You led a group with a co-worker
Mid-term at the Saturday Program, tutor–tutee matching was slipping. I realized I had assigned too much of this time-intensive work to one co-director, so in a private check-in I apologized for overloading her and acknowledged the impact given her exams and jobs. As co-director, I convened a regroup meeting, clarified our goal and prioritized urgent tasks. I delegated based on strengths—our detail-oriented teammate managed the exceptions queue, our strongest writer led parent/tutor emails, and I built a Python matcher also to automate the progress which improved our efficiency a lot. I also introduced a system of documenting what everyone do into SOP so anyone could provide coverage for each other. Results: placements went out on time with fewer errors, saving more than hours each cycle; her workload became sustainable and team morale improved. I learned to fix the system, not the person: balance load early, automate bottlenecks, align tasks to strengths, and keep feedback private to protect dignity.
You faced a major challenge and pushed through
You collaborated as a part of team
similar to the leader experience
You disagreed with a co-worker
You navigated a stressful situation
Use the mask example
Your personal value
You bent or ignored a rule
You made a difficult decision
At our ophthalmology clinic, a close friend with a bothersome cyst asked me to move their referral up the list. Our policy books by clinical priority and referral date, so I needed to protect a fair queue while being compassionate. I took them aside to avoid embarrassment, thanked them for asking, and explained I couldn’t change the order without medical triage indicating higher urgency. I confirmed the policy with our booking coordinator, then offered practical options: I added them to the cancellation list, suggested their family physician send additional referrals (including to farther clinics with shorter waits), and asked them to have their MD update the referral if symptoms changed. They appreciated the clarity, stayed on our list, and their GP referred them to another clinic with a sooner date. The experience reinforced that hard decisions are easier when you explain the why, protect dignity, and provide workable alternatives—upholding integrity without letting the person feel dismissed.
You stayed calm and focused under pressure
Us the mask example
You biggest weakness
Your biggest failures
Your biggest achievements
You showed compassion
At our eye clinic, an older patient was shaking before dilation and worried they wouldn’t be able to drive home. I stepped aside for privacy, listened, and explained in simple terms how dilation might blur vision. Because driving was their biggest concern, I offered sunglasses, a quieter seat, and options—calling a ride, waiting longer before leaving, or rebooking when a driver could come. I also checked with the tech and doctor whether a shorter-acting drop could be used safely that day; they approved. The patient completed the exam without incident and thanked us for being gentle, then left with sunglasses and a clear plan. The experience reinforced that small, practical adjustments—privacy, plain language, giving choices, and coordinating with the clinician—can turn fear into trust. I’ve since added a quick “comfort checklist” and a short post-dilation info sheet so we help the next patient even faster.
You showed sacrifice
You overcome a challenge
The night before we sent figures for a paper, I noticed some participant IDs repeated after we combined two datasets—meaning our results might be off. As the analyst, I paused the send-out and told my PI what I’d found and how I planned to fix it. I traced the problem to the way we merged the files: one person could be matched more than once. I rebuilt the step so each person appeared only once, re-ran the summaries, and shared a short update with what changed and a new timeline. We missed the soft deadline by less than a day but delivered clean, trustworthy results. I learned to design for these moments—add simple “sanity checks” (no duplicate IDs, row counts match, totals make sense) so issues get caught early and handled calmly.
You showed great communication
At our eye clinic, a patient refused to wear a mask while the waiting room included older and immunocompromised patients. As the first point of contact, I moved us aside to avoid embarrassment, asked what made masking hard, and listened. After validating the concern, I explained the why—we regularly see vulnerable patients—and offered choices: a softer surgical mask, waiting in a less crowded area, or curbside check-in. The patient agreed to mask in shared spaces and we seated them in a quieter spot, so the visit stayed on time and the room stayed calm. I later shared a short script with staff and suggested adding “low-traffic appointment blocks” and clear signage about accommodation options. The experience reinforced that leading with empathy, explaining purpose, and offering workable alternatives earns cooperation and protects everyone.
You had a conflict with authority
At the ophthalmology clinic, senior technician asked me to slot a VIP patient ahead other by adjusting the referral data. As the front desk staff, I had to protect a fair, policy-based queue while maintaining a respectful relationship with my lead. I asked privately to avoid embarrassment, and explained that I could not change the date or jump the queue without clinical urgency because it violates the policy and could potentially trigger complains. I confirmed the rules with the booking coordinator, then offered workable alternatives, ask their family doctor to refer to additional clinics, including further locations with shorter waits. In the end, we kept the schedule compliant; That patient accepted a sooner slot at a different clinic. My lead appreciate that I brought options. I learned to handle authority conflicts by moving it private, stating the rule and reason and offering safe alternatives.
