Quiz – How to support strengths

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Which of the following best describes a true strength in the APM approach?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

What is a common risk of overusing a strength?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Sana excels at bringing order and structure to team projects. But lately, her insistence on detailed planning has frustrated colleagues who prefer to iterate. What could her manager do to support her strength without creating friction?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Which of the following is a key reason to use job crafting in strengths-based leadership?

Assess & Act questions ask you to evaluate a situation and think about what you would do. There is no single right answer. The goal is to recognize patterns and consider practical action.

Which of the following are practices you (or your team) currently use to support strengths?

☑⃣ We delegate based on what energizes people, not just what they’re good at
☑⃣ People can adjust their tasks to better match their strengths (job crafting)
☑⃣ We regularly check whether tasks still energize the person doing them
☑⃣ We assume people enjoy tasks they’ve done well in the past

What patterns do you notice? Where could one small adjustment better support strengths in your team?

Reflection questions invite you to connect the topic to your own work experience. There are no wrong answers. It is a moment to pause, think critically, and gain personal insight.

Have you ever found yourself—or someone else—performing well in a role that didn’t feel energizing? What might you change about that situation now, using what you’ve learned in this lesson?

Challenge & Debate open-ended questions are meant to stretch your thinking. You are invited to take a stance, weigh the pros and cons, and consider different viewpoints. Again, there are no wrong answers, only thoughtful ones.

“Sometimes we just have to do what the team needs—even if it drains us.”
To what extent do you agree? How should a strengths-based leader respond to this reality?