Executive Coaching & Development Flashcards

Which scenario best illustrates DDI's concept of 'coaching in the moment' at the executive level?

Answer: A manager provides immediate, specific behavioral feedback directly after observing an executive in a leadership interaction

Coaching in the moment is DDI's approach of delivering real-time, specific feedback immediately after a behavior occurs, maximizing learning relevance and retention.

When measuring ROI of an executive coaching program using DDI's framework, which metric is most directly tied to business impact?

Answer: Behavior change in targeted competencies as rated by direct reports and stakeholders

DDI measures coaching ROI through observable competency behavior change rated by stakeholders, which connects development directly to leadership effectiveness and business outcomes.

An executive is resistant to feedback about her communication style because she believes her results speak for themselves. The DDI coach should:

Answer: Connect communication behavior change to specific business risks and outcomes she already cares about

DDI coaching links development needs to outcomes the executive already values — connecting behavior change to her own strategic goals reduces resistance more effectively than authority or threat.

According to DDI's leadership development philosophy, what is the 70-20-10 model's most common misapplication in executive coaching?

Answer: Coaches overemphasize formal training (the 10%) at the expense of on-the-job experience (the 70%)

The most prevalent misapplication DDI identifies is over-investing in formal programs (10%) while under-designing the experiential and social learning components that drive 90% of development.

A DDI-certified coach discovers mid-engagement that the executive coachee is involved in an ethical violation. The coach's primary obligation is to:

Answer: Refer to the pre-established coaching contract to determine disclosure obligations and escalation procedures

Professional coaching ethics and DDI's contracting best practices require that coaches establish and then follow pre-defined confidentiality limits and escalation procedures rather than making unilateral decisions mid-engagement.

DDI's concept of 'leader versatility' in executive development refers to:

Answer: The capacity to flex leadership style and approach based on situational demands and individual needs

Versatility in DDI's framework is about situational responsiveness — reading the context and person, then adjusting style accordingly rather than applying a single default approach.

In DDI's executive coaching model, the final phase of a coaching engagement should include:

Answer: Stakeholder re-assessment of targeted competencies compared to baseline and a sustainability plan

DDI closes coaching engagements with a structured look-back comparing post-coaching stakeholder ratings to baseline, paired with a forward-looking sustainability plan to maintain gains.