CPM Performance Management & Coaching 2 — Questions and Answers
Question 1: A manager notices an employee consistently meets targets but rarely innovates. Which coaching approach best addresses this plateau?
- Issue a formal performance warning
- Use stretch assignments paired with regular feedback sessions (Correct answer)
- Reassign the employee to a lower-complexity role
- Document the behavior and wait for annual review
Correct answer: Use stretch assignments paired with regular feedback sessions
Stretch assignments challenge employees beyond their comfort zone while coaching conversations sustain motivation and learning.
Question 2: In the GROW coaching model, what does the 'R' stand for?
- Results
- Reality (Correct answer)
- Resources
- Reflection
Correct answer: Reality
GROW stands for Goal, Reality, Options, and Will/Way Forward — Reality examines the current situation.
Question 3: Which performance management practice is most effective for reducing recency bias in annual reviews?
- Relying solely on manager observation
- Collecting ongoing performance notes throughout the year (Correct answer)
- Using only peer feedback at year-end
- Basing ratings on the most recent project outcome
Correct 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.
Question 4: An employee receives feedback that their communication skills need improvement but becomes defensive. What is the most effective manager response?
- Repeat the same feedback more firmly
- Acknowledge their reaction and ask open-ended questions to understand their perspective (Correct answer)
- Drop the feedback to avoid conflict
- Escalate immediately to HR
Correct 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.
Question 5: What distinguishes a performance improvement plan (PIP) from a developmental coaching plan?
- PIPs are voluntary while developmental plans are mandatory
- PIPs address serious performance gaps with formal timelines, while developmental plans focus on growth for capable employees (Correct answer)
- Developmental plans are only for high-potentials
- PIPs are informal and undocumented
Correct 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.
Question 6: When setting performance goals under the SMART framework, 'Time-bound' means:
- The goal requires minimal time investment
- The goal has a clear deadline or completion timeframe (Correct answer)
- The goal can be completed at any time
- The goal is measured by hours worked
Correct answer: The goal has a clear deadline or completion timeframe
Time-bound goals include a specific deadline that creates urgency and enables progress tracking.
Question 7: 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?
- Delegating
- Supporting
- Coaching
- Directing (Correct answer)
Correct answer: Directing
Directing (high task, low relationship) is appropriate when someone is enthusiastic but lacks the skill needed for the task.
CPM Performance Management & Coaching 2
A manager notices an employee consistently meets targets but rarely innovates.
Which coaching approach best addresses this plateau?