chivalry test

APublicly criticize and report immediately.

BReport the facts, include context, and propose a correction plan.

CKeep it private and only warn them.

DAvoid involvement and let someone else handle it.

AGather evidence and push for an open policy revision.

BComfort new members privately without touching policy.

CAccept the rule and do nothing.

DComplain anonymously but do not lead change.

AShip on time and patch later.

BEscalate risk and recommend delay.

CApply only a surface-level fix.

DWait for someone else to raise it.

AWait and address it after the meeting.

BIntervene politely and return the floor to the junior teammate.

CPrivately comfort the interrupted person.

DMock the interrupter publicly.

AUse it strategically for advantage.

BDo not use it and protect the boundary.

CShare only with a trusted person.

DLet it spread naturally.

AEnd collaboration and publicly call them out.

BSet clear accountability and milestone-based recovery, and allow one repair chance.

CIgnore responsibility to preserve relationship.

DRetaliate privately.

AEmphasize your leadership role.

BPublicly credit the new hire and share recognition.

CMention it only internally.

DAvoid discussing contribution split.

ADominate and win the argument.

BDe-escalate first, then respond point-by-point with facts.

CExit the discussion immediately.

DAttack their character.

AExplain only at the deadline.

BWarn early with a revised plan and compensation path.

CBlame external factors.

DStay silent until questioned.