STRYKER GALLUP QUESTIONS AND
CORRECT ANSWERS (VERIFIED
ANSWERS) PLUS RATIONALES 2026 Q&A |
INSTANT DOWNLOAD PDF
Core Domains
• Competitiveness and Drive for Results
• Goal Setting and Achievement
• Problem Solving and Resourcefulness
• Teamwork and Collaboration
• Integrity and Ethics
• Adaptability and Resilience
• Communication and Influence
• Leadership and Initiative
• Self-Awareness and Continuous Improvement
• Customer Focus and Service Orientation
Introduction
This comprehensive examination is designed to assess the core
competencies and behavioral traits evaluated in the Stryker Gallup
interview process. The assessment measures a candidate's alignment with
Stryker's high-performance culture, focusing on key areas such as
competitiveness, integrity, resilience, and the drive to achieve results. It
encompasses a range of question types, including behavioral and
situational items, to evaluate both past performance and future potential.
The emphasis is on real-world application and decision-making, ensuring
that candidates are prepared to demonstrate the qualities that Stryker
values most in its employees—from sales representatives to corporate
,leaders. This guide provides verified answers and detailed rationales to
help candidates prepare effectively for the Gallup-style assessment.
Section One: Questions 1–100
1. What does being competitive mean to you, and how competitive are
you?
A. Being competitive means I focus on winning at all costs, even if it
means stepping on others.
B. Being competitive means I am focused on winning, whether
independently or as a team. On a scale of 1–10, I would rank my
competitiveness at an 8.
C. Being competitive means I avoid conflict and prefer to let others take
the lead.
D. Being competitive means I only compete when I am guaranteed to
win.
B
RATIONALE: Stryker values healthy competition that drives results
while maintaining teamwork. Option B demonstrates a balanced
approach—competitive drive combined with team orientation. Options
A, C, and D reflect either unethical behavior, lack of drive, or risk
aversion, all of which are inconsistent with Stryker's culture.
2. Tell me about a time you felt successful.
A. I felt successful when I completed a project on time.
B. Last year, I made Presidents' Club for reaching the top 10 for sales
revenue generation out of 500 territory sales reps.
C. I felt successful when my boss told me I did a good job.
D. I feel successful when I finish my work for the day.
B
, RATIONALE: Stryker values measurable, tangible achievements.
Option B demonstrates a quantifiable success with a specific outcome—
ranking in the top 10 out of 500 reps. This shows high performance and
recognition, which aligns with Stryker's competitive culture.
3. How do you define success?
A. Success is achieving the milestones I set for myself that positively
impact my professional and personal life.
B. Success is making more money than my colleagues.
C. Success is being popular at work.
D. Success is never making mistakes.
A
RATIONALE: Stryker values goal-oriented individuals who define
success through achievement and impact. Option A reflects a balanced,
growth-oriented definition that encompasses both professional and
personal fulfillment. Options B, C, and D are either overly narrow,
superficial, or unrealistic.
4. Describe a situation where you had to overcome a significant obstacle
to meet a deadline.
A. I asked my manager to extend the deadline.
B. I ignored the obstacle and hoped it would resolve itself.
C. I coordinated with multiple teams to find an alternative solution and
personally handled the logistics to ensure the delivery was completed
on time.
D. I delegated the task to a coworker.
C
RATIONALE: Stryker values resourcefulness and taking ownership.
Option C demonstrates proactive problem-solving, personal
accountability, and collaboration to overcome a significant challenge.
Options A, B, and D reflect avoidance, passivity, or lack of
accountability.
, 5. Give an example of a project you managed from start to finish.
A. I managed a project by delegating all tasks and checking in
occasionally.
B. I managed the launch of a new product, which involved planning the
rollout timeline, training the sales team, creating customer-facing
materials, and tracking adoption rates.
C. I managed a project by following instructions exactly as given.
D. I managed a project by letting my team figure it out on their own.
B
RATIONALE: Stryker values individuals who can take initiative and
drive projects to completion. Option B demonstrates comprehensive
project management skills, including planning, training, and tracking
outcomes. Options A, C, and D reflect a lack of engagement or
leadership.
6. What is your approach to a task you find repetitive or boring?
A. I avoid those tasks whenever possible.
B. I find ways to make it efficient and challenging, such as creating a
streamlined template or trying to beat my previous time while
maintaining 100% accuracy.
C. I do the bare minimum to get through it.
D. I complain about it to my coworkers.
B
RATIONALE: Stryker values individuals who maintain high standards
and find ways to stay engaged, even with routine tasks. Option B
demonstrates a proactive, improvement-oriented mindset. Options A, C,
and D reflect avoidance, low standards, or negativity.
