CCT Coaching, Mentoring, and Performance Support 2 — Questions and Answers
Question 1: Which coaching approach focuses on developing self-awareness and responsibility in the coachee rather than giving advice?
- Directive coaching
- Non-directive (facilitative) coaching (Correct answer)
- Prescriptive coaching
- Evaluative coaching
Correct answer: Non-directive (facilitative) coaching
Non-directive coaching uses open questions and reflection to help coachees find their own answers, building long-term self-sufficiency.
Question 2: The 70:20:10 learning model suggests that roughly what percentage of effective learning comes from on-the-job experience?
- 10%
- 20%
- 70% (Correct answer)
- 50%
Correct answer: 70%
The 70:20:10 model proposes that 70% of learning occurs through on-the-job experience, 20% through social interaction, and 10% through formal training.
Question 3: In a peer coaching relationship, the key benefit over expert-to-novice coaching is:
- Peers can issue formal performance evaluations
- Mutual sharing of challenges and solutions among equals reduces hierarchy and increases candor (Correct answer)
- Peer coaches always have more subject matter expertise
- Peers can assign mandatory training courses
Correct answer: Mutual sharing of challenges and solutions among equals reduces hierarchy and increases candor
Peer coaching removes power dynamics, enabling more honest dialogue and mutual learning between colleagues at similar levels.
Question 4: A job aid designed as a 'decision tree' is most useful when:
- Employees need to memorize a long list of facts
- Employees must follow branching logic to determine the correct action based on situation-specific conditions (Correct answer)
- Training is purely conceptual with no operational application
- Employees need to complete a physical task requiring muscle memory
Correct answer: Employees must follow branching logic to determine the correct action based on situation-specific conditions
Decision trees guide employees through conditional choices — 'If A, then B; if C, then D' — supporting consistent, accurate decision-making at the point of need.
Question 5: The SBI feedback model stands for:
- Skills, Behavior, Improvement
- Situation, Behavior, Impact (Correct answer)
- Strengths, Barriers, Intentions
- Strategy, Benchmarks, Indicators
Correct answer: Situation, Behavior, Impact
SBI feedback describes the specific Situation, the observable Behavior, and the Impact it had — making feedback concrete, objective, and actionable.
Question 6: Which of the following best describes 'stretch assignments' as a development tool?
- Physical exercise programs offered at corporate wellness centers
- Challenging work projects that push employees beyond their current comfort zone to accelerate growth (Correct answer)
- Mandatory compliance training repeated annually
- Cross-departmental survey tasks requiring no new skills
Correct answer: Challenging work projects that push employees beyond their current comfort zone to accelerate growth
Stretch assignments place employees in situations that demand new capabilities, providing the experiential challenge most associated with accelerated development.
CCT Coaching, Mentoring, and Performance Support 2
Which coaching approach focuses on developing self-awareness and responsibility in the coachee rather than giving advice?