One-on-one interviews with members of an agile team reveal that they distrust an expert member.

This question fits the People domain because it focuses on trust, communication, and team dynamics. PMI’s People tasks emphasize supporting team performance, removing impediments, and using leadership behaviors such as listening, communicating, negotiating, and facilitating. Here, the issue is not technical competence; it is a breakdown in how communication is being interpreted. The best response is to improve mutual understanding from both sides. Encouraging the team to respectfully ask questions promotes transparency and helps clarify statements that may otherwise be misunderstood. Helping the expert member feel secure enough to communicate more freely addresses the behavioral root cause without becoming punitive.

Option A is too directive and focuses on suppressing phrasing rather than building better dialogue. Option B relies on authority or reputation instead of repairing trust through direct interaction. Option E is unrealistic because trust is built through behavior and clarity, not by simply reminding people to trust all communication. PMP-style leadership favors servant leadership, active listening, and coaching that improves how the team interacts. For that reason, C and D are the strongest choices.