7. Tell me about a time you failed to meet a goal. What did you learn?
A. I aimed to secure 10 new client meetings in a month but only secured
7. I learned the importance of personalizing my approach for each
CORRECT ANSWERS (VERIFIED
ANSWERS) PLUS RATIONALES 2026 Q&A |
INSTANT DOWNLOAD PDF
Core Domains
• Competitiveness and Drive for Results
• Goal Setting and Achievement
• Problem Solving and Resourcefulness
• Teamwork and Collaboration
• Integrity and Ethics
• Adaptability and Resilience
• Communication and Influence
• Leadership and Initiative
• Self-Awareness and Continuous Improvement
• Customer Focus and Service Orientation
Introduction
This comprehensive examination is designed to assess the core
competencies and behavioral traits evaluated in the Stryker Gallup
interview process. The assessment measures a candidate's alignment with
Stryker's high-performance culture, focusing on key areas such as
competitiveness, integrity, resilience, and the drive to achieve results. It
encompasses a range of question types, including behavioral and
situational items, to evaluate both past performance and future potential.
The emphasis is on real-world application and decision-making, ensuring
that candidates are prepared to demonstrate the qualities that Stryker
values most in its employees—from sales representatives to corporate
,leaders. This guide provides verified answers and detailed rationales to
help candidates prepare effectively for the Gallup-style assessment.
Section One: Questions 1–100
1. What does being competitive mean to you, and how competitive are
you?
A. Being competitive means I focus on winning at all costs, even if it
means stepping on others.
B. Being competitive means I am focused on winning, whether
independently or as a team. On a scale of 1–10, I would rank my
competitiveness at an 8.
C. Being competitive means I avoid conflict and prefer to let others take
the lead.
D. Being competitive means I only compete when I am guaranteed to
win.
B
RATIONALE: Stryker values healthy competition that drives results
while maintaining teamwork. Option B demonstrates a balanced
approach—competitive drive combined with team orientation. Options
A, C, and D reflect either unethical behavior, lack of drive, or risk
aversion, all of which are inconsistent with Stryker's culture.
2. Tell me about a time you felt successful.
A. I felt successful when I completed a project on time.
B. Last year, I made Presidents' Club for reaching the top 10 for sales
revenue generation out of 500 territory sales reps.
C. I felt successful when my boss told me I did a good job.
D. I feel successful when I finish my work for the day.
B
, RATIONALE: Stryker values measurable, tangible achievements.
Option B demonstrates a quantifiable success with a specific outcome—
ranking in the top 10 out of 500 reps. This shows high performance and
recognition, which aligns with Stryker's competitive culture.
3. How do you define success?
A. Success is achieving the milestones I set for myself that positively
impact my professional and personal life.
B. Success is making more money than my colleagues.
C. Success is being popular at work.
D. Success is never making mistakes.
A
RATIONALE: Stryker values goal-oriented individuals who define
success through achievement and impact. Option A reflects a balanced,
growth-oriented definition that encompasses both professional and
personal fulfillment. Options B, C, and D are either overly narrow,
superficial, or unrealistic.
4. Describe a situation where you had to overcome a significant obstacle
to meet a deadline.
A. I asked my manager to extend the deadline.
B. I ignored the obstacle and hoped it would resolve itself.
C. I coordinated with multiple teams to find an alternative solution and
personally handled the logistics to ensure the delivery was completed
on time.
D. I delegated the task to a coworker.
C
RATIONALE: Stryker values resourcefulness and taking ownership.
Option C demonstrates proactive problem-solving, personal
accountability, and collaboration to overcome a significant challenge.
Options A, B, and D reflect avoidance, passivity, or lack of
accountability.
, 5. Give an example of a project you managed from start to finish.
A. I managed a project by delegating all tasks and checking in
occasionally.
B. I managed the launch of a new product, which involved planning the
rollout timeline, training the sales team, creating customer-facing
materials, and tracking adoption rates.
C. I managed a project by following instructions exactly as given.
D. I managed a project by letting my team figure it out on their own.
B
RATIONALE: Stryker values individuals who can take initiative and
drive projects to completion. Option B demonstrates comprehensive
project management skills, including planning, training, and tracking
outcomes. Options A, C, and D reflect a lack of engagement or
leadership.
6. What is your approach to a task you find repetitive or boring?
A. I avoid those tasks whenever possible.
B. I find ways to make it efficient and challenging, such as creating a
streamlined template or trying to beat my previous time while
maintaining 100% accuracy.
C. I do the bare minimum to get through it.
D. I complain about it to my coworkers.
B
RATIONALE: Stryker values individuals who maintain high standards
and find ways to stay engaged, even with routine tasks. Option B
demonstrates a proactive, improvement-oriented mindset. Options A, C,
and D reflect avoidance, low standards, or negativity.
7. Tell me about a time you failed to meet a goal. What did you learn?
A. I aimed to secure 10 new client meetings in a month but only secured
7. I learned the importance of personalizing my approach for each
