Goals, Feedback, Self-regulation

Question 0

What may be source of success in modern workplace?

Answer 0

Ability to monitor & regulate own behavior

Question 1

What is primary purpose of effective coaching?

Answer 1

Help x learn better regulate bhvr to achieve wanted outcomes

Question 2

How is self-regulatory theories good framework for executive coaching?

Answer 2

Support Monitoring & regulating behavior

Question 3

What is central premise of psychological control theory?

Answer 3

People attempt control state of some variable (I.e. Performance) by regulating own behavior

Question 4

How does process of behavioral regulation begin?

Answer 4

(1) Comparison (current & wanted performance);
(2) Identifying needed input
(3) Regulate behavior/performance

Question 5

Describe simple control loop.

Answer 5

(1) ID wanted goal/outcome
(2) compare current perf to goal
(3) ID input needed (instrumental objects)
(4) adjust perf as needed (variable)
(5) evaluate disturbances in perf

Question 6

How does person respond when disparities detected between goals & feedback from performance?

Answer 6

(1) Some OUTPUT implemented (increase effort, seek support etc) to reduce or
(2) abandon goal or lower goal

Question 7

What is discrepancy production?

Answer 7

Achieve goal with ease or quickly then revise goal upward or more challenging

Question 8

What are some conditions for self-regulatory failures?

Answer 8

(1) failing to start task in appropriate time-frame
(2) giving up too soon
(3) persisting too long (even an enjoyable task)

Question 9

How does procrastination on developmental goals become troublesome?

Answer 9

(1) When day-to-day tasks must be balanced with longer term developmental goals
(2) developmental goals may be tough to achieve, may not be immediately rewarding
(3) may not seem as pressing as task-oriented goals

Question 10

How does research support helping people to perform better?

Answer 10

(1) taught self-regulatory skills overcome or avoid failure;
(2) assist monitor own learning progress through meta-cognitive prompts
(3) review previous performance episodes determine how proceed
(4) guide move from basic to more complex concepts
(5) help learn from errors without become discouraged

Question 11

What is one of key factors for success in coaching engagements?

Answer 11

Goal clarity

Question 12

What are two core components of executive coaching?

Answer 12

Goal setting & developmental planning

Question 13

What role does feedback play in executive coaching?

Answer 13

(1) coach is “feedback provider”; honest about x’s actions
(2) specific, descriptive feedback aimed at changeable behaviors only
(3) assess gap between current & desired performance

Question 14

What do developmental goals refer?

Answer 14

Personal or career development

(2) simply, improvement in current life or work performance

Question 15

What are examples of work developmental goals?

Answer 15

(1) Effective presentation skills
(2) Becoming more advanced user of some software
(3) better manager to others
(4) any other intended make more effective member of organization

Question 16

What is complexity of a person and their goals?

Answer 16

(1) Each has multiple goals & each has own feedback loop

(2) thus hierarchy of goals exist

Question 17

What are higher order goals?

Answer 17

Abstract & pertain to self

Question 18

What are lower order goals?

Answer 18

Specific & Pertain to a given behavior

Question 19

Example of connection between higher-order & lower-order goals.

Answer 19

(1) Higher order goal of promotion may be met by completing in important report landing a big new account or some other lower order goal
(2) higher order goal successful entrepreneur ship entity may be met by lower order goals such as planning securing financial resources securing partners etc.

Question 20

How does coaching support Coachee and using control theory?

Answer 20

(1) coachee identify on higher order goals.
2. lower order goals that facilitate higher order goal pursuit
3. Instruct how higher order goals lead to lower order goals.
4. May ask what are some smaller more immediate things can do to work toward higher order go?

Question 21

How does goalsetting influence a persons his performance?

Answer 21

1. Allocate attention where they set goals
2. Increased effort and time tour task;
3. Determines strategies used to accomplish a task;
4. Basically directs behavior.

Question 22

How are goals set to reduce higher order discrepancy?

Answer 22

1. Goals set top down; higher order to lower order;

2. Challenging and attainable

Question 23

What is a determinant of positive transfer of training?

Answer 23

Self efficacy

Question 24

What have studies shown about relationship between self efficacy and setting and excepting challenging goals?

Answer 24

Self efficacy not sufficiently high then not likely set for accept

Question 25

What is the natural condition for the Coachee to face after a goal is set?

Answer 25

1. Discrepancy between current state and goal;

2. Act in ways to reduce discrepancy or disparity; personal history kicks in first to react to disparity.

Question 26

How can coach determine strive for set aside a particular goal?

Answer 26

1. Scaler question; one through 10 how committed to or interested in a particular goal?
2. Discuss implications of setting the side as well or striving toward goal in big picture
3. Giving up too easily can negatively affect developmental progress

Question 27

What condition is high self efficacy detrimental or negative self efficacy effect two performance?

Answer 27

1. High previous performance;
2. High initial confidence and abilities;
3. Easily achieve goals;
4. Ambiguous feedback

Question 28

How does negative self efficacy effect impact executive for entrepreneurs?

Answer 28

1. Feedback at higher levels is more rare and less straightforward
2. Many receive little, poor quality, or even miss leading feedback on day to day basis and Macy coaching is not necessary do overinflated confidence

Question 29

How does Coach help coaching who has multiple daily goals?

Answer 29

Set attainable goals that are attainable in isolation as well as attainable when pursue along with other work and nonwork tasks

Question 30

How Cancolde get client to think through short-term and long-term benefits of pursuing developmental goals?

Answer 30

1. You have had this goal on your mind for a while. If you were to take care of it next week, how would you feel?
2. If you achieve this goal, what kind of impact do you think it will have a year from now?

Question 31

How can Coach get Coachee to experience greater sense of urgency?

Answer 31

Frame incentives as losses

Question 32

How does framing incentives as losses support enhancing performance?

Answer 32

1. Think about what will this one lose out on by not go create stronger sense of urgency
2. People weigh losses more than gains or benefits

Question 33

How do people generally determine more urgent goals in the face of multiple-goal scenarios?

Answer 33

Goals that receive more specific and frequent feedback get more attention and time

Question 34

When does feedback regardless of positive or negative, decrease task performance?

Answer 34

1. When directed at the person “you are a good performer” rather then directed at the task “you performed that task” well
2. Focus on the “task outcome” not at the quality of the person.
3. Don’t draw attention away from the task goals and place if this is on higher order self goals

Question 35

When are people more accepting of negative feedback?

Answer 35

1. When process oriented rather then Outcome oriented;
2. Pose questions that allow clients to generate on feedback about the process that led to outcome (negative process feedback)

Question 36

How does Coach help identify specific areas for behavior change?

Answer 36

Pin point clear actions for goal attainment