Home » Coaching Practices » Coaching someone who is easily distracted is typically an example of:

Coaching someone who is easily distracted is typically an example of:

Skill set performance gap

Developmental accountability

Developmental accountability is correct because this situation is really about holding employees accountable for the expectation to stay on task, but helping an employee to learn how to do this through coaching is likely needed.

Tactical accountability

Mindset performance gap

Coaching someone who misses deadlines on a regular basis is typically an example of: (Select all that apply.)

Coaching someone who is consistently late for work is typically an example of:

Coaching someone who is frustrated with a colleague who doesn't meet their expectations is typically an example of: (Select all that apply.)

Does tactical or developmental coaching work better for someone whom you’ve identified as an ascending employee?

Coaching someone who was once highly successful in their position, but isn't any longer is typically an example of: (Select all that apply.)

What is a common mistake Kris cites that many organizations make with their employees?

Someone who is distracted at work could either be facing a problem with their mindset or skill set. True or false?

What are some important considerations when coaching managers? (Select all that apply.)

A person who has been identified as a poor performer likely will benefit from which of the following types of coaching?

A director is ultimately responsible for holding the employee accountable for their performance, not the manager that employee reports to. True or false?

When coaching managers, they are so advanced in their careers that they rarely require skill set coaching. True or false?

Someone who is distracted at work is a sure sign of laziness in an employee. True or false?

Who are the three types of employees that managers experience at any given time on their team as part of the employee performance continuum? (Select all that apply.)