CSL Training, Coaching & Professional Development

Question 1

What is the primary difference between 'training' and 'coaching' in a supervisory context?

Accepted Answer

Training builds specific skills and knowledge, while coaching is an ongoing, personalized process to develop an employee's performance and potential

Answer

Training is informal while coaching is always formal

Answer

Coaching is only for poor performers; training is for new hires

Answer

There is no meaningful difference between training and coaching

Question 2

What does the '70-20-10' learning model suggest about how adults best develop professionally?

Accepted Answer

70% learning from experience, 20% learning from others, 10% formal training

Answer

70% classroom training, 20% online learning, 10% on-the-job application

Answer

70% learning from reading, 20% from videos, 10% from practice

Answer

70% of development should occur in the first year of employment

Question 3

What is a 'needs assessment' in the context of training program design?

Accepted Answer

A systematic process to identify gaps between current and desired performance to determine what training is needed

Answer

An employee's annual request for a salary increase

Answer

A review of the company's financial needs for the upcoming year

Answer

An assessment of an employee's physical needs in the workplace

Question 4

A new employee is paired with an experienced coworker to learn the job by observation and practice. This is an example of:

Accepted Answer

Mentoring or buddy system / on-the-job training

Answer

Job rotation

Answer

Classroom instruction

Answer

E-learning

Question 5

What is the GROW model used for in coaching conversations?

Accepted Answer

A coaching framework covering Goal, Reality, Options, and Way Forward to guide structured coaching discussions

Answer

A performance rating scale from 1 to 4 (Growing, Reaching, Outstanding, Winning)

Answer

A customer service training model

Answer

A financial growth projection model for departmental budgets

Question 6

What is the main purpose of an Individual Development Plan (IDP)?

Accepted Answer

To outline an employee's professional development goals and the specific actions and resources needed to achieve them

Answer

To document disciplinary actions against an employee

Answer

To track daily attendance and productivity metrics

Answer

To replace the annual performance review process