Quiz – measure your own progress

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.

Why does APM promote self-feedback instead of relying primarily on manager-driven feedback? (Select all that apply)

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 leading indicator of progress?

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.

Sam is a dishwashing lead in a hospital cafeteria. They want to track progress beyond just “dishes per hour.” What could be a meaningful progress indicator aligned with 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.

Which of the following is most likely to lead to “precision paralysis” in adaptive goal tracking?

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 member struggles to stay motivated on long-term goals. You notice they rely on a single, lagging metric. What’s the most helpful coaching move?

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.

You’re helping a service team define their own progress signals. Which of the following is the strongest option?

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.

Think back to a time when you supported someone in making progress visible.

• What kind of indicator or signal worked well?
• How did it change their engagement, autonomy, or learning?

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.

Think about the people you coach or lead. How often do you help them define their own signals of progress beyond outcomes or formal reviews?
Which of the following do you observe in your coaching or leadership practice?

☐ I tend to define progress for others, based on goals or output expectations
☐ I invite team members to name their own indicators of growth or change
☐ I mostly give feedback, but rarely coach people to self-assess
☐ My check-ins include reflection on early signals, not just results
☐ I help people link progress to their strengths and contribution

👉 Looking at your answers, where could you shift your role from evaluator to enabler, so others can better own and recognize their own progress?

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.

If individuals define their own progress, how do we ensure alignment and accountability?

• When does local ownership strengthen collective performance. And when might it diverge?
• How do you balance autonomy with shared outcomes?