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
What is the primary purpose of establishing competency frameworks in an organization?
Answer: To define the knowledge, skills, and behaviors required for effective performance in specific roles
Competency frameworks identify and define the knowledge, skills, abilities, and behaviors needed for employees to perform their roles effectively, serving as the foundation for hiring, development, and performance management.
Which approach to performance appraisal requires managers to evaluate employees relative to one another rather than against an absolute standard?
Answer: Relative ranking or forced distribution
Relative ranking or forced distribution methods require managers to compare employees against each other and place them in ranked categories, rather than evaluating each individual against a fixed performance standard.
The Management by Objectives (MBO) approach to performance management primarily emphasizes:
Answer: Collaboratively setting specific, measurable goals aligned with organizational objectives
MBO involves managers and employees collaboratively setting clear, measurable objectives that align individual performance with organizational goals, with performance evaluated based on achievement of those objectives.
When a coach uses open-ended questions during a performance coaching session, the primary intent is to:
Answer: Encourage the employee to reflect, explore, and generate their own solutions
Open-ended questions in coaching are used to prompt deeper thinking, self-reflection, and problem-solving from the employee, empowering them to discover their own insights rather than being told what to do.
Which performance management practice is most strongly associated with ongoing, continuous feedback rather than annual reviews?
Answer: Check-in conversations and agile performance management
Agile performance management and regular check-in conversations replace or supplement annual reviews with frequent, ongoing dialogue between managers and employees to provide timely feedback and course corrections.
What is the role of self-assessment in a comprehensive performance management system?
Answer: It gives employees an opportunity to reflect on their own performance and identify their development needs
Self-assessment encourages employees to reflect on their performance, strengths, and areas for development, promoting ownership of their growth and providing a valuable data point for discussions with managers.
A trainer implementing performance coaching should primarily focus on which of the following?
Answer: Building the employee's capacity to identify problems and develop solutions independently
Effective performance coaching builds the employee's own capability to reflect, diagnose, and solve performance challenges, fostering independence and sustainable improvement rather than dependency on the coach.