CTL Coaching & Employee Development 2 — Questions and Answers
Question 1: A team leader notices an employee consistently misses deadlines but produces high-quality work. What is the BEST coaching approach?
- Reassign the employee to less critical tasks
- Explore time management strategies collaboratively with the employee (Correct answer)
- Issue a formal warning to motivate urgency
- Pair the employee with a faster colleague to compensate
Correct answer: Explore time management strategies collaboratively with the employee
Collaborative exploration respects the employee's strengths while addressing the root cause of deadline issues.
Question 2: Which coaching model uses the sequence: Goal, Reality, Options, Will?
- SMART model
- GROW model (Correct answer)
- ADDIE model
- STAR model
Correct answer: GROW model
The GROW model (Goal, Reality, Options, Will) is a structured framework widely used in performance coaching.
Question 3: An employee resists coaching sessions, saying they already know their job. A team leader should FIRST:
- Make attendance mandatory and document refusal
- Explore the employee's perspective and clarify the coaching purpose (Correct answer)
- Escalate to HR immediately
- Cancel future sessions to avoid conflict
Correct answer: Explore the employee's perspective and clarify the coaching purpose
Understanding resistance and clarifying coaching's purpose as supportive rather than corrective often reduces defensiveness.
Question 4: What distinguishes stretch assignments from regular tasks in employee development?
- They are assigned only to underperforming employees
- They are designed to push employees beyond their current skill level (Correct answer)
- They require no supervision or feedback
- They replace formal training programs entirely
Correct answer: They are designed to push employees beyond their current skill level
Stretch assignments intentionally challenge employees with tasks slightly beyond their current competencies to accelerate growth.
Question 5: During a coaching conversation, a team leader should spend most of the time:
- Explaining the correct way to perform tasks
- Listening and asking powerful questions (Correct answer)
- Documenting the employee's weaknesses
- Reviewing performance metrics from the past year
Correct answer: Listening and asking powerful questions
Effective coaching is employee-led; the coach primarily listens and uses questions to guide self-discovery.
Question 6: Which approach BEST supports an employee who is technically skilled but struggles with interpersonal conflict?
- Transfer the employee to a solo-contributor role
- Provide coaching focused on emotional intelligence and communication skills (Correct answer)
- Overlook the behavior since technical skills outweigh soft skills
- Immediately enroll the employee in a disciplinary program
Correct answer: Provide coaching focused on emotional intelligence and communication skills
Targeted coaching on emotional intelligence directly addresses interpersonal gaps without penalizing the employee's technical strengths.
Question 7: A key difference between coaching and mentoring is that coaching:
- Is always conducted by someone outside the organization
- Focuses on specific performance goals rather than long-term career guidance (Correct answer)
- Requires the coach to have deep expertise in the employee's field
- Is only appropriate for senior-level employees
Correct answer: Focuses on specific performance goals rather than long-term career guidance
Coaching targets specific performance outcomes, while mentoring provides broader career and professional development guidance.
CTL Coaching & Employee Development 2
A team leader notices an employee consistently misses deadlines but produces high-quality work.
What is the BEST coaching approach?