2.7.A Skill in helping individuals or teams identify goals, develop realistic action plans, seek development opportunities, and monitor progress and accountability. Flashcards
A talent development professional creates a coaching agreement with the manager in an organization. The coaching agreement specifies the schedule, the length of the engagement, and the protocol for canceling or changing meetings.
According to the International Coach Federation, which coaching competency is the talent development professional focusing on?
A. Facilitating learning and results
B. Setting the foundation
C. Communicate effectively
D. Co-creating the relationship
B. Setting the foundation
In the given scenario, the talent development professional is setting the foundation, which involves meeting ethical guidelines and professional standards and establishing the coaching agreement.
Co-creating the relationship includes establishing trust and intimacy with the client and establishing a coaching presence.
Communicating effectively includes active listening and powerful questioning.
Facilitating learning and results includes creating awareness and designing actions.
An organization hires a talent development professional to coach employees who have recently been promoted as managers in an organization. The talent development professional meets each manager separately to know the person and establish trust and intimacy.
According to the International Coach Federation, which coaching competency is the talent development professional exhibiting?
A. Setting the foundation
B. Co-creating the relationship
C. Facilitating learning and results
D. Communicating effectively
B. Co-creating the relationship
In the given scenario, the talent development professional is co-creating the relationship, which includes establishing trust and intimacy with the client and establishing a coaching presence.
Facilitating learning and results includes creating awareness and designing actions. Setting the foundation includes meeting ethical guidelines and professional standards and establishing the coaching agreement. Communicating effectively includes active listening and powerful questioning.
A team of talent development professionals reviews the performance management strategies of an organization and modifies the manner in which they are framed and implemented. This also involves making changes to the organization’s policies and objectives.
Which type of learning best describes this scenario?
A. Double-loop learning
B. Single-loop learning
C. Reflective learning
D.Affective learning
A. Double-loop learning
Double-loop learning focuses on a fundamental change in thinking patterns and behaviors. People often refer to this act as reframing or changing the context. In the given scenario, the organization changes the way the performance management strategies are framed, thus using double-loop learning.
Affective learning relates to a learner’s interests and motivations. Reflective learning helps learners to analyze their learning experience and use critical thinking skills to improve their future performance.
A talent development professional working as a coach conducts one-on-one sessions with employees on how to deal with workplace conflicts, developing emotional intelligence, and cultivating proactive habits that boost performance.
What attitude should the employees adopt to ensure effective coaching?
A. Share information on a need-to-know basis
B. Be relationship oriented rather than task oriented
C. Openly discuss their opinions and frustrations
D. Rely on the coach to solve all their performance issues
C. Openly discuss their opinions and frustrations
The clients’ role entails openly discussing frustrations, problems, setbacks, questions, and successes with the coaches to facilitate effective coaching. Withholding information will not help coaches to understand the problem.
It is important to remember that coaches cannot solve all performance issues. There may be some obstacles that need to be removed by employees’ managers. Coaches and their clients should focus on the task at hand.
An organization plans to expand its operations globally, and its employees need to be coached on cross-cultural communication and diverse perspectives. A talent development professional is working with the employees to navigate cross-cultural environments.
The talent development professional follows the ATD Coaching Model and prepares a development plan for the employees.
Which step is most likely to be part of this stage?
A. Supporting cross-cultural initiatives
B. Monitoring milestones and tracking results
C. Analyzing the culture and diversity of the organization
D. Brainstorming ways to provide the training
D. Brainstorming ways to provide the training
The fourth stage of the ATD Coaching Model involves constructing a development plan, and brainstorming options is part of this stage.
Monitoring milestones and tracking results is part of the Collaborate and Challenge stage.
Analyzing the culture and diversity of the organization is part of the Collect and Analyze the Data stage. Support movement toward the goal is part of the Collaborate and Challenge stage.
A talent development professional is working with an organization to coach employees on work behavior using the ATD Coaching Model. The talent development professional is collaborating and challenging the employees by keeping them focused and on track, asking powerful questions, and monitoring milestones and tracking results.
What is the next step in the ATD Coaching Model process that will help the talent development professional to move forward?
A. Clarify the Agreement
B. Complete and Acknowledge
C. Create a Partnership
D. Construct a Development Plan
B. Complete and Acknowledge
In the ATD Coaching Model, the Collaborate and Challenge step is followed by the Complete and Acknowledge step.
Create a Partnership, Clarify the Agreement, and Construct a Development Plan precede the Collaborate and Challenge step in the ATD Coaching Model.
A TDP is hired to coach managers on giving and receiving feedback. The talent development professional has determined whether the managers are ready for coaching and established a coaching agreement with the organization. As per the ATD Coaching Model, which immediate step should the talent development professional take next to ensure effective coaching?
A. Construct a Development Plan
B. Collaborate and Challenge
C. Create a Partnership
D. Collect and Analyze the Data
C-Create a partnership. The second stage of the ATD Coaching Model involves creating a partnership with the client. Collect and Analyze the data, Construct a Development Plan, and Collaborate and Challenge are the third, fourth, and five steps, respectively.
