Executive Coaching & Development Flashcards

In DDI's coaching framework, what distinguishes 'coaching for performance' from 'coaching for development'?

Answer: Performance coaching addresses current gaps; development coaching builds future capability

DDI distinguishes these by focus: performance coaching corrects current shortfalls while development coaching proactively builds skills needed for future roles.

When an executive coach notices the coachee is rationalizing poor decisions, the most effective DDI-aligned response is to:

Answer: Use targeted feedback to surface the pattern without labeling the person

DDI's feedback model emphasizes delivering specific, behavior-focused observations that help the coachee see patterns without feeling personally attacked.

Which DDI principle best supports an executive in transitioning from an individual contributor mindset to an enterprise leadership mindset?

Answer: Expanding Perspective

Expanding Perspective is a core DDI development priority that helps leaders move from functional thinking to enterprise-wide strategic thinking.

According to DDI research, what is the most common derailer among high-potential executives who ultimately fail in senior roles?

Answer: Inability to build and maintain relationships

DDI's longitudinal research consistently identifies interpersonal and relationship-building failures as the primary derailer for otherwise technically capable executives.

A CEO is receiving coaching but consistently deflects feedback by citing past successes. The DDI-aligned coaching strategy is to:

Answer: Validate past successes first, then redirect focus to current behavioral needs

DDI's EASE model and interaction essentials emphasize acknowledging the person's perspective before redirecting, which reduces defensiveness and opens dialogue.

In DDI's approach to executive succession, 'readiness' is best defined as:

Answer: Demonstrated ability to perform target role responsibilities in stretch assignments

DDI defines readiness through demonstrated capability in real or simulated experiences, not tenure or training completion alone.

What is the primary purpose of a DDI 'Development Action Plan' in executive coaching?

Answer: To create an accountability structure linking development activities to measurable business impact

DDI's Development Action Plans tie specific learning activities to observable behavior changes and measurable business outcomes, creating genuine accountability.