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 made the transition successfully. Which of the following would be the good strategies to handle the situation? (Select all that apply.)

This strategy is a good way of getting the employee extra help and is a good application of the Skill Set Coaching Model appropriate for such a situation.

Correct

This is a good application of the Skill Set Coaching Model appropriate for such a situation.

An employee who knows that their supervisor has faith in their ability to do a job is always a much better approach than threatening or reprimanding an employee.

Other Questions Of This Category

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 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…

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 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?

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…

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?

You have an employee who you can see is struggling with the quality of his reports. What is the first thing that you should do?

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

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…

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

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

Suppose an employee comes to you to discuss being troubled by something said by a coworker who is also under your supervision. Here’s the scenario: The employee, Elaine, reports that a colleague said,…

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…

Which one of the following is a complete representation of the process you should follow to use the Feedback Loop correctly?

Suppose you are sitting down with a fellow manager to coach him on a performance gap. What two things do you want to balance at the start of the conversation to create an environment in which he will…