When a Paradox Report is generated for a current employee undergoing a performance improvement plan (PIP), how should the manager use the results?
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A
Use paradox findings as evidence to justify termination of the employee
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B
Integrate paradox insights into coaching conversations to identify behavioral root causes of performance gaps
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C
Withhold paradox findings from the employee to avoid influencing their self-reporting on the PIP
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D
Replace the PIP goals with paradox-resolution goals regardless of the original performance issue