Chapter 8 Coaching Flashcards
Which questioning technique develops critical thinking and creativity skills? (Choose the best response.)
Expand All
Open-ended
Closed-ended
Socratic
Didactic
Socratic
Response C is correct because Socratic questions emphasize the use of thought-provoking questions to promote learning. A well-executed Socratic question stretches the mind and challenges deeply held beliefs, thus enabling a client to expand his or her critical thinking and creativity skills.
The primary purpose of having employees assess their own performance is to build ______________. (Choose the option that completes the sentence accurately.)
Trust
Confidentiality
Factual observation
Commitment
Commitment
Response D is correct because clients who identify areas for improvement for themselves are more likely to make the commitment to improve.
Which type of feedback focuses on the future and is designed to help the client raise performance or prepare for the next level of effort? (Choose the best response.)
Evaluative
Developmental
Formative
Summative
Developmental
Response B is correct because the purpose of developmental feedback is to think forward and determine how the client can rise to new challenges.
When you review a client’s past job performance, which type of feedback should you provide first? (Choose the best response.)
Evaluative
Experiential
Developmental
Collaborative
Evaluative
Response A is correct because evaluative feedback focuses on the past and is designed to grade the client’s performance.
ne way that coaches can co-create an action plan with a client is by ______________. (Choose the option that completes the sentence accurately.)
Ensuring the plan addresses the client’s strengths and weaknesses
Sharing assumptions and opinions relative to the client’s goals
Urging the client to take on difficult situations
Drafting goals that would benefit the client’s development
Urging the client to take on difficult situations
Response C is correct because the coach’s role is to balance supporting the client with challenges to push beyond the client’s comfort zone.
You have been working with a senior level research scientist in your company. One of the topics that the two of you have addressed is the shortage of skilled employees who have PhDs in the area of expertise required by the company. During a coaching session, the client exhibits conflicting attitudes toward diversity. You want to use a technique that will challenge the client to define his true attitudes. What coaching technique is most likely to accomplish this goal? (Choose the best response.)
Journaling
Socratic questioning
Counseling
Goal-setting
Socratic questioning
Response B is correct because the Socratic questioning method helps people self-identify issues pertaining to their attitudes and performance. Additionally, self-identification can help learners pinpoint solutions.
You have been coaching Steve to reach his goal of improving his working relationships with others. Steve tells you how he was reprimanded for producing a product that contained inaccurate data. Steve angrily blamed his co-workers for giving him the incorrect data. What should you do in this coaching situation? (Choose the best response.)
Focus on building rapport with Steve
Focus on empathizing with Steve
Help Steve focus on improving his working relationships
Help Steve explore relationship patterns in previous situations
Help Steve explore relationship patterns in previous situations
ResponseHelp Steve explore relationship patterns in previous situations D is correct because getting Steve to understand his patterns of behaviors and their long-term results may get him to re-map and re-learn his short-term reactions to events.
You have a high-potential employee who values personal advice, assistance, and support from someone who is experienced and can help others move across the organization. The employee has a clear sense of purpose that would best be served by a relationship with a ______________. (Choose the option that completes the sentence accurately.)
Champion
Coach
Mentor
Talent manager
Mentor
Response C is correct because mentoring is relationship-based with participants working toward a common goal, and both parties experience benefits. Key benefits are employee retention and grooming employees to take over jobs of increasing responsibility.
You serve as an internal coach in your Talent and Organizational Management Department. You have more requests to coach than you have hours in the day. You have several requests for a coach on your desk today. As you review them, in which situation do you believe coaching will be most effective? (Choose the best response.)
A senior manager requires advice and motivation to pursue career development in order to achieve a promotion
A junior manager demonstrates potential but requires continuous long-term development to achieve organizational goals and objectives
An employee requires help to evaluate her behaviors in the workplace
A new employee with a solid academic background requires functional training to perform his job
A junior manager demonstrates potential but requires continuous long-term development to achieve organizational goals and objectives
Response B is correct. While all of these situations could benefit from a coaching relationship, it is important to consider the amount of time required as well as the client’s potential and need to achieve developmental goals. Coaching is a long-term development solution that results in transformational change.
Which of the following best defines coaching and its primary goal? (Choose the best response.)
The process of addressing individual skill or knowledge gaps
The process of helping people with career development
The process of helping people evaluate their current behaviors and discover and learn more productive behavior patterns
The process of addressing an employee’s issues to help achieve organizational and individual goals and objectives
The process of addressing an employee’s issues to help achieve organizational and individual goals and objectives
Response D is correct because coaches not only confront performance issues and attempt to get the employee to own the behavior choice, but they also work directly with an employee, showing how to apply a new skill and enact a behavior to achieve organizational goals and objectives. During the process, a coach may also address the first three items, but the key objective is to help achieve individual and organizational goals.
The International Coach Federation (ICF) ethics and conduct guidelines prohibit______________. (Choose the option that completes the sentence accurately.)
Sharing a client’s responses with another coach without the client’s permission
Making statements about credentials and expertise
Terminating the coaching relationship
Disclosing third-party payments
Sharing a client’s responses with another coach without the client’s permission
Response A is correct because maintaining a client’s confidentiality is part of the code of conduct and ethical guidelines outlined by the ICF.
The coach may choose to end a coaching relationship if the coach______________. (Choose the option that completes the sentence accurately.)
Believes the client’s behavior will change
Feels the client has moved beyond the need for more coaching
Feels compelled to end the association
Is the only coach available but has limited time
Feels the client has moved beyond the need for more coaching
Response B is correct because a coach recognizes when a client no longer needs coaching.
You are a coach to a young executive. You meet to begin working and after an hour of discussion, the conversation becomes awkward and silent. You end the meeting and schedule several other meetings by phone, but the conversations become shorter and less planned. You have tried various techniques, but it is apparent to you that the client is disconnected and bored. What best describes what has likely happened, and what should you do? (Choose the best response.)
Poor rapport exists between the client and the coach; the coach should end the relationship
Lack of compassion is being exhibited between the two parties; the coach should end the relationship
The use of the coach has been fulfilled; the coach should move on to another client
The age of the coach has become a barrier for the client; the coach should ask pointed and candid questions
Poor rapport exists between the client and the coach; the coach should end the relationship
Response A is correct because the example shows that the coach and client have not been able to build a relationship. Furthermore, neither of the parties has done anything to damage the relationship, for example, by abusing a confidence or failing to act on assignments; therefore, you may assume that that poor chemistry or lack of rapport is preventing the two to connect.
Mary is an executive who needs advice before making an important decision on a sensitive work-related issue. With whom do you recommend Mary discuss her concerns before she makes a decision? (Choose the best response.)
Internal coach
Mentor
Counselor
External coach
External coach
Response D is correct because working with an external coach is the best choice for Mary. External coaches are able to focus on Mary’s interests and do not have to represent the company’s interests as well. Internal coaches often have dual accountability.
You are a TD professional who conducted a lunch-and-learn session yesterday about the benefits of coaching. You have emails from four employees who would like to explore the possibility of becoming one of your coaching clients. As you read the emails, which is the only example of a situation where coaching can help improve performance? (Choose the best response.)
Employee #1 has been asked to remove barriers to success imposed by competitors and hopes to explore ideas with you
Employee #2 has fallen behind on inputting data because of computer problems
Employee #3 is covering two roles while the company tries to fill the void and needs to set time management goals
Employee #4 does not understand what is expected of her in her role
Employee #4 does not understand what is expected of her in her role
Response D is correct because coaching is appropriate when an employee does not understand expectations or priorities or does not know how to complete a task to performance standards.
