Question 1

Coaches who favor the _______________ style of coaching want employees to be happy and to do what feels right for them.

Accepted Answer

The amiable style of coaching is focused on creating a positive work environment where employees feel supported and valued. Coaches who favor this style prioritize employee happiness and well-being over strict adherence to tasks and goals.

Question 2

A feedback gap occurs when managers avoid giving negative feedback and employees avoid seeking it.

Accepted Answer

In a feedback gap situation, managers might refrain from delivering negative feedback for fear of demotivating their workers or damaging their self-esteem, while workers might avoid seeking it out of apprehension or discomfort. This can lead to a lack of constructive criticism and feedback, resulting in a stagnant work environment and a lack of growth opportunities for both the manager and team members.

Question 3

Managers are often uncomfortable giving feedback,because they ________________.

Accepted Answer

Managers may be uncomfortable giving feedback for a variety of reasons, including negative experiences with feedback themselves (A), fear of negative reactions from employees (B), and the desire to gather adequate evidence before providing feedback (C). Therefore, the best answer is D, all of the above.

Question 4

Coaches who use a persuading style often try to sell what they want the employee to do.

Accepted Answer

Coaches who use a persuading style typically try to convince or sell their employees on a particular course of action or behavior.

Question 5

_____________ is the coaching behavior that involves rewarding an employee's positive performance.

Accepted Answer

Motivating employees involves using rewards and recognition to reinforce positive behavior and performance, which can help to improve overall productivity and job satisfaction. Giving feedback, documenting performance, and developing employees are all important coaching behaviors as well, but they may not directly involve rewarding positive performance.

Question 6

When delivering feedback,managers should give an __________ first and an _____________second.

Accepted Answer

When delivering feedback, it's effective for managers to first provide a description of what was observed and then give an evaluation of that behavior. This approach helps the recipient understand the context and specifics of the feedback before hearing an assessment or judgment.

Question 7

Employees who engage in a _____________ response may blame others for performance deficiencies,stare at the supervisor,or raise their voice.

Accepted Answer

The description given in the statement best matches the characteristics of a fight response. Employees who engage in a fight response often show aggressive behavior towards their supervisor or colleagues.

Question 8

The best form of documentation to use for a formal evaluation is handwritten notes.

Accepted Answer

Multiple forms of documentation can be used,including memos,letters,e-mail messages,handwritten notes,comments,observations,descriptions,and evaluations provided by colleagues.

Question 9

The directing coaching style is the most effective coaching style to use.

Accepted Answer

None of the coaching styles are superior to the others.Coaches must learn to adapt their style to different people.

Question 10

Coaching is a day-to-day function that,among other things,involves observing performance and complimenting good work.

Accepted Answer

Coaching involves many tasks, including observing performance and providing positive reinforcement through compliments. It is a continuous and ongoing process, not just a one-time event.

Question 11

One effective way to give praise is to comment on the absence of the negative,for example,by saying,"not bad" or "better than last time."

Accepted Answer

Managers should avoid giving praise in this way.

Question 12

Please choose the statement below that correctly lists the steps in the coaching process.

Accepted Answer

The correct sequence for the coaching process involves setting developmental goals first, then identifying resources and strategies to achieve those goals, followed by implementing the strategies. Observing and documenting behaviors is crucial for assessing progress, and giving feedback is essential for development and improvement. This sequence supports a structured approach to coaching, ensuring that goals are established before identifying how to achieve them and that feedback is based on observed behaviors.

Question 13

The amiable coaching style involves telling the employee exactly what to do.

Accepted Answer

The driver coaching style involves telling employees what to do.

Question 14

Time,activity,and situational constraints often keep managers from observing an employee's performance regarding developmental activities.

Accepted Answer

Time, activity, and situational constraints can prevent managers from being able to observe an employee's performance firsthand during developmental activities.

Question 15

Documentation of employee development can include memos,letters,e-mail messages,handwritten notes,comments,observations,descriptions,and evaluations provided by colleagues.

Accepted Answer

Documentation of employee development can come in various formats including those listed such as memos, letters, e-mail messages, handwritten notes, comments, observations, descriptions, and evaluations provided by colleagues.

Question 16

Feedback on performance should be all of the following EXCEPT:

Accepted Answer

Feedback on performance should not only be focused on negative performance but also recognize and reinforce positive performance. Providing constructive feedback on areas of improvement is important, but it should not be the only focus of feedback.

Question 17

The goal of giving feedback is to punish and,if needed,embarrass employees.

Accepted Answer

The goal of giving feedback is to not punish or embarrass employees.

Question 18

____________________ describes the coaching behavior that involves gathering information on whether performance deficiencies are due to lack of knowledge and skills,abilities,motivation,or situational factors beyond the control of the employee.

Accepted Answer

Diagnosing performance problems involves gathering information on different factors such as knowledge, skills, abilities, motivation, and situational factors that may be contributing to the employee's performance deficiencies. This helps coaches identify the root cause of the problem and develop an appropriate plan of action to address it. Giving feedback, motivating employees, and documenting performance are all important coaching behaviors, but they are not specifically related to diagnosing performance problems.

Question 19

When documenting employee performance toward developmental goals,only document the positive progress that the employee is displaying.

Accepted Answer

When documenting employee performance,be sure to document positive and negative examples of behavior.

Question 20

Coaches who favor the ________________ style of coaching follow rules and procedures before providing a recommendation.

Accepted Answer

Coaches who favor the directing style of coaching follow rules and procedures before providing a recommendation.

Quiz 9: Performance Management Skills