CTP Performance Management & Coaching 1 — Questions and Answers
Question 1: Which coaching model uses the four stages of Goal, Reality, Options, and Will (or Way Forward)?
- ADDIE Model
- GROW Model (Correct answer)
- Kirkpatrick Model
- SMART Model
Correct 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.
Question 2: A performance gap is best defined as the difference between:
- An employee's salary and their market value
- Desired performance levels and actual performance levels (Correct answer)
- Training budget allocated and training budget spent
- Job requirements listed and job requirements fulfilled
Correct 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.
Question 3: What distinguishes coaching from mentoring in a workplace development context?
- Coaching focuses on long-term career guidance while mentoring addresses immediate skill deficits
- Coaching is typically skill- and performance-focused while mentoring involves sharing broader career and life wisdom (Correct answer)
- Coaching is always done by an external consultant while mentoring is done by peers
- Coaching requires formal certification while mentoring does not
Correct 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.
Question 4: In a 360-degree feedback process, information is collected from:
- Only the employee's direct supervisor and HR department
- The employee, peers, direct reports, and supervisors (Correct answer)
- Customers and external stakeholders only
- Senior leadership and board members only
Correct 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.
Question 5: Which type of feedback is most effective for reinforcing desired employee behaviors?
- Evaluative feedback delivered annually during performance reviews
- Specific, timely, and positive behavioral feedback delivered close to the event (Correct answer)
- General written feedback submitted through HR portals
- Comparative feedback showing how an employee ranks against peers
Correct 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.
Question 6: A Performance Improvement Plan (PIP) is primarily designed to:
- Document grounds for terminating an underperforming employee
- Provide a structured opportunity for an employee to meet defined performance standards within a set timeframe (Correct answer)
- Replace the annual performance appraisal process
- Reward high-performing employees with additional responsibilities
Correct 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.
Question 7: Behavioral observation scales (BOS) measure performance by:
- Ranking employees against one another on a single scale
- Rating the frequency with which an employee demonstrates specific observable behaviors (Correct answer)
- Assigning employees to categories such as 'exceeds expectations' or 'needs improvement'
- Tracking the number of errors an employee makes per month
Correct 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.
CTP Performance Management & Coaching 1
Which coaching model uses the four stages of Goal, Reality, Options, and Will (or Way Forward)?