Build systems, achieve your goals 💯🎯Online version
Sustainable success doesn’t come from goals alone; it comes from the systems we build and the consistency with which we lead. This quiz invites you to reflect on how intentional habits, clear priorities, and repeatable actions can transform your goals into a lasting impact for your team, your peers, and the organization as a whole.
1
You are a leader who wants to improve team performance, but you only provide feedback when something goes wrong. You notice that results are inconsistent, and morale is dropping. What change in your established practices would best support sustainable improvement?
a
Set higher performance expectations and monitor results daily
b
No need to change the feedback cadence, results will eventually get better
c
Send weekly email reminders about performance standards and make this part of your system
d
Allow high performers to self-manage and focus on underperformers only
e
Schedule weekly coaching check-ins with all team members, delivered feedback must be tied to the firm's core values
2
You feel overwhelmed because you tend to spend most of your day reacting to emails and instant messages from the team, which often request support. This causes interruptions and leaves critical work unfinished. What system would best help regain focus?
a
Start working extra hours after your shift to keep up
b
Block 30-minute focus sessions for top priorities and limit interruptions on a weekly basis, delegate support in this time frames
c
Respond immediately to all support messages and emails, delay critical work until you have availability
d
Create a to-do list with all items whether critical or not and work on them as time allows
e
Delegate those critical duties to your top performers, while you focus in providing support
3
The team leader has assigned a new reporting task to some of the tenure team members without explaining its purpose. After a few days, completion is inconsistent, and they question its value. What should the leader do differently?
a
Enforce strict deadlines and clear consequences for non-compliance
b
Complete the report personally to ensure accuracy and decrease dissatisfaction
c
Ask the team to 'trust the process' without giving any additional context
d
Explain the 'why' of any task assigned, and how it connects to the team purpose and the impact in organizational goals
e
Acknowledge the team can't handle the task, and have it assigned to a different group
4
As a leader, you notice the team is busy on a daily basis but unsure if they're making progress toward goals. What system would bring clarity?
a
Implement a performance tracking system that provides visibility on daily, weekly, and monthly goal progress for each team member
b
Have the team members to self-report progress informally through a message by the end of the day
c
Increase the daily task volume assigned to grant goal completion from everyone
d
Monitor the activity level of each team member and let them know if they are working enough to reach the goal
e
Let the team know you have done the projections and no one should worry, the end of month goal will be achieved
5
After completing a relevant project, the team proceeds immediately to the next task. It is noticeable that similar opportunities, such as meeting deadlines and communicating progress, continue to be areas for improvement. What system could be implemented to prevent this from happening?
a
Increase quality checks through each stage of the project
b
Extend project timelines to reduce pressure and decrease errors
c
Document issues faced in a google sheet and store it for future reference
d
Hold a brief after-action review meeting to capture lessons learned and what can be done differently in the future
e
Blame the complexity of the project for the inconsistencies observed and the challenges faced, every project is unique
Feedback
1
Scheduling weekly coaching spaces is the best option because it creates a repeatable system where people can feel heard, understood, and supported, rather than relying on reactive feedback. It shifts your leadership from correction-based to development-focused, consistently reinforcing A&A values.
Some of the other options fall short, as they prioritize incorrect approaches, such as pressure-based or passive communication that lacks human connection and impact.
2
Time blocking creates a system that protects focus, enabling leaders to make consistent progress on what matters most. It replaces constant reaction with intentional execution.
Other options lead to burnout, not effectiveness. They lack prioritization and fail to address the real issue.
3
Providing clarity on why a task needs to be done reinforces commitment and connects work to purpose. Helping the team understand impact improves consistency and strengthens ownership.
Some of the other alternatives enforce compliance and remove team ownership, rather than promoting understanding, which is not sustainable over time.
4
Daily or weekly outcomes visibility creates alignment and accountability, ensuring teams stay focused on achieving the desired results.
Other options do not represent the most optimal approach; being busy does not equal progress. Having an increased workload without structure will not grant consistency or goal achievement.
5
Implementing reflection as a habit turns experience into insight. This system ensures continuous improvement by intentionally capturing what worked, what didn't, and what to do differently next time.
Other options overlook the importance of sharing lessons and group learning; they also lack accountability and follow-through.
Spanish alphabet, listening-based assessment