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
In mentoring, 'developmental goals' differ from 'performance goals' primarily because developmental goals:
Answer: Focus on long-term skill building rather than immediate output metrics
Developmental goals address growth in capabilities and mindset over time, while performance goals typically measure short-term outputs or KPIs.
A mentee achieves their goals quickly but reports feeling unfulfilled. A mentor should investigate whether:
Answer: The goals were aligned with the mentee's deeper values and purpose
Goals disconnected from intrinsic values can feel hollow even when achieved; value alignment is essential for lasting fulfillment.
Which of the following is a key indicator that a mentee's goal may need to be revised?
Answer: Circumstances have significantly changed since the goal was set
Goals should be living documents — significant changes in context, resources, or priorities warrant a reassessment of the original goal.
When using a 'backward design' approach to goal setting in mentoring, the mentor helps the mentee by:
Answer: Starting with the desired end state and working backward to identify necessary steps
Backward design begins with a clear vision of success and then maps the sequence of actions needed to reach that outcome.
A mentee has achieved all stated goals but has not grown significantly in self-awareness. This suggests the development plan lacked:
Answer: Goals targeting inner growth and reflective practice
Comprehensive performance development addresses both external achievements and internal dimensions such as self-awareness and emotional intelligence.
What does 'performance benchmarking' add to a mentee's goal-setting process?
Answer: It provides objective reference points to evaluate the mentee's progress against standards
Benchmarking offers external standards that help mentees gauge how their performance compares to role expectations or industry norms.
A mentor and mentee disagree on how ambitious the mentee's goal should be. The most constructive approach is to:
Answer: Explore both perspectives and co-create a goal the mentee finds challenging and personally owned
Co-creating goals through dialogue balances the mentor's experience with the mentee's autonomy, producing goals the mentee is genuinely motivated to pursue.