Performance Coaching & Feedback Delivery Flashcards
7 cards from real DDI 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 Coaching & Feedback Delivery flashcards as text
In DDI's coaching model, what is the primary purpose of the 'Involve' step during a coaching conversation?
Answer: To encourage the coachee to generate their own solutions and action plans
The 'Involve' step empowers the coachee to take ownership by actively contributing ideas and solutions rather than just receiving direction.
When delivering critical feedback, DDI recommends focusing on which of the following?
Answer: Specific observable behaviors and their business impact
DDI's feedback model centers on describing specific, observable behaviors and linking them to measurable business outcomes to keep feedback objective and actionable.
A manager notices an employee consistently interrupts colleagues during meetings. Using the STAR feedback model, what should the 'Situation' component describe?
Answer: The specific context in which the interruptions occurred
The 'Situation' component sets the specific context (when and where) so the employee clearly understands the circumstances being addressed.
Which coaching approach is MOST aligned with DDI's principle of maintaining or enhancing self-esteem during difficult feedback?
Answer: Delivering negative feedback privately and pairing it with recognition of strengths
DDI emphasizes protecting self-esteem by delivering sensitive feedback privately and balancing it with genuine acknowledgment of the person's strengths.
During a coaching session, an employee becomes defensive about the feedback. The BEST DDI-aligned response is to:
Answer: Acknowledge the employee's feelings and explore their perspective with empathy
DDI coaching principles call for empathizing with the coachee's emotional response before continuing, which de-escalates defensiveness and reopens dialogue.
What does DDI identify as a 'coaching trap' that managers frequently fall into?
Answer: Jumping to solutions before fully understanding the employee's perspective
Managers often rush to prescribe solutions, which undermines the employee's sense of ownership and skips the critical diagnosis phase of coaching.
In the context of DDI's coaching framework, 'checking for understanding' at the end of a feedback conversation primarily serves to:
Answer: Verify the employee can accurately describe what behavior needs to change and why
Checking for understanding ensures the employee has internalized the key message—what behavior to change, why it matters, and what success looks like.