CSL Training, Coaching & Professional Development 1 — Questions and Answers
Question 1: What is the primary difference between 'training' and 'coaching' in a supervisory context?
- Training is informal while coaching is always formal
- Training builds specific skills and knowledge, while coaching is an ongoing, personalized process to develop an employee's performance and potential (Correct answer)
- Coaching is only for poor performers; training is for new hires
- There is no meaningful difference between training and coaching
Correct answer: Training builds specific skills and knowledge, while coaching is an ongoing, personalized process to develop an employee's performance and potential
Training delivers defined content to build skills, while coaching is a dynamic, individualized dialogue focused on unlocking an employee's specific potential over time.
Question 2: What does the '70-20-10' learning model suggest about how adults best develop professionally?
- 70% classroom training, 20% online learning, 10% on-the-job application
- 70% learning from experience, 20% learning from others, 10% formal training (Correct answer)
- 70% learning from reading, 20% from videos, 10% from practice
- 70% of development should occur in the first year of employment
Correct answer: 70% learning from experience, 20% learning from others, 10% formal training
The 70-20-10 model indicates that most professional learning comes from challenging on-the-job experiences, followed by interactions with others, with formal training playing a smaller role.
Question 3: What is a 'needs assessment' in the context of training program design?
- An employee's annual request for a salary increase
- A systematic process to identify gaps between current and desired performance to determine what training is needed (Correct answer)
- A review of the company's financial needs for the upcoming year
- An assessment of an employee's physical needs in the workplace
Correct answer: A systematic process to identify gaps between current and desired performance to determine what training is needed
A needs assessment ensures training resources are targeted at real performance gaps rather than wasted on training for skills employees already have.
Question 4: A new employee is paired with an experienced coworker to learn the job by observation and practice. This is an example of:
- Job rotation
- Mentoring or buddy system / on-the-job training (Correct answer)
- Classroom instruction
- E-learning
Correct answer: Mentoring or buddy system / on-the-job training
On-the-job training through pairing with experienced employees is one of the most effective methods for transferring practical skills in real work contexts.
Question 5: What is the GROW model used for in coaching conversations?
- A performance rating scale from 1 to 4 (Growing, Reaching, Outstanding, Winning)
- A coaching framework covering Goal, Reality, Options, and Way Forward to guide structured coaching discussions (Correct answer)
- A customer service training model
- A financial growth projection model for departmental budgets
Correct answer: A coaching framework covering Goal, Reality, Options, and Way Forward to guide structured coaching discussions
The GROW model provides a structured conversational framework that helps coaches guide employees from defining a goal through to committing to specific actions.
Question 6: What is the main purpose of an Individual Development Plan (IDP)?
- To document disciplinary actions against an employee
- To outline an employee's professional development goals and the specific actions and resources needed to achieve them (Correct answer)
- To track daily attendance and productivity metrics
- To replace the annual performance review process
Correct answer: To outline an employee's professional development goals and the specific actions and resources needed to achieve them
An IDP is a collaborative planning tool that aligns an employee's career development goals with organizational needs and maps a clear path to get there.
CSL Training, Coaching & Professional Development 1
What is the primary difference between 'training' and 'coaching' in a supervisory context?