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Hover over each one to get the Player Snip code. Then in another window, open your course curriculum. Find the lesson you wish to place the snip into and put the editor into code view. After putting the editor in code view, paste in the Player Snip. Once the snip is pasted, get out of code view, save the course and then preview the lesson sinde the course player.
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Welcome To Player Snips
Please watch the getting started video below before you begin using your new superpowers
Why did Steve’s team perform only the bare minimum?
Fear discouraged initiative and reduced team motivation and engagement.
What impact did Angela’s approach have on team morale?
Positive engagement encouraged effort, loyalty, and collaborative productivity.
How did Steve's leadership affect employee retention?
High turnover due to stress and lack of genuine respect.
Why did Angela’s team work hard despite the fun atmosphere?
Respect, trust, and emotional connection drove strong performance.
What does this scenario suggest about using fear?
Fear creates compliance, not commitment or sustainable success.
What’s the ideal leadership balance suggested here?
Combine empathy with firm boundaries for lasting leadership impact.
PS-036
Why wasn’t Alice afraid of being late to work?
Juan’s empathy made honesty feel safe, not punishable.
How did Juan’s leadership prevent a critical mistake?
Open communication allowed Alice to receive key instructions.
What leadership trait did Juan demonstrate toward Alice?
Empathy combined with accountability guided his fair approach.
Why did Alice choose to speak with Juan first?
She trusted him to listen without immediate judgment.
What message does Juan’s style send to employees?
Transparency and responsibility are valued, not fear-driven behavior.
What can we learn about leadership as service?
Supportive leadership improves outcomes and deepens employee commitment.
PS-036
Why was Marie’s mission statement more effective?
It reflected her core values and real-world leadership intent.
How did Marie resolve the team conflict successfully?
She aligned actions with values: collaboration over competition prevailed.
What problem did Jennifer face due to procrastination?
Lack of clarity led to doubt, stress, and weak authority.
Why did Marie’s team feel empowered by her leadership?
She guided them subtly, letting them resolve issues independently.
How did Jennifer’s vague mission impact team dynamics?
Without guiding values, her leadership lacked direction and trust.
What’s the lesson about leadership by design?
Purposeful planning and values build resilience and authentic authority.
PS-036
Why didn’t Marjorie react angrily to James’ behavior?
She considered his motives, not just his actions.
What theory helps explain Marjorie’s thoughtful response?
Burke’s dramatism—understanding motivation through human drama.
Which pentad element helped explain James' frustration?
Scene: emotional fallout from meeting estranged father.
How did Marjorie use identification in leadership?
She empathized and connected, creating trust and support.
What result came from offering James understanding?
His energy and engagement at work significantly improved.
What’s the key leadership takeaway from this scenario?
Empathy unlocks motivation and builds strong team loyalty.
PS-036
Why didn’t Cedric confront Ginny immediately?
He chose to manage emotions before addressing the issue.
What helped Cedric understand Ginny’s situation better?
He reviewed her file before jumping to conclusions.
How did Cedric acknowledge Ginny’s strengths?
He praised her dedication to staying after hours.
What technique did Cedric use during feedback?
A feedback sandwich—balancing concern with genuine appreciation.
How did Cedric ensure accountability moving forward?
He suggested solutions and set clear expectations for improvement.
What’s the leadership lesson in this scenario?
Balance empathy with structure to support behavior change.
PS-036
Why didn’t Heath respond immediately to Alex’s email?
He paused to manage his emotions before replying calmly.
What triggered Alex’s defensive tone in the email?
He misread Heath’s tone as accusatory or impatient.
How did Heath approach Alex in person?
With curiosity and concern—not accusation or authority.
Which mode did Heath choose in the transaction?
Adult mode—focused on reality and mutual understanding.
What changed after Heath’s respectful conversation?
Alex became less stressed and more productive at work.
What is the key takeaway from this interaction?
Tone and timing shape outcomes more than authority alone.
PS-036
Why was Theresa struggling in her new role?
She couldn’t let go of her old responsibilities.
How did micromanaging affect Harrison’s performance?
Her hovering made him nervous and prone to mistakes.
What helped Theresa step back from micromanaging?
She paused, breathed, and chose trust over control.
What happened when Harrison worked independently?
He delivered impressive work and showed strong potential.
How did Theresa reinforce Harrison’s success?
She praised him publicly, boosting his confidence and morale.
What leadership lesson does this scenario illustrate?
Trust unlocks growth—both for teams and their leaders.
PS-036
How did Darla show reliability as a leader?
She followed through on her promise to respond promptly.
Why did Darla review Sarah’s records?
To advocate with accurate, empathetic understanding of her needs.
How did Darla demonstrate openness in this scenario?
She communicated setbacks honestly and shared her next steps.
What action built trust between Darla and Sarah?
Darla personally advocated to overturn the original decision.
What core value did Darla display in leadership?
Integrity—balancing honesty, empathy, and proactive responsibility.
What’s the key leadership takeaway from Darla’s response?
Trust is earned through action, advocacy, and consistent care.
PS-036
How did Gus identify Marcus’s team role?
By reviewing records and observing past performance patterns.
What role did Marcus fulfill during the project?
Resource Investigator—he gathered crucial external information.
How did Gus support Marcus’s effectiveness?
He gave him flexibility to act at the right time.
How did Marcus contribute to team success?
His intel enabled Gus to mobilize the team early.
Why was it important Gus praised Marcus publicly?
Recognition reinforced morale and highlighted effective team contribution.
What leadership strategy does this scenario demonstrate?
Match strengths to roles, then reward impactful performance.
PS-036
What core value led Wayne into conflict?
He overemphasized being right over listening carefully.
How did Sabrina feel during the disagreement?
She felt dismissed and unheard by her manager.
What helped Wayne realize his mistake?
He reflected on Sabrina’s feedback with honest concern.
How did Wayne repair the situation?
He apologized and acknowledged Sabrina’s legitimate perspective.
What new value did Wayne adopt afterward?
He added “Listening to Others” to his value list.
What’s the leadership takeaway from this story?
Leading yourself well requires humility and continuous reflection.