Performance Management & Coaching Flashcards
7 cards from real CPM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Performance Management & Coaching flashcards as text
A manager notices an employee consistently meets targets but rarely innovates. Which coaching approach best addresses this plateau?
Answer: Use stretch assignments paired with regular feedback sessions
Stretch assignments challenge employees beyond their comfort zone while coaching conversations sustain motivation and learning.
In the GROW coaching model, what does the 'R' stand for?
Answer: Reality
GROW stands for Goal, Reality, Options, and Will/Way Forward — Reality examines the current situation.
Which performance management practice is most effective for reducing recency bias in annual reviews?
Answer: Collecting ongoing performance notes throughout the year
Maintaining running performance notes across the full review period ensures ratings reflect the whole year, not just recent events.
An employee receives feedback that their communication skills need improvement but becomes defensive. What is the most effective manager response?
Answer: Acknowledge their reaction and ask open-ended questions to understand their perspective
Acknowledging emotions and using open questions helps defuse defensiveness and keeps the coaching conversation productive.
What distinguishes a performance improvement plan (PIP) from a developmental coaching plan?
Answer: PIPs address serious performance gaps with formal timelines, while developmental plans focus on growth for capable employees
PIPs are formal, documented responses to performance deficiencies, whereas developmental plans are proactive tools for employee growth.
When setting performance goals under the SMART framework, 'Time-bound' means:
Answer: The goal has a clear deadline or completion timeframe
Time-bound goals include a specific deadline that creates urgency and enables progress tracking.
A team member is high in motivation but low in skill for a new task. According to Situational Leadership, which style should the manager use?
Answer: Directing
Directing (high task, low relationship) is appropriate when someone is enthusiastic but lacks the skill needed for the task.