CTL Communication & Feedback 4 — Questions and Answers
Question 1: A team leader is preparing a performance review for a consistently strong performer. The review should:
- Focus primarily on areas for improvement to motivate further growth
- Balance recognition of achievements with stretch goals for continued development (Correct answer)
- Avoid setting new goals to prevent additional pressure
- Delegate the review to a peer since the employee needs no correction
Correct answer: Balance recognition of achievements with stretch goals for continued development
Even top performers benefit from recognition paired with developmental stretch goals that sustain motivation and career growth.
Question 2: When a team leader gives feedback that is too vague, the most likely outcome is:
- Employees improve through self-directed learning
- Team members are unable to identify what specific behaviors to change (Correct answer)
- Productivity increases because employees have more autonomy
- Conflict is avoided, improving team cohesion
Correct answer: Team members are unable to identify what specific behaviors to change
Vague feedback fails to identify specific behaviors, leaving employees uncertain about what to change or maintain.
Question 3: A leader needs to communicate an unpopular organizational change to the team. The most effective approach is to:
- Delay the announcement until the change is fully implemented
- Share the news transparently, explain the rationale, and open the floor for questions (Correct answer)
- Downplay the impact to prevent negative reactions
- Send a brief email and avoid follow-up discussion
Correct answer: Share the news transparently, explain the rationale, and open the floor for questions
Transparent communication with clear rationale and opportunity for dialogue builds trust even when the message is unwelcome.
Question 4: In a 360-degree feedback process, which group provides input on a leader's performance?
- Only direct supervisors and HR professionals
- Direct reports, peers, supervisors, and sometimes external stakeholders (Correct answer)
- Exclusively team members who report to the leader
- Independent external consultants hired for the assessment
Correct answer: Direct reports, peers, supervisors, and sometimes external stakeholders
360-degree feedback gathers multi-source input from all directions in the organizational hierarchy to provide a comprehensive performance picture.
Question 5: A remote team leader notices that team members rarely contribute during video calls. To improve participation, the leader should:
- Switch all meetings to email updates to reduce pressure
- Use structured turn-taking, direct questions, and smaller breakout groups (Correct answer)
- Record all meetings and send summaries instead
- Require cameras to be on at all times to increase accountability
Correct answer: Use structured turn-taking, direct questions, and smaller breakout groups
Structured participation techniques reduce social loafing and give quieter members clear opportunities to contribute in virtual settings.
Question 6: The primary purpose of a 'communication plan' in project management is to:
- Replace verbal communication with written documentation
- Define who receives what information, when, and through which channel (Correct answer)
- Limit communication to reduce information overload
- Assign communication tasks to the project sponsor
Correct answer: Define who receives what information, when, and through which channel
A communication plan ensures the right stakeholders receive the right information at the right time through appropriate channels.
Question 7: When a team member pushes back on feedback they disagree with, the leader's BEST response is to:
- Insist the feedback stands and move on quickly
- Retract the feedback to avoid conflict
- Listen to their perspective, acknowledge valid points, and reaffirm the core concern if warranted (Correct answer)
- Escalate the disagreement to senior management immediately
Correct answer: Listen to their perspective, acknowledge valid points, and reaffirm the core concern if warranted
Acknowledging pushback while maintaining the core message demonstrates respect and leads to more productive feedback conversations.
CTL Communication & Feedback 4
A team leader is preparing a performance review for a consistently strong performer.
The review should: