Leadership Development & Team Management Flashcards
7 cards from real CPL practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Leadership Development & Team Management flashcards as text
A CPL wants to apply strength-based leadership. Which tool is MOST commonly associated with identifying individual strengths for leadership development?
Answer: CliftonStrengths (StrengthsFinder)
CliftonStrengths, developed by Gallup, is specifically designed to identify and build on individual talent themes for leadership development.
When building a team charter, which element is MOST critical for preventing future misalignment?
Answer: Agreed-upon decision-making processes and communication norms
Decision-making processes and communication norms prevent the most common sources of team dysfunction and misalignment.
Which approach to feedback is MOST aligned with a growth mindset culture?
Answer: Providing specific, timely, behavior-focused feedback focused on improvement
Specific, timely, behavior-based feedback supports growth by focusing on changeable actions rather than fixed characteristics.
A program leader is managing a team with low cohesion. According to Patrick Lencioni's Five Dysfunctions model, what is the foundational dysfunction to address first?
Answer: Absence of trust
Lencioni's pyramid places absence of trust as the base dysfunction—all others compound from it.
A CPL is preparing a team for a major change initiative. Which change management framework focuses on 'unfreezing, changing, and refreezing' behaviors?
Answer: Lewin's Change Model
Kurt Lewin's three-stage change model (Unfreeze–Change–Refreeze) is the classic framework describing how behavior shifts during organizational change.
Which of the following BEST describes the difference between a mentor and a coach in a leadership development context?
Answer: A mentor shares personal experience and guidance; a coach facilitates self-discovery through questioning
Mentors draw on their own experience to guide, while coaches use questions and frameworks to help individuals find their own answers.
A program leader is assessing team performance and notices that high output is masking poor collaboration. The BEST response is:
Answer: Address collaboration gaps because they create fragility and risk over time
Strong short-term output that masks collaboration deficits creates long-term risk—burnout, attrition, and brittleness when individuals leave.