This brought back some fond memories of taking the SLII course back in 2010. I got them all right but had to think about question 3 because the team had lost some of their motivation.  This can be tricky because we can have highly motivated people that may not be as motivated and thus will not perform to their full potential. 

I learned that you have to take all aspects of an individual in to consideration before you start assigning them task or setting expectations for them.  Even a seasoned leader will sometimes take shortcuts in the interest of just trying to get the job done. I have fallen in this trap many times and catch myself even now making the same mistake. 

One thing I struggle because I'm so busy and go from meeting to meeting with multiple subject matters and different levels of leadership, is not slowing down and assessing what style of leadership is needed for the person and task I'm trying to accomplish. I sometimes catch myself getting frustrated because things didn't go well on a project because I expected the leader I had assigned to it didn't fully understand my objective. They may be great at one project, thus I think they are great with all projects.  I have to consider their level of compentencies for all task/projects and just because they are good at what they do everyday, they may not be as competent when I assign them a new task they are not as familiar with. I have to be more patient and be considerate of what the abilities and compentencies when I assign a new task/project and set the right expectations relative to where they are on the SLII spectrum.