CPM Strengths-Based Feedback 2 — Questions and Answers
Question 1: In strengths-based feedback, when a mentee underperforms on a task, the most effective first step is to:
- List all the errors made during the task
- Identify which strengths could have been better leveraged (Correct answer)
- Compare the mentee's output to top performers
- Withhold feedback until improvement is evident
Correct answer: Identify which strengths could have been better leveraged
Strengths-based feedback reframes underperformance by exploring how existing strengths could be applied more effectively.
Question 2: Which term describes the phenomenon where people perform better when they use their strengths daily?
- Positive reinforcement loop
- Strengths engagement cycle (Correct answer)
- Flow state optimization
- Competency amplification
Correct answer: Strengths engagement cycle
The strengths engagement cycle describes how regular strengths use leads to increased confidence, performance, and motivation.
Question 3: A mentor gives feedback by saying, 'Your analytical thinking helped you catch the budget error — how might that same skill apply to the project timeline issue?' This is an example of:
- Deficit-focused coaching
- Strength spotting and transfer (Correct answer)
- Prescriptive instruction
- Reflective journaling prompts
Correct answer: Strength spotting and transfer
Strength spotting and transfer involves identifying a demonstrated strength and guiding the mentee to apply it to a new challenge.
Question 4: The Reflected Best Self (RBS) exercise is most useful in strengths-based mentoring because it:
- Measures IQ and emotional intelligence simultaneously
- Collects third-party observations of the mentee at their peak (Correct answer)
- Identifies salary benchmarks for high performers
- Generates a list of weaknesses to address
Correct answer: Collects third-party observations of the mentee at their peak
The RBS exercise gathers stories from people who know the mentee well, revealing patterns of strengths that may not be self-evident.
Question 5: Which of the following best distinguishes a 'strength' from a 'skill' in the CPM framework?
- A strength is learned through repetition; a skill is innate
- A strength energizes and comes naturally; a skill is learned through practice (Correct answer)
- Skills are more valuable than strengths in professional settings
- Strengths apply only to interpersonal tasks
Correct answer: A strength energizes and comes naturally; a skill is learned through practice
In strengths-based models, a strength is a natural pattern that energizes the individual, whereas a skill is an ability developed through deliberate practice.
Question 6: When delivering strengths-based feedback, a mentor should time praise to:
- Annual performance reviews only
- The moment after a strength is clearly demonstrated (Correct answer)
- After weaknesses have been fully corrected
- Group sessions so peers reinforce the message
Correct answer: The moment after a strength is clearly demonstrated
Immediate feedback after a strength is demonstrated creates a clear association between the behavior and its positive impact.
Question 7: A mentee says, 'I'm not creative, so I can't lead the innovation project.' A strengths-based mentor would most likely respond by:
- Agreeing and assigning someone more creative to lead
- Challenging the fixed mindset and exploring adjacent strengths the mentee does have (Correct answer)
- Suggesting the mentee take a creativity course first
- Documenting the self-assessment for the performance file
Correct answer: Challenging the fixed mindset and exploring adjacent strengths the mentee does have
Strengths-based mentors challenge limiting beliefs by redirecting attention to existing strengths that can serve the goal.
CPM Strengths-Based Feedback 2
In strengths-based feedback, when a mentee underperforms on a task, the most effective first step is to: