Instrutions
Welcome to the Dilemma Game You are about to start a moment of reflection and practice on leadership. Here, real situations come to life in the form of dilemmas. In each round, you will be invited to make choices, discuss behaviors, and reflect on different ways of acting. By discussing real dilemmas, we reinforce behaviors aligned with our Leadership Standard and, in practice, shape the culture we want to build. Click the "Start" button and immerse yourself in situations that are part of our daily life. Here, there is no right or wrong answer, what matters is to reflect, discuss, and learn.
Dilemma 2
A team member approaches you and says: “Costs are getting out of control across several packages. Even with recurring meetings, we can't understand the deviations. It feels like we're always reacting, without a clear view of what's going on.”
The right questions encourage the employee to explore the data and deviation patterns more thoroughly, without providing pre-packaged solutions. They foster a shared understanding grounded in current realities. Other questions tend to divert attention toward control, reputation, or restrict it to previous experiences.
Continue
Dilemma 2
The team member continues: “Perhaps I should map the packages with the largest deviations and assess how we’re monitoring the data. If that’s clearer, it could help involve the right people to act.”
Effective questions foster collaboration and shared understanding, free from judgment or pressure. They support co-creation and engage the appropriate stakeholders. Less effective questions tend to introduce bias, emphasize control or personal reputation, which may lead to resistance and unsustainable solutions.
Continue
Dilemma 2
The team member continues: “I believe I could engage with those accountable for each package to understand how they’re monitoring costs. That could create room for a more transparent dialogue.”
Effective questions aim to establish routines and practices that sustain alignment and collaboration across teams. They promote solution-building grounded in process awareness. Less effective questions tend to emphasize control, pressure, or judgment, potentially causing more conflict than resolution.
Continue
Dilemma 2
The team member continues: “I think I could suggest a weekly review of the packages with the responsible parties, to ensure everyone is clear on the figures and deviations.”
Effective questions emphasize practicality and consistency, fostering a space for dialogue and learning. They help the employee maintain focus on the process and tangible outcomes, with authentic engagement from those involved. Less effective questions tend to reflect control, ego, or pressure, which may disrupt the group’s development.
Continue
Dilemma 2
What is the core topic of the Leadership Standard addressed in this dilemma?
Ask open-ended questions and listen carefully without judgment.Show genuine interest in understanding the thinking and perspectives behind what is being said. Often, the path to a solution begins when someone feels truly listened to.
Avoid taking ownership of the problem. Instead, support the person in recognizing what is happening. Rather than offering quick fixes, encourage reflection by asking open-ended questions such as: “What do you see as the most critical issues?” This approach fosters autonomy and deeper understanding of the situation.
Practical Tips
Practical Tips
Title
Title
Use this side to give more information about a topic.
Use this side to give more information about a topic.
Subtitle
Subtitle
Ask questions that expand understanding rather than lead to predetermined answers. Use open-ended questions starting with how, what, which, why, who, where, when, or how much. These encourage reflection and help the person build their own reasoning.
Collaborate without taking away the individual’s accountability.Questions like “What have you tried so far?” or “Who else might help with this analysis?” reinforce ownership while avoiding overload or condescension.
Practical Tips
Practical Tips
Title
Title
Use this side to give more information about a topic.
Use this side to give more information about a topic.
Subtitle
Subtitle
Continue
Thank you for taking the time to reflect on your leadership style. Asking and listening isn’t just a method: it’s a leadership mindset. What questions have you been asking that truly spark reflection? How have you shown that listening is a vital part of your leadership? The culture we strive for begins with leaders who ask and listen to learn. See you next week with the new dilemma!
Back to the site
Key reflections
What is your initial response when someone requests help? What do you find most challenging about providing support? Which aspects could we improve? How do you turn these moments into opportunities for people development?
Dilema 2 - EN
Lucas Andrade
Created on November 4, 2025
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Transcript
Instrutions
Welcome to the Dilemma Game You are about to start a moment of reflection and practice on leadership. Here, real situations come to life in the form of dilemmas. In each round, you will be invited to make choices, discuss behaviors, and reflect on different ways of acting. By discussing real dilemmas, we reinforce behaviors aligned with our Leadership Standard and, in practice, shape the culture we want to build. Click the "Start" button and immerse yourself in situations that are part of our daily life. Here, there is no right or wrong answer, what matters is to reflect, discuss, and learn.
Dilemma 2
A team member approaches you and says: “Costs are getting out of control across several packages. Even with recurring meetings, we can't understand the deviations. It feels like we're always reacting, without a clear view of what's going on.”
The right questions encourage the employee to explore the data and deviation patterns more thoroughly, without providing pre-packaged solutions. They foster a shared understanding grounded in current realities. Other questions tend to divert attention toward control, reputation, or restrict it to previous experiences.
Continue
Dilemma 2
The team member continues: “Perhaps I should map the packages with the largest deviations and assess how we’re monitoring the data. If that’s clearer, it could help involve the right people to act.”
Effective questions foster collaboration and shared understanding, free from judgment or pressure. They support co-creation and engage the appropriate stakeholders. Less effective questions tend to introduce bias, emphasize control or personal reputation, which may lead to resistance and unsustainable solutions.
Continue
Dilemma 2
The team member continues: “I believe I could engage with those accountable for each package to understand how they’re monitoring costs. That could create room for a more transparent dialogue.”
Effective questions aim to establish routines and practices that sustain alignment and collaboration across teams. They promote solution-building grounded in process awareness. Less effective questions tend to emphasize control, pressure, or judgment, potentially causing more conflict than resolution.
Continue
Dilemma 2
The team member continues: “I think I could suggest a weekly review of the packages with the responsible parties, to ensure everyone is clear on the figures and deviations.”
Effective questions emphasize practicality and consistency, fostering a space for dialogue and learning. They help the employee maintain focus on the process and tangible outcomes, with authentic engagement from those involved. Less effective questions tend to reflect control, ego, or pressure, which may disrupt the group’s development.
Continue
Dilemma 2
What is the core topic of the Leadership Standard addressed in this dilemma?
Ask open-ended questions and listen carefully without judgment.Show genuine interest in understanding the thinking and perspectives behind what is being said. Often, the path to a solution begins when someone feels truly listened to.
Avoid taking ownership of the problem. Instead, support the person in recognizing what is happening. Rather than offering quick fixes, encourage reflection by asking open-ended questions such as: “What do you see as the most critical issues?” This approach fosters autonomy and deeper understanding of the situation.
Practical Tips
Practical Tips
Title
Title
Use this side to give more information about a topic.
Use this side to give more information about a topic.
Subtitle
Subtitle
Ask questions that expand understanding rather than lead to predetermined answers. Use open-ended questions starting with how, what, which, why, who, where, when, or how much. These encourage reflection and help the person build their own reasoning.
Collaborate without taking away the individual’s accountability.Questions like “What have you tried so far?” or “Who else might help with this analysis?” reinforce ownership while avoiding overload or condescension.
Practical Tips
Practical Tips
Title
Title
Use this side to give more information about a topic.
Use this side to give more information about a topic.
Subtitle
Subtitle
Continue
Thank you for taking the time to reflect on your leadership style. Asking and listening isn’t just a method: it’s a leadership mindset. What questions have you been asking that truly spark reflection? How have you shown that listening is a vital part of your leadership? The culture we strive for begins with leaders who ask and listen to learn. See you next week with the new dilemma!
Back to the site
Key reflections
What is your initial response when someone requests help? What do you find most challenging about providing support? Which aspects could we improve? How do you turn these moments into opportunities for people development?