Goal Setting & Performance Accountability Flashcards
7 cards from real CLC practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Goal Setting & Performance Accountability flashcards as text
Which type of feedback is MOST effective for reinforcing progress toward a performance goal?
Answer: Immediate, specific, and behavior-focused feedback
Immediate and specific feedback helps clients quickly connect actions to outcomes, accelerating learning and performance improvement.
A client wants to set five major goals simultaneously. A leadership coach should PRIMARILY:
Answer: Help the client prioritize goals based on impact, energy, and strategic alignment
Helping prioritize prevents diffusion of focus while respecting the client's agency and ensuring strategic use of limited energy.
The term 'goal proximity' in performance psychology refers to:
Answer: Whether a goal is short-term or long-term in its time horizon
Goal proximity describes the temporal distance of a goal — proximal (short-term) goals tend to be more motivating for immediate action.
When a client blames external circumstances for not meeting a goal, a coach using an accountability framework should:
Answer: Help the client identify what was within their control and what they could do differently
Coaching shifts focus to the client's sphere of influence, building response-ability regardless of external conditions.
Which of the following BEST describes the role of milestones in a long-term goal plan?
Answer: Milestones break the goal into measurable checkpoints that sustain momentum and allow course correction
Milestones provide intermediate wins and decision points that keep clients engaged and allow the plan to be adjusted in real time.
A client reports achieving 80% of their goal and considers it a failure. A coaching response that builds healthy accountability would be to:
Answer: Explore what was accomplished, what learning occurred, and what the 80% reveals about capacity
A reflective, growth-oriented review of partial achievement builds self-awareness and recalibrates perfectionist thinking.
In the context of leadership coaching, 'accountability without judgment' PRIMARILY means:
Answer: The coach holds the client to their commitments while maintaining a non-shaming, curious stance
Effective accountability is supportive and curious, not punitive — it focuses on learning rather than blame.