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

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

They fail to set a coaching agenda with their managers

They fail to meet with their managers once every 30 days

They forget that managers need development and coaching, too

They skip-level manage and coach employees directly, superseding the authority of managers that report to them

Exactly. It’s often assumed that managers have all the skills and mind set to do their jobs, but everyone has some weaknesses that need to be worked on.

Once developed, a manager is solely responsible for filling out a coaching agenda for each of their employees. True or false?

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

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?

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

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

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

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

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

What is the most essential tool for a coach manager when establishing a coaching culture within an organization?

It’s important to establish a culture of coaching and accountability with the managers that report to you so they will, in turn, establish that same culture with the employees that report to them.…

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.)

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

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

Which of the following are important to talk about when coaching managers? (Select all that apply.)

The way to coach someone to arrive to work on time is to make suggestions to the employee on how to go about doing so, such as “Have you thought about leaving earlier?”, or “Have you thought about…