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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

  1. DDI's 'Practical Model for Coaching' emphasizes that coaching conversations should be tied to:

    Answer: Specific business needs and individual development goals simultaneously

    DDI's model links coaching to both business results and individual growth, ensuring that development conversations remain strategically relevant.

  2. Which of the following best describes 'feedforward' as used in advanced DDI coaching practice?

    Answer: Providing future-focused suggestions for improvement rather than dwelling on past failures

    Feedforward focuses on what the employee can do differently going forward, shifting the conversation from blame to constructive action.

  3. When a manager uses 'tell-and-sell' rather than a coaching approach, the most likely outcome according to DDI research is:

    Answer: Short-term compliance but lower long-term commitment and ownership

    Tell-and-sell may achieve quick compliance but reduces the employee's sense of ownership, limiting sustained behavior change and engagement.

  4. A coachee consistently meets targets but alienates team members. In DDI's framework, this is best addressed by:

    Answer: Coaching both on the behavior pattern and its impact on team effectiveness

    DDI recognizes that sustainable high performance requires both task results and positive relationship behaviors; coaching must address both dimensions.

  5. Which question type does DDI most recommend a coach use to help an employee develop self-awareness?

    Answer: Reflective open-ended questions that prompt the employee to examine their own thinking

    Reflective open-ended questions encourage introspection, helping the employee discover insights about their own behavior and its consequences.

  6. In DDI's model, the phrase 'coaching in the moment' refers to:

    Answer: Brief, timely coaching interactions immediately following a behavior or event

    Coaching in the moment captures the learning opportunity when the experience is still fresh, making feedback more vivid and actionable for the employee.

  7. According to DDI, what is the most critical factor determining whether a coachee acts on feedback received?

    Answer: Whether the coachee perceives the feedback as credible, fair, and linked to their own goals

    Coachees are most likely to act when they trust the feedback source, see it as fair, and understand how acting on it benefits their own development.