PMP People — Leading Projects Practice Question
You are leading a virtual team across three time zones. During a video conference, you notice that one team member from the Asia-Pacific region has not spoken for the entire meeting. After the meeting, they email you saying they felt unheard and that their ideas were dismissed by a dominant team member from the US. What should you do FIRST?
⚠ Common exam trap
Watch out — candidates often choose Option B (empathizing with the quiet team member) because it feels supportive, but the PMP exam prioritizes addressing the root cause—the dominant behavior—first, not accommodating the symptom.
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 dominant team member to discuss the importance of equal participation and set expectations
The immediate priority is to address the disruptive behavior directly with the dominant team member. As a project manager, you must first resolve the root cause of the imbalance—the dominant individual's behavior—before implementing broader process changes. This aligns with the PMP principle of addressing conflict at its source and setting clear expectations for team conduct.
Answer analysis
Option-by-option breakdown
For each option: why learners choose it and why it is or isn't the right answer here.
- ✗
Assign a rotating facilitator for each meeting to ensure everyone gets a chance to speak
Why it's wrong here
Assigning a rotating facilitator is a proactive strategy for fostering inclusive meeting participation and developing team capabilities in the long term. However, it is an indirect intervention that does not immediately address the specific, disruptive behavior of a dominant individual. This approach might not effectively curb the immediate impact of the dominant member, as it relies on peer management rather than direct leadership intervention to correct a specific behavioral deviation from established team norms.
- ✗
Schedule a one-on-one with the APAC team member to empathize and encourage them to speak up more
Why it's wrong here
Scheduling a one-on-one with the quieter APAC team member addresses the symptom of their reduced participation, offering empathy and encouragement. However, this approach fails to tackle the root cause of the problem, which is the disruptive behavior of the dominant team member. It places the onus of change on the less assertive individual rather than directly intervening to correct the specific actions that are creating an inequitable communication environment within the team.
- ✓
Speak privately with the dominant team member to discuss the importance of equal participation and set expectations
Why this is correct
Speaking privately with the dominant team member is the most effective and professional approach to address specific behavioral issues. This direct, one-on-one intervention allows the project manager to clearly communicate the importance of equitable participation and reinforce established team communication norms without public shaming. It provides an opportunity to set explicit expectations for future conduct, directly mitigating the root cause of the imbalance and fostering a more inclusive environment.
- ✗
Send an email to the entire team reminding them to be respectful during meetings
Why it's wrong here
Sending a general email to the entire team, while seemingly inclusive, is an indirect and often ineffective method for addressing specific behavioral issues. This passive approach lacks the directness required to target the dominant team member, who may not perceive the message as applicable to their own conduct. Furthermore, it risks alienating other team members who are already adhering to respectful communication norms, potentially diminishing overall team morale and trust in leadership's ability to manage specific challenges.
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Related to this question
Learn chapter
Introduction to the PMP Exam and Project Management Basics
Key term
Project Management Plan
A formal, approved document that defines how a project is executed, monitored, controlled, and closed, serving as the single source of truth for the project team.
Key term
Organizational Change Management
Organizational Change Management (OCM) is the structured approach to preparing, supporting, and guiding people through changes in an organization to ensure lasting success.
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