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
Which of the following best illustrates the 'halo effect' bias in performance reviews?
Answer: Rating an employee high across all competencies because of one standout strength
The halo effect occurs when a single positive trait influences the rater to give inflated scores across unrelated dimensions.
An employee has mastered their current role but shows no interest in promotion. What is the most effective coaching strategy?
Answer: Explore lateral development opportunities that align with their values and interests
Effective coaching respects individual career aspirations; lateral growth can keep high performers engaged without requiring hierarchical advancement.
Which component of emotional intelligence is most critical for a manager to effectively coach a stressed employee?
Answer: Empathy
Empathy allows a manager to understand and share the employee's feelings, creating psychological safety needed for productive coaching.
In performance management, 'objective key results' (OKRs) differ from traditional MBO goals primarily because OKRs:
Answer: Include measurable key results that track progress toward ambitious, qualitative objectives
OKRs pair an inspiring objective with specific, measurable key results, enabling transparency and stretch thinking at all levels.
A manager gives the same mid-level rating to everyone on their team to avoid confrontation. This is known as:
Answer: Central tendency bias
Central tendency bias occurs when a rater avoids extremes and clusters all ratings near the midpoint, obscuring real performance differences.
Which of the following is the most important characteristic of effective performance feedback?
Answer: It is specific, behavioral, and tied to observable actions rather than personality traits
Specific, behavior-focused feedback is actionable and less likely to trigger defensiveness compared to vague or personality-based comments.
When a manager delegates a task as a developmental opportunity, which action most ensures the employee's success?
Answer: Providing clear context, resources, checkpoints, and autonomy to own the work
Developmental delegation combines clarity and autonomy — the employee understands the goal and has room to grow while knowing support is available.