Which Catalyst Mindsets Need Support?

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Quiz Questions

1.
When I introduce a new idea, my team:
- A.
  Pushes back because they don't see the point.
- B.
  Dismisses it becuase they feel like they have no say.
- C.
  Questions it because they assume their input does not matter..
- D.
  Immediately doubts they can succeed at it.
- E.
  Avoids engaging because it feels too risky.
2.
My team struggles most with:
- A.
  Finding meaning in their work and staying motivated.
- B.
  Owning problems instead of blaming outside factors.
- C.
  Collaborating openly because they do not trust each other.
- D.
  Believing they have the skills to be successful.
- E.
  Pushing through challenges instead of avoiding discomfort.
3.
When people resist change, it seems like:
- A.
  They don't see the value in it and won't engage.
- B.
  They feel powerless and think their input does not matter.
- C.
  They're afraid they’ll be left out or ignored.
- D.
  They don’t believe they’re capable of handling it.
- E.
  They avoid it because they don’t want to struggle with something new.
4.
When assigning a task, I:
- A.
  Expect pushback because they don’t see why it matters.
- B.
  See some people disengage because they feel they have no control.
- C.
  Notice hesitation because they assume they won’t get support.
- D.
  Anticipate self-doubt and fear of failure.
- E.
  Know some will resist if they think it’s outside their comfort zone.
5.
When things go wrong, my team:
- A.
  Questions why they were even doing it in the first place.
- B.
  Blames outside factors instead of looking at what they can change.
- C.
  Works in silos because they don’t trust each other to help.
- D.
  Sees failure as proof they aren’t good enough.
- E.
  Gets stuck and avoids trying again.
6.
If I step away from a project, my team:
- A.
  Loses focus because they don’t see why it matters without my direction.
- B.
  Doesn’t take initiative because they don’t believe they have control.
- C.
  Struggles because they don’t feel connected to each other.
- D.
  Doubts themselves and becomes hesitant to make decisions.
- E.
  Stalls instead of adapting to unexpected challenges.
7.
When holding my team accountable, I:
- A.
  Struggle because they don’t believe the expectations are important.
- B.
  Meet resistance because they feel like they have no control.
- C.
  Notice people take it personally instead of seeing it as growth.
- D.
  Have to convince them that they’re capable of meeting expectations.
- E.
  Find they avoid accountability if it requires them to struggle.
8.
In meetings, my team:
- A.
  Tends to disengage if they don’t see an immediate purpose.
- B.
  Complains about decisions they feel they had no say in.
- C.
  Holds back opinions because they fear being judged.
- D.
  Hesitates to volunteer because they don’t believe they’re capable.
- E.
  Avoids discussing anything that would push them outside their comfort zone.
9.
When someone makes a mistake, the culture is:
- A.
  People question whether the work was even worth doing.
- B.
  Blame-shifting because no one wants to take responsibility.
- C.
  Tense—people worry about being judged or excluded.
- D.
  Defeating—mistakes make people doubt their abilities.
- E.
  Avoidant—people play it safe instead of taking risks.
10.
When a new person joins the team, they:
- A.
  Struggle to see how their role connects to the bigger picture.
- B.
  Feel hesitant to take initiative because they assume they have no influence.
- C.
  Take a long time to feel included and comfortable contributing.
- D.
  Second-guess their ability to meet expectations.
- E.
  Hold back instead of jumping in because they fear struggling.
11.
When my team faces a tough challenge, they:
- A.
  Question whether it’s even worth the effort.
- B.
  Look for outside reasons why it won’t work.
- C.
  Struggle to collaborate because they don’t fully trust each other.
- D.
  Hesitate because they doubt they’ll be successful.
- E.
  Avoid it if it means stepping outside their comfort zone.
12.
The most common complaint I hear is:
- A.
  “This isn’t really worth my effort.”
- B.
  “I don’t have any control over what happens.”
- C.
  “No one listens to me anyway.”
- D.
  “I don’t think I can do this.”
- E.
  “I’d rather not try than struggle.”
13.
When I give feedback, my team:
- A.
  Avoids feedback if it means they need to struggle through change.
- B.
  Dismisses it because they don’t see how it connects to their goals.
- C.
  Takes it as proof they aren’t capable enough.
- D.
  Worries more about how they’re perceived than how they can improve.
- E.
  Avoids feedback if it means they need to struggle through change.
14.
When people struggle with something new, they:
- A.
  Lose motivation if they don’t immediately see why it matters.
- B.
  Feel stuck and blame external circumstances.
- C.
  Avoid asking for help because they don’t want to seem weak.
- D.
  Get discouraged and assume they aren’t good enough.
- E.
  Try to escape the task rather than push through discomfort.
15.
When things don’t go as planned, my team:
- A.
  Questions whether the effort was worth it.
- B.
  Blames outside factors instead of making adjustments.
- C.
  Works in silos instead of problem-solving together.
- D.
  Sees it as confirmation they aren’t good enough
- E.
  Gets stuck and avoids trying again.

