- A
Ask the team member directly during the meeting why they are not contributing
Why wrong: Publicly asking may intimidate the team member and is not a servant leadership approach.
- B
Assign the team member as the note-taker to ensure they are engaged
Why wrong: Assigning a task may address engagement superficially but does not address underlying communication preferences.
- C
Assume the team member has nothing to contribute and focus on others
Why wrong: Assuming lack of contribution overlooks potential value and does not promote inclusion.
- D
Schedule a one-on-one conversation to understand any barriers and encourage participation
A private conversation shows empathy and helps identify barriers, aligning with servant leadership.
Question 89 of 892
Engaging Quiet Team Members in Virtual Meetings — One-on-One Conversations
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.
You are leading a virtual team across three time zones. During a video conference, you notice that one team member from a remote location has not spoken for the entire meeting. In previous meetings, this team member has also been quiet. What should you do to ensure effective collaboration?
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 conversation to understand any barriers and encourage participation
Option D is correct because it aligns with the PMP principle of servant leadership and proactive stakeholder engagement. By scheduling a one-on-one conversation, you create a safe environment to identify potential barriers (e.g., time zone fatigue, cultural differences, or technical issues with the virtual platform) that may be inhibiting participation. This approach fosters trust and encourages collaboration without putting the team member on the spot in a group setting.
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.
- ✗
Ask the team member directly during the meeting why they are not contributing
Why it's wrong here
Publicly asking may intimidate the team member and is not a servant leadership approach.
- ✗
Assign the team member as the note-taker to ensure they are engaged
Why it's wrong here
Assigning a task may address engagement superficially but does not address underlying communication preferences.
- ✗
Assume the team member has nothing to contribute and focus on others
Why it's wrong here
Assuming lack of contribution overlooks potential value and does not promote inclusion.
- ✓
Schedule a one-on-one conversation to understand any barriers and encourage participation
Why this is correct
A private conversation shows empathy and helps identify barriers, aligning with servant leadership.
Related concept
Read the scenario before looking for a memorised answer.
Common exam traps
Common exam trap: answer the scenario, not the keyword
The trap here is that candidates may choose Option A, thinking direct confrontation is 'assertive leadership,' but the PMP exam emphasizes servant leadership and emotional intelligence, which require addressing issues privately and respectfully rather than publicly calling out a team member.
Detailed technical explanation
How to think about this question
In virtual team management, the concept of 'psychological safety' is critical for effective collaboration. Research by Google’s Project Aristotle found that psychological safety is the top predictor of team effectiveness. A one-on-one conversation allows the leader to apply active listening and empathy, which are key emotional intelligence competencies in the PMP Talent Triangle. Additionally, virtual teams often suffer from 'proximity bias,' where remote members are overlooked; scheduling a private check-in mitigates this bias and ensures equitable participation.
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: Schedule a one-on-one conversation to understand any barriers and encourage participation — Option D is correct because it aligns with the PMP principle of servant leadership and proactive stakeholder engagement. By scheduling a one-on-one conversation, you create a safe environment to identify potential barriers (e.g., time zone fatigue, cultural differences, or technical issues with the virtual platform) that may be inhibiting participation. This approach fosters trust and encourages collaboration without putting the team member on the spot in a group setting.
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.
About these practice questions
Courseiva creates original exam-style practice questions with explanations and wrong-answer analysis. It does not publish real exam questions, exam dumps, or protected exam content. Learn why practice questions differ from exam dumps →
Same concept, more angles
1 more ways this is tested on PMP
These questions test the same concept from different angles. Work through them to make sure you can recognise it however the exam phrases it.
Variation 1. You are leading a virtual team across multiple time zones. During daily stand-ups, you notice that team members from one region are consistently quiet and not contributing. What should you do FIRST?
easy- A.Implement a new communication tool to encourage engagement
- ✓ B.Schedule a one-on-one meeting with a few members of that region to ask about their experience and any barriers
- C.Send a team-wide email reminding everyone of the importance of participation
- D.Assign speaking turns to ensure everyone participates
Why B: Option B is correct because the first step in addressing a participation issue in a virtual team is to understand the root cause through direct, private conversations. This aligns with the PMP principle of 'servant leadership' and the 'People' domain, where you must first investigate barriers (e.g., time zone fatigue, cultural norms, or tool discomfort) before implementing solutions. A one-on-one meeting builds psychological safety and gathers specific feedback, which is essential for an effective corrective action.
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Last reviewed: Jun 24, 2026
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