CLM CLM Goal Setting & Performance Measurement

Question 1

A CLM mentor is helping a leader set goals for their team. Which goal-setting framework ensures goals are specific, measurable, achievable, relevant, and time-bound?

Accepted Answer

SMART

Answer

OKR

Answer

GROW

Answer

SWOT

Question 2

In the OKR (Objectives and Key Results) framework, what distinguishes a 'Key Result' from a general task?

Accepted Answer

Key Results are measurable outcomes that indicate progress toward the objective

Answer

Key Results describe activities and actions to be completed

Answer

Key Results are annual performance review scores

Answer

Key Results are assigned only to senior leadership

Question 3

When mentoring a leader on performance measurement, a CLM should emphasize which principle regarding leading vs. lagging indicators?

Accepted Answer

Use both leading indicators (predictive metrics) and lagging indicators (outcome metrics) for a complete performance picture

Answer

Focus exclusively on lagging indicators since they reflect actual results

Answer

Only track leading indicators to anticipate future performance

Answer

Avoid using metrics altogether, as they reduce intrinsic motivation

Question 4

A leader mentee sets a goal of 'improving team performance.' How should a CLM mentor guide them to make this goal more effective?

Accepted Answer

Help the leader add specific metrics, a timeline, and define what 'improved' looks like quantitatively

Answer

Accept the goal as stated since intent is clear

Answer

Suggest the leader set a more modest goal to ensure success

Answer

Recommend delaying goal setting until the team is more stable

Question 5

Which performance management approach involves setting goals collaboratively between managers and employees to improve alignment and commitment?

Accepted Answer

Management by Objectives (MBO)

Answer

360-degree feedback

Answer

Balanced Scorecard

Answer

Forced ranking

Question 6

A CLM mentor should advise leaders that stretch goals are most effective when used in which context?

Accepted Answer

When the team has high psychological safety and resources to support ambitious targets

Answer

When employees are already overwhelmed with workload

Answer

When performance is below standard and immediate improvement is needed

Answer

When goals need to be achieved in the shortest possible time