Home » Coaching Practices » What is a common mistake Kris cites that many organizations make with their employees?

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

There is too much of a focus on tactical as opposed to developmental accountability

Employees are not given adequate time to improve performance

Accountability for improved performance only falls to the employee, not their manager

All of the above

None of the above

Employees and managers are accountable for an employee’s improved performance – that’s really the whole point of coaching, right? Managers need to be held accountable for their employees’ performance.

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

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

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

Coaching someone who is consistently late for work is typically an example of:

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

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

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

Coaching someone who is frustrated with a colleague who doesn't meet their expectations is typically an example of: (Select all that apply.)

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

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

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

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

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

When coaching managers, they are so advanced in their careers that they rarely require skill set coaching. True or false?

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