You worked with a diverse group
You were asked to do something illegal
You received criticism
The feedback that changed me most came after our Saturday Program Opening Ceremony. Nearly 200 people attended, and I was responsible for directing students to assigned rooms. I assumed a simple system—give each student a number at sign-in and call numbers aloud—would work. It didn’t. Many forgot their numbers, some missed their turn, and others stepped out and got lost. When I remarked that it was “just one number,” my senior co-director stopped me: what seems simple on paper isn’t simple under real conditions—noise, nerves, bathrooms, first-day chaos.
I realized I’d been planning for the ideal, not the real. I might make the same mistake elsewhere—skipping background in research talks or underestimating stress during unfamiliar clinic tests.
I acted on the feedback. For the next event, we emailed room details, printed them on name tags, posted large signs, and stationed volunteers at every junction. We repeated instructions and added a quick teach-back (“Which room are you heading to?”). The flow was calmer and on time.
Since then, I start by stepping into others’ shoes and redesigning the process accordingly: pilot logistics, have a non-insider test instructions, and keep communication headline-first with a check for understanding. It’s made me a clearer communicator and a more reliable teammate.
Your biggest role model
You were overwhelmed by competing responsibilities
During midterms I was balancing school, paid work, and a volunteer tutoring program, and I felt overwhelmed. I admitted I couldn’t do it alone and asked teammates for help, set up clear communication (a 20-minute weekly huddle and a shared tracker), and wrote a brief SOP with checklists so anyone could cover tasks. I blocked focused study time and pushed low-value items until after exams. When plans shifted, I stayed resilient and kept people updated—because the goal was to deliver a smooth start for families without letting my coursework slip. In the end, the event ran on time and my grades held steady. What I learned: name the bottlenecks early, ask for help sooner than feels comfortable, codify the process so others can step in, communicate consistently, and protect deep-work time. Those habits now anchor how I handle competing responsibilities.
When my classmate dismissed the pronoun lecture, I saw this as disrespectful and harmful to inclusivity. My motivation is to uphold respect and a safe learning environment. I would clarify whether they were expressing genuine confusion or simply being dismissive. I considered how such comments could alienate peers and reinforce stigma. If it was confusion, then I'd explain why pronouns matter in patient care; if dismissive, then I'd calmly restate the importance and encourage reflection. I would engage respectfully and reinforce that inclusivity is a professional responsibility, motivated by creating a supportive and equitable environment.
In a group project, a teammate dismissed referencing as "dirty work". I saw this as a threat to academic integrity, and my motivation was to protect honesty and team credibility while also letting my teammate learn. I asked if their concern was time pressure or a lack of understanding. I considered risks of plagiarism and loss of trust. If it was time, then I could handle the references while they refined the content; if they still resisted, then I would explain the academic consequences and expectations. Ultimately, I completed the reference to ensure an ethical submission, motivated by preserving integrity while reaching a compromise that kept the team on track.
I listen carefully to the passenger's concern and acknowledge that getting to a medical appointment is important, which demonstrates respect for her situation. At the same time, I am aware of my duty to follow policy and maintain fairness to other riders who pay their fees. To balance these responsibilities, I would calmly explain the rule while seeking a compromise -- for instance, asking if another passenger might be willing to assist, or contacting dispatch to check for alternatives. This approach demonstrates compassion without disregarding professional obligations. Looking ahead, I would bring this case to my supervisor as motivation to advocate for clearer guidance so drivers can respond consistently and compassionately in emergencies.
The post is problematic because it risks breaching confidentiality and disrespects colleagues, which can undermine trust in the healthcare team. My responsibility is to protect patients and staff while also supporting my colleague in correcting their mistake. My motivation is to uphold professional standards but also encourage accountability and learning. I would approach my co-resident privately, explain the risks of their post, and strongly encourage them to remove it and self-report the incident to a supervisor. If they agreed, then it would show accountability and help rebuild trust. If they were hesitant, then I would stress that self-reporting is safer than being reported later, and it demonstrates integrity.
