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

Many managers who are not effective in coaching conversations think that they are coaching well. That is when they need someone to coach them in the coaching process. There are effective models and tools that can be learned with practice. The knowledge you have gained in this module will help you learn to coach well.

Many managers who are not effective in coaching conversations say and think that they don’t have the time required to coach well. However, our scenarios demonstrated that it did not take much longer to coach well that to do a poor job of coaching.

Other Questions Of This Category

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…

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

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…

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…

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…

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

True or false, it's normal to feel uncomfortable when you are starting out conducting coaching conversations.

In the non-example, when Elaine complained of difficult colleagues, which of the following things did the manager do wrong? (Select 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 coach, what are the most important things to remember when conducting a coaching conversation?

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?

True or false, when you are coaching other managers you should use different tools than those used when you are coaching employees under your supervision.

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…

Why is it important to establish trust into a manager-employee relationship?