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

The manager helped the employee recognize that she could choose to shift her focus off what she could not control and onto that which she could control. We cannot control how others behave or what they say. Sometimes you will need to help your employees accept that people will say negative things to or about us.

The manager offered to role-play how the employee could respond in a better way the next time the situation arose. Managers should recognize that we can’t just tell people to do stuff then expect them to know how without every practicing. Offer to role-play new situations to help your employees practice. This manager offered,

The manager started by asking the employee to explain what was going on, then asked a few additional questions and listened to uncover what the employee was thinking. The manager first asked the employee to explain what was going on. The employee told her, “Well, they’re saying these kinds of things about me and my skillset. Maybe I should go to the training again.” Then the manager asked additional questions –

The manager worked backwards through the Thought Model. Once the result had been identified, the manager worked backwards through the Thought Model by asking the question, “What would you like your result to be?” “And what do you need to do; what action would you need to take?” “What would you need to feel to take that kind of action?

Other Questions Of This Category

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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?

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It’s rare that someone actually identifies their thoughts as such. Which of the following are examples of how employees actually share their thoughts? (Select all that apply.)

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?

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…

In the non-example, when Elaine complained of difficult colleagues, which of the following things did the manager do wrong? (Select all that apply.)

In what ways did the manager in the good example express a positive demeanor toward the employee? (Select all that apply.)

Why do many managers fall short of effectively coaching? (Select all that apply.)

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