Coaching & Employee Development Flashcards

An Individual Development Plan (IDP) should primarily be driven by:

Answer: The employee's own career goals aligned with organizational objectives

Effective IDPs balance the employee's aspirations with organizational needs, ensuring buy-in and relevance.

Which feedback technique involves describing behavior, its impact, and asking the employee for their perspective?

Answer: The BID (Behavior-Impact-Discussion) approach

The BID approach structures feedback by naming the behavior, describing its impact, and opening a dialogue with the employee.

When setting development goals with employees, the MOST important factor is:

Answer: Gaining genuine employee commitment to the goals

Without genuine commitment, development goals become compliance exercises rather than drivers of real growth.

A team leader observes an employee performing a task incorrectly in real-time. The BEST immediate action is to:

Answer: Intervene immediately to prevent errors, then coach afterward

Immediate intervention prevents downstream errors, and a follow-up coaching conversation builds the employee's capability for the future.

The 70-20-10 learning model suggests that most professional development occurs through:

Answer: On-the-job experience and challenging assignments

The 70-20-10 model holds that 70% of learning comes from on-the-job experiences, 20% from others, and 10% from formal training.

Which behavior by a team leader MOST undermines a coaching relationship?

Answer: Providing solutions before the employee has a chance to think through options

Jumping to solutions removes the employee's opportunity for self-discovery, which is the core mechanism of effective coaching.

When an employee achieves a development milestone, a team leader should FIRST:

Answer: Acknowledge the achievement specifically and discuss what made it successful

Specific acknowledgment reinforces learning and motivates continued development by linking effort to outcome.