Leadership & Management Development Flashcards
7 cards from real SIOP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Leadership & Management Development flashcards as text
360-degree feedback in leadership development is most valuable because it:
Answer: Collects ratings from multiple sources (self, peers, subordinates, supervisors) to give a comprehensive view of leadership behavior
360-degree feedback gathers input from multiple perspectives—self, peers, subordinates, and supervisors—providing a more comprehensive and balanced picture of a leader's behaviors than any single source can offer.
Action learning as a leadership development method is best distinguished by:
Answer: Working on real, complex organizational challenges with structured reflection and peer feedback
Action learning involves small groups of leaders tackling real organizational problems with structured reflection and coaching, bridging theory and practice by extracting learning from genuine challenges.
Which condition most strongly supports the transfer of leadership training back to the workplace?
Answer: Supervisor support and opportunities to apply new skills post-training
Training transfer research shows that supervisory support—including encouragement, goal-setting, and removal of application barriers—is the most critical environmental factor for ensuring leaders apply new skills on the job.
Assessment centers used for leadership selection and development are best characterized by:
Answer: Use of multiple trained assessors, multiple simulation exercises, and evaluation of multiple competencies
Assessment centers are defined by multiple trained assessors observing behavior across multiple job-relevant simulation exercises to evaluate multiple competencies, providing strong construct and criterion validity.
Effective leadership succession planning programs for identifying high-potential employees should:
Answer: Take a multi-dimensional approach assessing ability, aspiration, and engagement alongside performance
Research on succession planning shows that effective high-potential identification requires assessing multiple dimensions—cognitive ability, personality, aspiration, and engagement—alongside current performance to predict future leadership success.
The concept of 'developmental readiness' in leadership development refers to:
Answer: The degree to which an individual is motivated and open to learn and grow from developmental experiences
Developmental readiness reflects the degree to which an individual possesses the motivation, learning goal orientation, openness to experience, and resilience needed to benefit from developmental challenges.
Research on executive coaching effectiveness consistently finds that outcomes are most strongly predicted by:
Answer: The quality of the working alliance between the coach and the coachee
Research on executive coaching consistently finds that the working alliance—characterized by mutual trust, agreement on goals, and strong rapport between coach and coachee—is the strongest predictor of positive outcomes.