Quiz Outcomes

1.
Ownership Mindset
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Your Team Needs to Own Their ResultsIf your team is waiting for someone else to fix the problem, this is your sign. A weak Ownership Mindset means people default to blame, avoidance, or just doing the bare minimum instead of taking responsibility for what they can control. Without ownership, nothing moves. When it’s strong? People step up, take initiative, and find solutions instead of excuses. It’s time to build a team that leads from within.Check your email for your free Catalyst Mindsets™ eBook! Inside, you’ll learn how to strengthen this mindset—plus strategies for all five mindsets your team needs.
2.
Belonging Mindset
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Your Team Needs to Feel Safe, Seen, and ValuedWhen Belonging Mindset is low, people feel like outsiders—or worse, they disengage completely. Real trust doesn’t come from forced team-building activities or surface-level “niceness.” It comes from psychological safety, open conversations, and an environment where people know they matter. If your team doesn’t feel like they belong, they’ll never bring their full energy and creativity to the table.Check your email for your free Catalyst Mindsets™ eBook! Inside, you’ll learn how to strengthen this mindset—plus strategies for all five mindsets your team needs.
3.
Value Mindset
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Your Team Needs to Connect to the Bigger WhyYour team is busy, but are they doing the right work? When Value Mindset is weak, people focus on checking boxes instead of making an impact. If they don’t see the deeper purpose behind their work, they disengage—or worse, burn out from meaningless tasks. Your job? Help them connect the dots between what they do and why it matters. That’s how you turn effort into energy and compliance into commitment.Check your email for your free Catalyst Mindsets™ eBook! Inside, you’ll learn how to strengthen this mindset—plus strategies for all five mindsets your team needs.
4.
Growth Mindset
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Your Team Needs to Stop Playing It SafeA weak Growth Mindset means people are afraid of failing, stuck in old habits, or resistant to new ways of thinking. Maybe they say things like “I’m just not good at this” or “That’s how we’ve always done it.” Sound familiar? The best teams aren’t the ones who get everything right the first time—they’re the ones willing to struggle, learn, and improve. Your job? Make growth the goal, not perfection.Check your email for your free Catalyst Mindsets™ eBook! Inside, you’ll learn how to strengthen this mindset—plus strategies for all five mindsets your team needs.
5.
Success Mindset
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Your Team Needs to Believe They Can WinDoubt kills progress. If your team lacks Success Mindset, they don’t believe their efforts will pay off—so why bother trying? They might be avoiding challenges, playing it safe, or burning out from repeated failures. Your job is to help them see proof that they can succeed, to break big wins into small ones, and to build the kind of confidence that makes people bet on themselves.Check your email for your free Catalyst Mindsets™ eBook! Inside, you’ll learn how to strengthen this mindset—plus strategies for all five mindsets your team needs.