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

 
 
 
 
 
 

Exactly. It’s important to focus on the individual with whom you are having a conversation in that moment; other employees should each be dealt with separately and consistently.

Other Questions Of This Category

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

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

What are some advantages to having a consistent coaching practice? (Select all that apply.)

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

What is a simple KPI measurement that Kris recommends when coaching managers that report to you?

What is the most common pitfall that directors or higher level managers experience when coaching managers, according to Kris?

Kris recommends that performance reviews be conducted how often with each employee?

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

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

Coaching the person who is frustrated with a difficult colleague isn’t helpful, it’s best to go directly to the source and coach the difficult colleague instead. True or false?

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

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

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

Once developed, a manager is solely responsible for filling out a coaching agenda for each of their employees. 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.)