If my co-resident still refused, the issue would become more serious because the post could continue to harm patient confidentiality, the hospital's reputation and team relationships. My responsibility is to ensure that professional standards are maintained and that the public can trust the medical profession. I would explain again why the post need to be removed and encourage them to self report to show accountability. If despite this they still chose not to act, then I would escalate the concern to a supervisor in order to protect patients and colleagues, while hoping my co-resident can receive support to reflect and learn from this.
I see a trade-off between fast views and the risk of false health claims that could hurt people and our brand. I’d check the exact caption, our contract, and the rules for supplement ads to see what’s allowed. Reposting as-is could mislead people and damage trust; waiting or editing mainly costs short-term reach. If the creator can quickly remove or tone down the mood/anxiety claims and add proper disclosures, then we can share the edited video; if not, we shouldn’t repost it. I’ll advise pausing now, ask for edits right away, and share a safe, on-brand alternative so we keep momentum while protecting consumers and our reputation.
The core issue is balancing real, emotional stories with facts and the rules. We’ll list common claim areas, match them to what’s allowed, and give suggested wording that stays honest without overpromising. Vague or hyped claims break trust and can bring penalties; clear limits let creators be engaging and safe. If posts stick to claims we can support and frame results as personal stories with disclaimers and required tags, then we approve; if they suggest treating anxiety/burnout or “typical” results without proof, then we ask for edits or don’t boost them. I’ll set simple creator guidelines, a short claims checklist, fast reviews for trending posts, and follow-up checks—so we can move fast and stay truthful and compliant.
All Human beings were never meant to hear this. I say that Bluey is haram, because it insults your and my family by dogs. You say that you mother is B and your father is dog, and this show is not halal to watch!
As a hiring manager, I know graduate-hiring grants are common tools to boost youth employment and small-business capacity; they aim at equity and economic recovery by easing the “no experience, no job” barrier. They could let us add a junior role sooner and fund real onboarding, but critics worry about public money subsidizing hires we’d make anyway, churn after the subsidy, and admin burden. Graduates and small firms benefit; taxpayers and competing firms want proof of net-new, quality jobs. I’d support using the grant with safeguards: certify the role is net-new, set a wage floor, require a training plan and 6–12-month retention, cap awards per firm, report outcomes, and include clawbacks for misuse—ideally paired with mentorship or skills programs. With these provisions, I’d apply and hire a recent grad because it advances public goals and responsibly grows our team.
Nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur. Nursery, nursery, nursery, nursery, nursery, nursery, nursery, nursery, nursery, nursery, nursery, nursery. Nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur nur. Nurture, nurture, nurture, nurture, nurture, nurture, nurture, nurture, nurture, nurture, nurture, nurture. Small children often attend a nursery school or kindergarten but often formal education begins in elementary school and continues with secondary school. Small children often attend a nursery school or kindergarten but often formal education begins in elementary school and continues with secondary school.
En los últimos tiempos es frecuente oír hablar con gran simpatía del pobre trabajador víctima de la explotación industrial, del hombre honrado, sin trabajo, que por todas partes busca inútilmente emplearse. Y a todo esto se mezclan palabras duras contra los que están arriba, y nada se dice del jefe de industria que envejece prematuramente luchando en vano por enseñar a ejecutar a otros un trabajo que ni quieren aprender ni les importa; ni de su larga y paciente lucha con colaboradores que no colaboran y que sólo esperan verlo volver la espalda para malgastar el tiempo. En todo almacén, en toda fábrica, hay una continua renovación de empleados. El jefe despide a cada instante a individuos incapaces de impulsar su industria y llama a otros a ocupar sus puestos. Y esta escogencia no cesa en tiempo alguno ni en los buenos ni en los malos. Con la sola diferencia de que cuando hay escasez de trabajo la selección se hace mejor; pero en todo tiempo y siempre el incapaz es despedido; "la ley de la supervivencia de los mejores se impone". Por interés propio todo patrono conserva a su servicio a los más hábiles: aquellos capaces de llevar la carta a García.
Your company is updating its parental leave policy. Currently, birthing parents receive 16 weeks of paid leave, while non-birthing parents receive 2 weeks. HR is considering standardizing the policy, offering the same amount of paid leave to all new parents, regardless of how they've grown their family. Some employees believe the change would promote fairness and inclusivity. Others are concerned it would be costly or difficult to manage. As a team lead, what is your opinion
I believe equal parental leave is a necessary step towards fairness. Families are formed in many different ways, and a policy that only prioritizes birthing parents leaves out adoptive parents, LGBTQ couples and fathers who also want to be present in the early stages of their child's life. I value policies that reflect how people actually live, not just how they have traditionally been structured. Equal leave sends a message that caregiving isn't just a maternal responsibility, it's a shared one. I recognize the cost concerns, but I am motivated by the long-term benefits to employee morale, retention, and mental health. If the budget is the constraint, we would consider a phased rollout or a hybrid model where base leave is equal, with additional time for medical recovery needed.
