Keyword Cheat Sheet

Question 1

Most Strategic

Answer 1

What It Really Means:
Long-term, org-wide impact.
Think like a business partner, not a taskmaster.

Trap Example: Picking an answer that helps one manager instead of revising the leadership development plan.

Question 2

Best

Answer 2

What It Really Means: Fixes the root issue, aligns with the org, and adds value. Not just ‘good enough’.

Trap Example: Choosing the ‘supportive’ option instead of updating a flawed process.

Question 3

First

Answer 3

What It Really Means: You’re early in the process — your job is to gather info or build support.

Trap Example: Jumping to action before you investigate or assess

Question 4

Next

Answer 4

What It Really Means: You’re mid-process. Move forward — don’t restart.

Trap Example: Repeating a step the question already said happened.

Question 5

Support

Answer 5

What It Really Means: This means you’re not expected to perform THE action. You will facilitate, guide, advise, etc.

Trap Example: Overstepping and performing the action.

Question 6

Policy

Answer 6

What It Really Means: There’s a gap or misalignment. Address it at the system level.

Trap Example: Coaching someone when the real issue is a vague or missing policy.

Question 7

Culture

Answer 7

What It Really Means: This isn’t about one person. It’s about values, leadership, or habits

Trap Example: Giving feedback to the employee when leadership behavior is the issue.

Question 8

Leadership

Answer 8

What It Really Means: This means influence, and alignment — not just solving a complaint.

Trap Example: Addressing symptoms instead of helping leadership lead better.

Question 9

Risk

Answer 9

What It Really Means: Legal, PR, or compliance exposure. Protect the org

Trap Example: Choosing what feels fair instead of what protects the company.

Question 10

Performance

Answer 10

What It Really Means: It’s about output. Support them, but expect results.

Trap Example: Choosing a soft answer that avoids accountability.