What is major takeaway of Thomas Sterner’s book, The Practicing Mind?

Exactly. As adults we have a tendency to just want a result – to be immediately great at something and we often get frustrated when we don’t experience that result. Sterner argues that there is value in the practice, the continual improvement in something. A message I want you to remember.

Other Questions Of This Category

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…

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

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

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

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?

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…

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,…

When an employee brings you a problem, as a manager, which of the following is the best course to take?

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…

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

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…

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.)

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.

Why is it important to confirm willingness to be coached with an employee?