PMI-ACP Practice Questions #56
Your Agile team is working on a critical feature, and a skilled new team member is expected to take on the work. However, some team members are blocking the assignment of this task to the new member. As a result, the new member fears criticism and lacks confidence in their contributions.
As an Agile practitioner, which approach would you take to address this situation?
A. Publicly recognize the new team member’s credentials and achievements and provide personal mentoring, encouraging them to take on the task and embrace feedback constructively.
B. Motivate the new team member to take on the task despite their fear of criticism, emphasizing that only by completing the work can they prove their capability.
C. Shield the new team member from complex tasks and assign simpler ones to gradually build their confidence before involving them in critical work.
D. Discuss with the team the importance of providing the new member with time and space to prove themselves, while discouraging premature criticism.
Analysis
This scenario is about psychological safety and ensuring that a new team member feels safe to contribute despite resistance from some existing team members. In Agile, fostering an environment where all members can contribute without fear is crucial for collaboration and innovation.
The best approach should:
- Encourage confidence in the new member while addressing their fears constructively.
- Ensure that feedback is seen as constructive, not criticism, so the new member can learn and grow.
- Engage the team in creating an inclusive and supportive culture, preventing resistance to new contributors.
Analysis of Options:
A: Publicly recognize the new team member’s credentials and achievements and provide personal mentoring, encouraging them to take on the task and embrace feedback constructively.
This is the best approach because it does two important things:
- Builds confidence in the new member by recognizing their skills and achievements.
- Encourages openness to feedback, making it clear that constructive feedback is a part of learning.
This approach fosters psychological safety while ensuring the team understands the value of the new member, reducing resistance to their involvement.
B: Motivate the new team member to take on the task despite their fear of criticism, emphasizing that only by completing the work can they prove their capability.
This option ignores the psychological safety aspect. While motivation is important, forcing someone to prove themselves under criticism is not a psychologically safe environment. Without addressing the team’s resistance, the new member may feel pressured rather than supported.
C: Shield the new team member from complex tasks and assign simpler ones to gradually build their confidence before involving them in critical work.
This does not address the problem at hand. Avoiding critical work delays the resolution and reinforces the idea that the new member is not capable. Agile promotes empowering individuals to contribute, not shielding them from challenges.
D: Discuss with the team the importance of providing the new member with time and space to prove themselves while discouraging premature criticism.
This option partially addresses the issue by asking the team to be more open to the new member. However, it does not actively support the new team member’s confidence or encourage them to embrace feedback constructively.
Conclusion
The correct answer is Option A, as it balances confidence-building, mentorship, and openness to constructive feedback. This approach supports both the new member and the team, creating a psychologically safe environment for contribution and collaboration.
PMI – ACP Exam Content Outline Mapping
| Domain | Task |
| Mindset | Foster Psychological Safety |
| Leadership | Empower Teams |
Topics Covered:
- Promote a no-blame culture by encouraging objectivity in feedback and discussions.
- Foster open dialogue over heated debates to ensure a supportive environment for all team members.
- Provide constructive feedback and act on it to improve team performance.
- Empower team members by giving them autonomy over their tasks and decision-making.
- Facilitate an environment of trust where team members feel safe to share ideas and concerns without fear of judgment.
- Actively listen to team members’ input and ensure their voices are heard in decision-making processes.
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