While I support inclusive policies in general, I think we need to distinguish between medical and non-medical needs. Birthing parents often require recovery time that non-birthing parents do not, so making the leave identical across the board may unintentionally erase those health related differences. My motivation is to protect those with greatest physical need for time off, while still expanding support for others. A more flexible, tiered system might better reflect the different realities while still promoting equity. I also believe in making decisions based on evidence and listening to those directly affected, so I'd advocate for stakeholder input, including voices from underrepresented family structures, before finalizing the policy.
You witness an employee being yelled at by a customer. You are not aware what led to the alteration, however the employee is extremely distressed. Do you intervene?
Since I don't know what caused the alteration, I want to stay neutral. However, the employee appeared very distressed -- for example, they are visibly shaking and seem overwhelmed. My priority would be their emotional safety. I'd immediately get help from another employee or a manager to support both parties. If no one is available, I would calmly approach, acknowledging the situation and offering to help resolve it, while encouraging both parties to step aside to de-escalate
Hello, Thank you for contacting eBay customer support regarding your sales. My name is XXXX and I am happy to assist you. I understand that you are concerned about increasing your sales. I also understand that you wish that your item should be visible on top while searching items. I appreciate your efforts in clarifying the issue with us. Do not worry; I will help you with this. I have checked the details and I can see that your listings have good views count but it may be possible that the sales are less. I would like to share that the sales are dependent on the number of factors. The major one is to get your listings in the top of the search results. Please allow me to share that there are certain criteria which suppose to match to appear your listing in first. We calculate Best Match based on a number of parameters.
Best Match is the default sort option for eBay’s search engine. Unlike the other eBay sort options which look at a single portion of a listing (Price, Time ending, Newly Listed, etc.), Best Match sorts items based on a large number of factors. Best Match has been designed to help make shopping an easy and enjoyable experience for buyers. Its job is to bring buyers together with the best items from the best sellers based on the information the buyer enters into search. It was also designed to help avoid bad buying experiences. However here are some tips on how to optimize visibility and consecutively increase the sales. The following is relevant for Buy It Now as well as Auction listings: Seller Performance & Detailed Seller Ratings: Try to reach the minimum Seller Standards, as listings from sellers not reaching the minimum Seller Standards will be demoted in Search.
If you reach the Top Rated Seller thresholds your listings will get an additional boost in Best Match sort order. Gain a recent Sales history: The more sales you get from one listing, the better it will be displayed in search. Once you have gained some sales and the listing is ended, it would be best in order to keep the history to relist your item. Title: The listing title needs to be relevant for the listing. It is important to not use keywords in the title which are not relevant for the listings. This keyword spamming will lead to more search impression but no sales. Therefore the search impression over recent sales ratio will decrease. Offer competitive prices: The better value a listing is, the more buyers it is likely to get, and therefore the higher its recent sales score.
Sellers who price items low and try to make up for it with high P&P costs will score poorly in the P&P DSR, and will feature lower as a result. Free Packaging and Postage: Try to offer free shipping, listings offering free shipping will get a boost in search and appear higher. I am optimistic that your sales will increase and the issue will be resolved soon. Thank you for choosing eBay! It was my pleasure to assist you, have a great day. If you need any additional assistance, please feel free to contact us back. Wishing you a very joyful New Year ahead!Kind Regards, eBay Customer Support
Каждый год во Вьетнаме много праздников, я больше всего люблю Тет. Это один из самых важных праздников в нашей стране.
Во Вьетнаме Тет отмечают первого января по лунному календарю. Это семейный праздник, поэтому все люди возвращаются домой, чтобы встретить Новый год с родными людьми. К этому празднику готовятся очень рано: убирают и украшают дома, покупают цветы и продукты и т.д. Улицы и площади также красиво украшены. Дети веселее потому что у них новая одежда и они получат подарок. Во многих семьях сохраняется традиция готовить пирог Чьынг и национальные блюда Вьетнама. Накануне нового года вся семья собирается вместе. В первые дни нового года люди приходят друг к другу в гости, чтобы поздравлять с новым годом. Новый год приносит всем радость и мечты о лучшем в работе и жизни.
