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?

Offer to role-play using the new skill. Role-playing is important when learning a new skill. No one becomes an expert without practice. As managers, we should recognize that that we can’t just tell people to do stuff and expect them to do well what they have never done before.

Other Questions Of This Category

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?

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?

Suppose an employee comes to you to complain that coworkers are not helping him when he asks for direction on complicated tasks. He wants you, as their supervisor, to make them be available to answer…

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

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.)

As a manager who manages other managers, recognize that you will have to have conversations with your direct reports about their coaching skill. What is the only way you're going to be able to do…

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…

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

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,…

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…

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…

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…

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…

When you are coaching a formerly high performer with a performance gap, who is not resistant to learning, what kind of coaching model should be your primary approach?