Coaching and Mentoring in Organizations Flashcards

A coachee is resistant and not completing between-session commitments. The BEST coaching response is:

Answer: Name the pattern directly and explore what is getting in the way with curiosity and no judgment

Skilled coaches name patterns of behavior directly and explore underlying causes with curiosity — this often surfaces important insights about barriers or misaligned goals.

In a peer coaching triad, three colleagues take turns as coach, coachee, and observer. The PRIMARY benefit of the observer role is:

Answer: To provide structured feedback on coaching technique, accelerating all participants' learning

The observer provides feedback on coaching technique, making the triad format a powerful practice method that accelerates skill development for all three participants.

What ethical obligation does a coach have regarding confidentiality in an organizational coaching engagement?

Answer: Maintain confidentiality of session content except when the coachee consents to share or there is a safety concern

Coaches maintain strict confidentiality of session content, sharing information only with coachee consent or in safety situations — even when sponsored by the organization.

Which of the following BEST describes a 'sponsor' in a formal sponsorship program (distinct from mentoring)?

Answer: A senior leader who actively advocates for a protégé's advancement by using their influence

Unlike mentors who advise, sponsors actively use their positional power and organizational influence to create opportunities and advocate for the protégé's advancement.

A talent development manager is designing a mentoring program for diverse early-career employees. Which design element is MOST important for equity?

Answer: Intentional cross-demographic matching with training for both parties on inclusive mentoring practices

Cross-demographic matching combined with inclusive mentoring training ensures that employees from underrepresented groups access high-quality sponsorship and development networks they may not otherwise reach.

What is the PRIMARY difference between coaching for performance and coaching for development?

Answer: Performance coaching addresses current gaps that affect job results; development coaching builds future capability

Performance coaching is remedial, targeting immediate gaps; developmental coaching is forward-looking, building capability for future roles or challenges.