A controversial policy change just rolled out. You weren’t consulted, and your team is frustrated. What do you do first?
A.
Open a dialogue with your team to validate their concerns and gather feedback to escalate.
B.
Schedule a meeting with the decision-makers and come back to your team with a revised plan of action.
C.
Review the policy language and compare it with past data and outcomes to determine next steps.
D.
Reassure your team through quiet consistency and encourage them to give it time before reacting.
E.
Start drafting an improved policy proposal that balances evidence based practice, frontline realities, along with organizational goals.
2.
A newer nurse makes a high-risk error — no harm occurred, but trust is shaken. What do you do?
A.
Lead a transparent, non-punitive debrief to rebuild psychological safety.
B.
Immediately organize a unit-wide skill refresh and peer coaching sessions.
C.
Audit similar cases to see if this is a pattern and address root causes.
D.
Reassure staff, reinforce daily safety huddles, and show up in person.
E.
Map out system-wide training improvements and escalation protocols.
3.
Morale is down. The team’s burned out. How do you approach the next few weeks?
A.
Center staff voice — launch a listening tour or feedback loop.
B.
Organize quick wins — wellness breaks, new scheduling tools, a reset plan.
C.
Analyze engagement data, identify key drivers, and track impact.
D.
Increase visibility on the floor and offer hands-on support.
E.
Build a scalable, interdisciplinary plan for culture transformation.
4.
You’re asked to present your team’s progress to senior leadership. What did you prepare?
A.
Collect stories from the team that show growth and challenges.
B.
Highlight recent projects and action steps that show forward momentum.
C.
Showcase metrics, dashboards, and outcomes.
D.
Emphasize the team's consistency, cohesion, and reliability.
E.
Pitch long-term system redesigns aligned with organizational strategy.
5.
A staff member directly disregards your guidance in front of others. How do you handle it?
A.
Check in privately to understand their perspective and uncover any underlying issues.
B.
Pull them aside immediately, set a firm boundary, and clarify expectations moving forward.
C.
Document the incident, review their previous performance, and consult with HR if needed.
D.
Stay calm in the moment, de-escalate, and plan a follow-up conversation to rebuild trust.
E.
Reflect on what structural or communication gaps may have led to the insubordination, then address it in your next leadership strategy planning session.
6.
You’ve been offered a stretch assignment that’s outside your comfort zone. You:
A.
Accept — and ask for a mentor who’s done it before.
B.
Say yes — and start building a task force to attack it fast.
C.
Analyze the risk-benefit and outline the scope before agreeing.
D.
Reflect on how it aligns with your long-term purpose.
E.
See it as an opportunity to pilot your next career move systemwide.
7.
How would your team most likely describe your leadership style?
A.
Compassionate, inclusive, and fair
B.
Bold, action-driven, and high-energy
C.
Smart, structured, and solutions-oriented
D.
Grounded, trustworthy, and emotionally steady
E.
Visionary, strategic, and always a step ahead
Quiz Outcomes
1.
The Advocate
Empathetic | Supportive | Relationship-drivenStrengths: Creates psychological safety, builds trust, strong patient/staff advocateOpportunities: Struggles with boundaries, avoids conflict, may be too deferentialVibe: “I want to be the leader I never had.”
2.
The Activator
Dynamic | Visionary | Fast-movingStrengths: Drives innovation, inspires momentum, great at startingOpportunities: Prone to burnout, hard to finish projects, may overlook detailsVibe: “Let’s fix it and make it better — now.”
3.
The Analyst
Strategic | Evidence-based | MeasuredStrengths: Data-savvy, process-oriented, strong critical thinkerOpportunities: May seem emotionally distant, slow to act, overthinks decisionsVibe: “Let’s make sure it’s done the right way.”
4.
The Anchor
Reliable | Practical | ExperiencedStrengths: Steady leadership, deeply respected, team-orientedOpportunities: Resistant to change, struggles with innovation, comfort-drivenVibe: “If it’s not broken, don’t fix it.”
5.
The Architect
Visionary | Strategic | Systems-DrivenStrengths: Sees the big picture, designs scalable frameworks, leads with intention and clarityOpportunities: May overlook day-to-day nuances, can be perceived as distant or overly theoreticalVibe: “Let’s build something that lasts.”
