Goal Setting & Performance Development 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 Goal Setting & Performance Development flashcards as text
A mentee struggles to articulate what they want to achieve in the mentoring relationship. The most effective mentor response is to:
Answer: Ask open-ended discovery questions to surface underlying aspirations
Open-ended questions help mentees access their own motivations and articulate goals that are personally meaningful.
When tracking goal progress, which method gives the mentee the highest level of ownership?
Answer: The mentee self-monitors and reports progress at each session
Self-monitoring builds accountability and self-regulation, key competencies for sustainable professional development.
Which of the following scenarios best illustrates a 'stretch goal' in mentoring?
Answer: A goal that challenges the mentee beyond their current capacity while remaining possible
Stretch goals are deliberately ambitious yet achievable, designed to push the mentee to grow beyond their present skill level.
A mentee's performance goal conflicts with a short-term organizational objective. The mentor's most appropriate role is to:
Answer: Help the mentee explore how to align personal and organizational goals where possible
Effective mentors help mentees find alignment between personal development and organizational context, rather than treating them as opposing forces.
What is the primary purpose of setting interim milestones within a long-term goal?
Answer: To provide checkpoints that sustain motivation and enable early course corrections
Milestones break large goals into manageable steps, keeping the mentee motivated and allowing timely adjustments if progress stalls.
A mentee repeatedly misses deadlines tied to their goals. Before assuming motivation issues, the mentor should first explore:
Answer: Whether the timelines were realistic and if obstacles are present
Missed deadlines may reflect unrealistic timelines or unaddressed barriers rather than a lack of commitment.
Which feedback approach is most effective for supporting performance development in mentoring?
Answer: Specific, timely, and behavior-focused feedback tied to goals
Specific, timely, behavior-focused feedback helps mentees understand exactly what to adjust and reinforces concrete actions linked to their goals.