapter
Learn the concepts, then practise the questions
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FAQ
Questions learners often ask
What does this PMP question test?
People — Leading Projects — This question tests People — Leading Projects — Read the scenario before looking for a memorised answer..
What is the correct answer to this question?
The correct answer is: Speak privately with the lead engineer about the impact of their behavior and set expectations for collaboration — Option C is correct because the project manager should address the disruptive behavior directly and privately with the lead engineer, focusing on the impact on team collaboration and setting clear expectations for respectful communication. This aligns with the PMP's focus on conflict resolution and team leadership, as direct, constructive feedback is the most effective way to change behavior without escalating conflict or undermining the engineer's authority.
What should I do if I get this PMP question wrong?
Identify which exam domain this question belongs to, review the core concept, then practise similar questions from the same domain.
What is the key concept behind this question?
Read the scenario before looking for a memorised answer.
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Last reviewed: Jul 4, 2026
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