If you are coaching a former high performer who recently developed a behavior problem, what should you do if his or her idea of a resolution is to have the company or you change the circumstances?

Direct the employee to stay focused on changing his or her behavior and take ownership of resolving the issue instead of putting that responsibility onto the organization. In truth, changing the circumstances does not usually solve the problem. Whatever might be preventing and employee from meeting expectations would most likely still be an issue even if the manager changed the circumstances.

Other Questions Of This Category

If you are coaching a former high performer who recently developed a behavior problem, what should you do if she says she doesn’t have any ideas of what she might do differently to resolve the…

When you are coaching an employee who has formerly been a high performer, currently experiencing a skill gap, how could you invite her to be involved in a solution? (Select all that apply.)

Suppose you have a previously high performing employee, who has recently started taking office supplies home for personal use. The behavior has been repeated and the volume being removed so large that…

Suppose an employee you are managing has been consistently coming back late after lunch. He has previously been a high performer. How would it be best to approach this situation?

Which of the following should you use for an employee who is already a high performer?

As a manager who manages other managers, recognize that you will have to have conversations with your direct reports about their coaching skill. What is the only way you're going to be able to do…

Sometimes a manager thinks they have done a good job when they have addressed the issue and told the employee what they want them to do differently. However, an effective coaching conversation goes…

In the good example of coaching someone dealing with difficult colleagues, what did the manager do right? (Select the all that apply.)

Suppose you have an employee who has previously been a high performer but is struggling to meet standards using new technology that has been adopted three months ago. Most of the other employees have…

You sit down with an employee for your monthly one-on-one. You ask how things are going with her, and she immediately launches into a diatribe about how another employee is making her life difficult…

When you are coaching a formerly high performer with a performance gap, who is not resistant to learning, what kind of coaching model should be your primary approach?

Drawing from the scenarios we observed in this course, what can be a very powerful way to see where gaps lie in another manager’s coaching skills?

Suppose an employee comes to you to complain that coworkers are not helping him when he asks for direction on complicated tasks. He wants you, as their supervisor, to make them be available to answer…

The managers in the good example and ineffective example of Skill Set Coaching both pointed out the problem. The manager in the good example did something more that made the employee more responsive…

Suppose you are supervising an employee who has a performance gap in using a technology that you do not know how to use. How would be the best way to approach helping that employee fill the…