CLM CLM Goal Setting & Performance Measurement 2

Question 1

The Balanced Scorecard, developed by Kaplan and Norton, measures organizational performance across which four perspectives?

Accepted Answer

Financial, Customer, Internal Processes, Learning & Growth

Answer

Kaplan and Norton's Balanced Scorecard measures performance across Financial, Customer, Internal Business Processes, and Learning & Growth perspectives.

Question 2

When a CLM mentor helps a leader conduct a performance review conversation, which approach is most effective for maintaining employee motivation?

Accepted Answer

Balance recognition of strengths with constructive development feedback, focusing on behaviors rather than personality

Answer

Effective performance reviews balance recognition of strengths with specific, behavioral development feedback to motivate growth without damaging relationships.

Question 3

A leader sets quarterly goals but rarely reviews them with the team. As a CLM mentor, what would you recommend?

Accepted Answer

Implement regular check-ins (weekly or biweekly) to track progress, remove obstacles, and adjust goals as needed

Answer

Regular check-ins ensure goals remain relevant, obstacles are removed promptly, and progress is acknowledged—critical factors in goal achievement.

Question 4

In performance management, what is the primary purpose of a 'developmental goal' as distinct from a 'performance goal'?

Accepted Answer

Developmental goals focus on building future skills and capabilities; performance goals focus on current job expectations

Answer

Developmental goals focus on building capabilities for future roles or growth, while performance goals address current role expectations and deliverables.

Question 5

A CLM mentor is coaching a leader on giving performance feedback. The SBI (Situation-Behavior-Impact) model is recommended because it:

Accepted Answer

Structures feedback around specific observable behaviors and their impact, reducing defensiveness

Answer

The SBI model (Situation, Behavior, Impact) grounds feedback in specific observations and consequences, making it objective and actionable rather than personal.

(CLM) Certified Leadership Mentor Practice Test

(CLM) Certified Leadership Mentor Practice Test

CLM CLM Goal Setting & Performance Measurement 2