[rank_math_breadcrumb]

You have an employee who you can see is struggling with the quality of his reports. What is the first thing that you should do?

Ask the employee why he thinks that the quality of his reports are poor.

Pull the employee aside and indicate to him your concern about the quality of his reports and that there will be repercussions if you don’t see an improvement.

Indicate to him your concern about the quality of the reports and ask if he would like talk about it with you.

It’s important to first affirm with the employee that they are okay participating in a coaching conversation before doing so. This helps to demonstrate to the employee that you want to work with him to improve his report writing.

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?

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…

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…

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…

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 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…

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…

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…

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

When an employee brings you a problem, as a manager, which of the following is the best course to take?

Why is it important to confirm willingness to be coached with an employee?

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?

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

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