Quiz – Profile & Norm

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 pairings best represents two opposite conflict modes on the Thomas-Kilmann model?

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 the main risk of trying to enforce a single “ideal” conflict style (like Collaborating) in all situations?

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 these norms best fits a healthy Team Conflict Charter in APM?

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.

A manager notices that no one in the team ever voices disagreement during planning, but many concerns emerge in private 1:1s. What is the most likely issue from an APM perspective?

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.

A team agrees to the norm: “No meetings after the meeting,” but in practice, decisions are often still revisited in informal side conversations. What’s the best leadership response?

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.

A team scores highly on Accommodating and Avoiding in a recent conflict style inventory. What is a likely risk for this 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.

What is your default conflict mode in high-stakes situations? How might that shape your impact when coaching teams through tension?

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.

Imagine your team has never explicitly discussed how they want to handle disagreement. What would be a good first step?

☑️ Run a conflict styles assessment to create shared awareness.
☑️ Host a team session to co-create behavioral norms around disagreement.
☑️ Ask leaders to model open disagreement in meetings.
☑️ Wait to see if conflict arises before intervening.

→ What’s one concrete conversation you could initiate this week to make conflict more discussable?

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.

“Team norms should emerge naturally from culture and experience—they lose authenticity if they’re designed.”
Do you agree or disagree? Why?