True or false. Most performance issues have more to do with mindset gaps than skill set gaps, more to do with an employee’s thinking rather than their ability.

This is true. As we talked about in the Identifying Thoughts video, while there definitely are skill set gaps that need addressing, the vast majority of performance gaps are actually related to thoughts – not an employee’s ability to do something.

Other Questions Of This Category

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.)

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…

While doing Mindset Coaching, which of the following should NOT be done?

As a coach, what are the most important things to remember when conducting a coaching conversation?

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.)

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…

True or false, when you are using the Thought Model, the majority of the work that's happening in the conversation is taking place within the employee’s thought process.

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

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…

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?

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…

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…

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?

How would you characterize the following statement?I feel like I could do better using the new system.

When someone you are coaching is working on a NEW skill, what could you do that would help him or her learn to use that skill well and feel comfortable with it?