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.)

Verbally invite her to be involved in finding and implementing a solution. In the good example, the manager asked her to be involved when she asked her to identify a colleague who had mastered the skill she needed to acquire. Don’t hesitate to go ahead and ask your employee to participate in finding and implementing a solution.

Ask her, “Who do you know on the team who is doing well with this skill with which you are struggling?” In the good example, the manager asked the employee this question. By asking, the employee to identify a colleague who has mastered the skill he or she needs to acquire, you get buy-in for the next step in the Skill Set Coaching Model process that will be carried out by that employee.

Identify that you want the employee to be involved in the solution. In the good example, the manager invited the employee to be involved in the solution. Even when you identify a skill set gap, you should still identify that you want the employee to be involved in the solution.

Other Questions Of This Category

In the good example of coaching someone dealing with difficult colleagues, what did the manager do right? (Select the 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,…

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…

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…

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?

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…

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…

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?

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

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?

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…

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?

In the non-example, when Elaine complained of difficult colleagues, which of the following things did the manager do wrong? (Select all that apply.)

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…

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