Сейчас я учусь в ВТА. Мне нужно жить далеко от дома, только во время летних каникул или праздника Тет я могу вернуться домой. Поэтому Тет-мой самый любимый праздник.
I had a strange dream last night.
I don't remember my dreams.
He had a bad dream last night.
My dream is to become a teacher.
She dreams of having her own business.
I dream of visiting Japan in the future.
The Games 2
6. casper-parentalleave
The casper-parentalleave is a game most popular than the most popular game on roblox. Only 100% tested.
7. Warcall.io
Warcall.io is an attacking game that is so hard like attacking to others.
8. I want to test the game.
I want to test the game is a test which is called plat.. The plat. is a way of the speaking of the lap and top — it is called the platformer hard.
9. Funnyyastae
The funnyyastae is a game which it is popular — or funny. The funnyyastae is a fun game of plats to help us to get sometimes. The 99 nights in the forest admins can join this game.
10. spendingcasper
Spendingcasper is a spending game which is worthed $14. Those $14 are the cost which is called to play spendingcasper. There is a Leaderboard with leagues. It's so fun.
That's all the games. Bye!
The Games 2
6. casper-parentalleave
The casper-parentalleave is a game most popular than the most popular game on roblox. Only 100% tested.
7. Warcall.io
Warcall.io is an attacking game that is so hard like attacking to others.
8. I want to test the game.
I want to test the game is a test which is called plat.. The plat. is a way of the speaking of the lap and top — it is called the platformer hard.
9. Funnyyastae
The funnyyastae is a game which it is popular — or funny. The funnyyastae is a fun game of plats to help us to get sometimes. The 99 nights in the forest admins can join this game.
10. spendingcasper
Spendingcasper is a spending game which is worthed $14. Those $14 are the cost which is called to play spendingcasper. There is a Leaderboard with leagues. It's so fun.
That's all the games. Bye!
The Games 2
6. casper-parentalleave
The casper-parentalleave is a game most popular than the most popular game on roblox. Only 100% tested.
7. Warcall.io
Warcall.io is an attacking game that is so hard like attacking to others.
8. I want to test the game.
I want to test the game is a test which is called plat.. The plat. is a way of the speaking of the lap and top — it is called the platformer hard.
9. Funnyyastae
The funnyyastae is a game which it is popular — or funny. The funnyyastae is a fun game of plats to help us to get sometimes. The 99 nights in the forest admins can join this game.
10. spendingcasper
Spendingcasper is a spending game which is worthed $14. Those $14 are the cost which is called to play spendingcasper. There is a Leaderboard with leagues. It's so fun.
That's all the games. Bye!
I would support a policy that limits phone use during school hours, with reasonable exceptions. From my experience volunteering at schools I see how phones can disrupt lessons and discourage real interaction. My motivation is to help students engage meaningfully with their peers and environment. However, I recognize that some students rely on phones for mental health apps, translation tools or to stay in touch with their care-givers. So it's important that this policy does not become punitive or inflexible. I would suggest limiting phones during instructional time, while allowing accommodations for those who genuinely need access. As a next step, I'd pilot the policy with teacher and student feedback, adjusting based on observed impacts. When implemented with empathy, this kind of change can strengthen school culture without harming student well-being
with her husband, Pierre Curie,
with her husband, Pierre Curie,
with her husband, Pierre Curie,
with her husband, Pierre Curie,
with her husband, Pierre Curie,
As mental health concerns grown across Canadian campuses, provincial governments are considering using taxpayer funds to offer free counselling to students -- a proposal that raises important questions about equity, responsibility, and public spending priorities.
As student mental health challenges continue to rise, I think it's important to consider how public resources are allocated. In my experience, campus counselling services are often underfunded, with long wait times and private therapy is out of reach for many. This makes it difficult for students to get timely support, especially during peak stress periods. I support using taxpayer funds to expand counselling access because it reflects a commitment to fairness. Students are under intense academic pressure, and investing in their mental health now can reduce long-term social costs. That said, I also understand concerns about public responsibility -- not everyone agrees that student services should be a taxpayer's burden. To balance these concerns, I would support a model where government funding is time-limited or matched by institutions. For example, covering sessions during exam season or requiring schools to co-invest would help share the cost while still ensuring students aren't left be
