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?

Other Questions Of This Category

Which of the following should you use for an employee who is already a high performer?

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.)

On the Employee Continuum, there is a range between strong performers who consistently have high performance and employees who are not performing well and have not demonstrated consistently high…

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 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…

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.

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…

Module 1 covered learning to use the Thought Model, distinguishing between Mindset and Skill Set Coaching, and distinguishing between using Developmental Coaching and a Directive Management…

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?

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…

During a coaching conversation, if someone says to you, "When I think of all I have to do, I feel hopeless," how would you respond?

If you are coaching a former high performer who recently developed a behavior problem, what should you do if his or her idea of a resolution is to have the company or you change the circumstances?

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

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…