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PMI PMP Exam - Topic 3 Question 72 Discussion

Actual exam question for PMI's PMP exam
Question #: 72
Topic #: 3
[All PMP Questions]

A project manager is building a team to work on a service integration project that will transition technology management services from company A to company B. The project team will consist of members from both companies. Prospective team members for the project are located all over the world, have different types of technology backgrounds, and use different approaches for work.

How should the project manager build a cohesive, high-performing team?

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Suggested Answer: B

The project manager should review the list of team members' skills and understand how they will work together to deliver the project outcomes to build a cohesive, high-performing team.According to the PMBOK Guide, a high-performing team is a team thatexhibits a high level of collaboration, trust, commitment, and performance1.To build a high-performing team, the project manager shouldapply team development techniquesthat enhance the team's ability to work effectively and efficiently1.One of the team development techniques isskill assessment, which involvesidentifying and evaluating the skills and competenciesof the team members, andaligning them with the project objectives and requirements1. By reviewing the list of team members' skills, the project manager canunderstand the strengths and weaknessesof the team, anddetermine the best way to assign roles and responsibilities. The project manager can alsoidentify any skill gaps or overlapsthat may affect the team performance, andplan for training or coachingto address them. Additionally, by understanding how the team members will work together, the project manager canfacilitate communication and collaborationamong the team members and other stakeholders, andfoster a positive team culturethat supports the project goals. This way, the project manager canbuild a cohesive, high-performing teamthat can deliver the project outcomes. The other options are not the best ways to build a cohesive, high-performing team, as they do not address the need to assess and align the team skills and competencies.

Organizing the team members into several kick-off sessions based on technology type is a possible action that the project manager can take, but it is not the main activity that the project manager should do to build a cohesive, high-performing team.Kick-off sessions are meetings thatintroduce the project and the teamto the team members and other stakeholders, andestablish the project vision, scope, and expectations1. While kick-off sessions can help the team members toget to know each other and the project, they do not necessarily help the project manager toreview and evaluate the team skills and competencies, andalign them with the project objectives and requirements. Moreover, organizing the team members into several kick-off sessions based on technology type maycreate silos and barriersamong the team members, andreduce the team cohesion and collaboration.

Asking the human resources (HR) department to arrange interview meetings to select the team is a wrong way to build a cohesive, high-performing team, as itdelegates the responsibilityof the project manager to the HR department, andignores the input and involvementof the team members and other stakeholders.The project manager is the person who isaccountable for the team performance and satisfaction, and who has thebest knowledge and understandingof the project objectives and requirements1. Therefore, the project manager shouldtake the leadin selecting and developing the team, andconsult and collaboratewith the team members and other stakeholders to ensure the team is aligned and engaged with the project goals.

Asking prospective team members to write a short biography explaining how they can contribute to the team's success is an unnecessary and ineffective activity that does not help the project manager to build a cohesive, high-performing team. Writing a short biography is aone-way and subjectiveway of presenting the team members' skills and competencies, and it does not provide the project manager with acomprehensive and objectiveassessment of the team skills and competencies. Furthermore, writing a short biography does not help the project manager tounderstand how the team members will work together, andfacilitate communication and collaborationamong the team members and other stakeholders.


by Lai at Mar 10, 2024, 09:24 AM

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Lang
3 months ago
Definitely need to know how they’ll work together first!
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Jarod
3 months ago
I like the idea of bios, but will they really help?
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Twanna
3 months ago
Surprised that HR isn't more involved in team selection!
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Janae
4 months ago
I disagree, organizing by tech type could help too.
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Elinore
4 months ago
Option B seems the best. Understanding skills is key!
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Dylan
4 months ago
Asking for biographies sounds interesting, but I'm not convinced it would really help build cohesion. Option D feels a bit off to me.
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Lettie
4 months ago
I practiced a similar question where HR's role was more about support than selection. I think option C might not be the best approach here.
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Eliz
4 months ago
I'm not entirely sure, but I think organizing by technology type might limit collaboration. It feels like option A could create silos.
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Sommer
5 months ago
I remember we discussed the importance of understanding team dynamics, so option B seems like it could be the right choice.
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Lashandra
5 months ago
This is a good one. I'd probably go with option B - reviewing the team members' skills and understanding how they can collaborate effectively. That seems like the best way to build a cohesive, high-performing team.
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Pamella
5 months ago
Okay, I've got some ideas here. I think focusing on the team members' skills and how they can work together is key. Organizing by technology type could create silos, and the HR interviews might not give the full picture.
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Lemuel
5 months ago
Hmm, I'm a bit unsure about this one. I think I'll need to review the details more closely and think through the potential pros and cons of each approach.
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Avery
5 months ago
This seems like a tricky question. I'll need to carefully consider the different options and how they might impact team cohesion and performance.
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Gail
5 months ago
Hmm, I'm not sure about this one. The options all seem plausible, but I'll have to think it through carefully to determine the most serious drawback.
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Madelyn
5 months ago
I'm not sure about this one. I might need to review some XSLT examples before I can make a solid guess.
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Madalyn
5 months ago
This looks like a tricky one, but I think I've got a good strategy. I'll go with inventory status and manual inventory blocking - that seems like the most comprehensive way to handle the inventory discrepancy and block the affected items.
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Matthew
2 years ago
True. It allows each member to showcase their unique skills and experiences.
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Iola
2 years ago
Asking prospective team members to write a short biography can also provide insight into how they can contribute to the team's success.
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Carlota
2 years ago
That's a good idea. It could create a sense of unity among team members with similar backgrounds.
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Leonor
2 years ago
I believe organizing kick-off sessions based on technology type could also help the team bond and understand each other's expertise.
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Octavio
2 years ago
I agree. It's important to know each team member's strengths and weaknesses.
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Pamella
2 years ago
I think the project manager should review the team members' skills to understand how they can work together.
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Dan
2 years ago
Option B is definitely the most comprehensive approach. I mean, we're talking about a global, cross-functional team here. The project manager needs to do their homework and figure out how everyone's skills and working styles can mesh. *laughs* Though I have to say, the mental image of everyone writing bios is kind of amusing.
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Ngoc
2 years ago
Yeah, writing bios might be a bit funny, but it could also help team members understand each other better.
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Willard
2 years ago
Agreed, it's all about leveraging each team member's strengths to achieve the project goals.
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Leslie
2 years ago
Definitely, having a diverse team with different backgrounds can lead to more creativity and innovation.
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Corinne
2 years ago
I think reviewing the list of skills will help the project manager spot any potential gaps in the team.
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Shawn
2 years ago
It's important to have a clear plan on how everyone's skills will complement each other.
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Miles
2 years ago
Yeah, understanding the team members' skills and how they work together is crucial for success.
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Sabra
2 years ago
I agree with you, option B is definitely the best choice for building a cohesive team.
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Tamesha
2 years ago
You know, I was leaning towards Option D - getting the team members to introduce themselves. That could give us a good sense of their personalities and how they might fit together. But I see your point about needing to understand the overall team dynamics first.
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Bulah
2 years ago
I agree, Option B is the way to go. We need to assess the team holistically, not just by their individual technology specialties. Organizing them by tech type (Option A) could create silos, and the HR interviews (Option C) might not give us a full picture.
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Kimberlie
2 years ago
Hmm, this is a tricky one. I think the key is to build a team that can work together effectively, despite the different backgrounds and locations. Option B seems like the best approach - we need to really understand the team members' skills and how they can complement each other.
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