Free PMI PMP Actual Exam Questions - Question 1 Discussion
incomplete tasks with no impediments. A colleague informs the project manager that this team
member is experiencing a personal issue.
What should the project manager do?
D/C? Support first, then see if task shifts are needed based on impact.
Option D feels best since supporting first can encourage openness before any actions.
B might be worth considering if the issue is serious, but jumping straight to HR feels too harsh. Better to first understand and support the team member directly before escalating.
Good point on C, but I think just reallocating tasks might ignore the root issue. D seems stronger because supporting the person could help them get back on track without losing trust. D it is.
It’s D for sure. Offering support shows the PM cares, which can motivate the team member to open up or get help. A feels a bit harsh right now—this isn’t about separating work and personal just yet, it’s about recognizing something’s off and being there. C might seem practical but it risks making the person feel sidelined or like they’re failing. The PM should try to balance empathy with professionalism, but supporting the person first is the right move before any task reallocation or coaching.
A vs D? I get why D feels right, offering support seems humane and builds trust. But A isn’t just about being cold—it’s about helping the team member maintain professionalism and separating work impact from personal issues. Maybe the PM can coach first to set clear expectations without invading privacy, then offer support if the team member opens up. This keeps things balanced without rushing to reassign tasks or involving HR too soon.
Maybe C is better here. If the team member’s tasks are slipping and no help is coming from them, shifting tasks temporarily keeps the project on track while giving them space to sort things out.
It’s D. The PM noticing incomplete tasks with no impediments signals something’s off, and since a colleague hinted at a personal issue, the PM should at least acknowledge it. It’s about showing empathy and offering support, not digging into details or jumping to reassign work immediately. A and B feel off because coaching might seem harsh if the issue’s real, and involving HR too soon could damage trust. C could hurt morale by making the team member feel sidelined without understanding the context. So, understanding and offering support is the right balance here.
D vs A? I think offering support sounds right, but is it really the project manager's role to get involved personally? Also, do we know if the personal issue is directly affecting work? The question doesn’t say how serious the issue is or if the team member asked for help. That detail could change what’s best here.