While doing Mindset Coaching, which of the following should NOT be done?

When a manager inserts their assumptions into the coaching conversation, they tend to shut down the expression of the employee’s thinking. Making assumptions tends to have a negative effect; therefore, this is something you should not do while you are engaged in Mindset Coaching.

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.)

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.)

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?

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…

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

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…

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

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…

It’s rare that someone actually identifies their thoughts as such. Which of the following are examples of how employees actually share their thoughts? (Select 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?

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…

Which one of the following is a complete representation of the process you should follow to use the Feedback Loop correctly?

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