Performance Coaching & Feedback Delivery Flashcards

DDI's interaction essentials include 'sharing thoughts, feelings, and rationale.' In a coaching context, a manager sharing rationale primarily helps by:

Answer: Helping the employee understand the 'why' behind expectations so they can make better judgments

Sharing rationale gives employees the context they need to exercise good judgment independently, rather than just following rules they don't understand.

A manager is coaching a high-potential employee who is resistant to feedback about executive presence. The DDI-recommended first step is to:

Answer: Explore the employee's own perceptions of their executive presence before sharing observations

Starting by exploring the employee's self-perception builds a shared baseline and reduces defensiveness before external observations are introduced.

In DDI's framework, 'acknowledging and responding' to the coachee's emotions is important because:

Answer: Unaddressed emotions block cognitive processing and prevent the coachee from hearing the feedback

When emotions are high, individuals cannot fully process new information; acknowledging feelings first clears the way for productive dialogue.

Which scenario BEST illustrates 'coaching for development' rather than 'coaching for performance'?

Answer: Helping a strong performer expand skills in preparation for future leadership roles

Coaching for development proactively builds future capability in employees who are already performing well, distinct from corrective coaching for current performance gaps.

A DDI-certified coach avoids 'assuming intent' when giving feedback because:

Answer: Attributing motives can feel accusatory and shut down the conversation

When managers assign negative intent, employees become defensive and focus on defending themselves rather than reflecting on their behavior.

After a coaching conversation, DDI recommends the manager's follow-up action should be to:

Answer: Monitor behavior objectively and provide reinforcing or redirecting feedback in subsequent interactions

Sustained behavior change requires ongoing observation and timely reinforcement or redirection, not a single conversation followed by silence.

Which of the following is an example of a 'behavioral indicator' as used in DDI's competency-based feedback?

Answer: 'During Monday's meeting, you presented three data-backed alternatives before recommending one.'

Behavioral indicators describe specific, observable actions (what was done, when, how) rather than abstract character judgments.