Coaching and Mentoring in Organizations Flashcards
6 cards from real CPLP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 Coaching and Mentoring in Organizations flashcards as text
A manager using a coaching approach when an employee makes an error would MOST likely:
Answer: Ask open questions to help the employee identify what went wrong and what they will do differently
A coaching approach uses questions to help the employee self-diagnose the error and generate their own corrective strategy, building ownership and capability.
The ICF (International Coaching Federation) core competency of 'Maintaining Presence' means the coach:
Answer: Is fully aware and engaged in the moment, demonstrating curiosity and flexibility
Maintaining presence means being fully attentive, open, and in the moment with the coachee — sensing emotional undercurrents and adapting dynamically.
Which type of mentoring program design is BEST suited for a geographically dispersed, global organization?
Answer: Virtual mentoring with structured touchpoints and digital communication tools
Virtual mentoring using video conferencing, messaging platforms, and structured meeting cadences enables mentoring relationships to function across geographic boundaries.
What is the significance of establishing a coaching agreement at the beginning of a coaching engagement?
Answer: It aligns expectations, defines confidentiality boundaries, and establishes shared responsibility for the coaching process
A coaching agreement establishes the framework for the relationship: goals, meeting frequency, confidentiality, and the coachee's and coach's respective responsibilities.
An organization wants to scale coaching capability across 500 managers. The MOST cost-effective approach is:
Answer: Develop an internal coaching culture by training managers in coaching skills
Building an internal coaching culture by equipping managers with coaching skills is far more scalable and sustainable than relying on external coaches.
Which mentoring program metric BEST indicates the program is creating developmental value?
Answer: Percentage of mentees who report career advancement or skill development outcomes
Outcome metrics — career advancement, skill growth, goal achievement — indicate actual developmental value rather than activity metrics like enrollment or meeting frequency.
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