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

Choose a Developmental Coaching Conversation for an employee who is already a high performer. If the employee is not performing up to par, and has not been a high performer, you would choose a more direct management conversation. Before starting a conversation with an employee, the manager should determine if it should be a Developmental Coaching Conversation or a Directive Management Conversation.

Other Questions Of This Category

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…

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

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?

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…

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?

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 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.)

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?

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…

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 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 have a previously high performing employee, who has recently started taking office supplies home for personal use. The behavior has been repeated and the volume being removed so large that…

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

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

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…