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
Which goal-setting theory emphasizes that specific, difficult goals lead to higher performance than vague or easy goals?
Answer: Locke and Latham's Goal-Setting Theory
Locke and Latham's research demonstrated that specific, challenging goals consistently produce higher performance than 'do your best' instructions.
In a CPM mentoring context, 'performance development' is best understood as:
Answer: An ongoing, collaborative process of growth tied to both personal and professional goals
Performance development in mentoring is continuous and collaborative, encompassing skill-building, mindset shifts, and evolving career goals.
When a mentee's confidence is low, which goal-setting adjustment is most likely to help?
Answer: Breaking the overarching goal into smaller, quickly achievable sub-goals to build momentum
Small wins build self-efficacy; breaking goals into achievable steps creates early success experiences that restore confidence.
A mentor who uses 'appreciative inquiry' during goal setting focuses primarily on:
Answer: Exploring what is working well and building goals from the mentee's strengths
Appreciative inquiry uses strength-based questions to surface best experiences and design goals that amplify what already works.
Which of the following represents an appropriate use of accountability in a CPM mentoring relationship?
Answer: The mentor and mentee mutually agree on commitments and check-in protocols at the outset
Mutual, agreed-upon accountability structures are central to mentoring effectiveness and respect the voluntary, collaborative nature of the relationship.
A mentee consistently avoids setting goals in areas where they previously failed. The mentor should:
Answer: Explore the past experience to reframe failure as learning and rebuild willingness to try
Reframing past failure as a source of learning reduces fear and opens the mentee to risk-taking in previously avoided growth areas.
Which of the following best describes the role of reflection in performance development?
Answer: Reflection allows the mentee to extract lessons from experience and refine future actions
Regular reflection helps mentees convert experiences into insights, enabling smarter adjustments and deeper learning throughout the development journey.