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

 
 
 
 

Developmental coaching is all about establishing long term goals and expectations for growth and so works well for someone who is interested in growing in their position or career.

Other Questions Of This Category

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

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

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

Key performance indicators are used for what purpose? (Select all that apply.)

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

When coaching managers, it is important to establish key performance indicators, goals, expectations, etc. for them, just as you would with any other employee. True or false?

What is the most essential tool for a coach manager when establishing a coaching culture within an organization?

Julia has been working in the same position for 10 years. While she does a good job in her position, she doesn't seem to want to advance and hates change. Julia is likely which type of employee?

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

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.)

What is the difference between KPIs and goals?

Which of the following are important to talk about when coaching managers? (Select all that apply.)

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

How are personal development goals defined?

To what is Kris referring when she discusses the danger of not coaching the person in the room?