Performance Management & Coaching Flashcards
7 cards from real CTP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Performance Management & Coaching flashcards as text
Which coaching model uses the four stages of Goal, Reality, Options, and Will (or Way Forward)?
Answer: GROW Model
The GROW Model is a widely used coaching framework that guides conversations through Goal, Reality, Options, and Will (or Way Forward) to help individuals achieve performance improvements.
A performance gap is best defined as the difference between:
Answer: Desired performance levels and actual performance levels
A performance gap is the measurable difference between the desired (expected) level of performance and the actual (current) level of performance, which training or coaching aims to close.
What distinguishes coaching from mentoring in a workplace development context?
Answer: Coaching is typically skill- and performance-focused while mentoring involves sharing broader career and life wisdom
Coaching is generally focused on specific skills, behaviors, or performance outcomes in the short to medium term, whereas mentoring involves a more experienced person sharing broader career, organizational, and life wisdom over time.
In a 360-degree feedback process, information is collected from:
Answer: The employee, peers, direct reports, and supervisors
360-degree feedback gathers performance input from multiple sources surrounding the employee — including themselves (self-assessment), peers, direct reports, and supervisors — to provide a comprehensive view of performance.
Which type of feedback is most effective for reinforcing desired employee behaviors?
Answer: Specific, timely, and positive behavioral feedback delivered close to the event
Specific, timely, and positive behavioral feedback is most effective for reinforcing desired behaviors because it clearly identifies what was done well and is delivered soon enough after the event for the employee to connect it to their actions.
A Performance Improvement Plan (PIP) is primarily designed to:
Answer: Provide a structured opportunity for an employee to meet defined performance standards within a set timeframe
A PIP is a formal document that sets clear expectations, specific goals, and a timeline to help an underperforming employee improve their performance, providing support and accountability.
Behavioral observation scales (BOS) measure performance by:
Answer: Rating the frequency with which an employee demonstrates specific observable behaviors
Behavioral Observation Scales rate how often an employee exhibits specific, predefined behaviors, making performance assessment more objective and behaviorally anchored than trait-based scales.