Make coaching work

The article argues that -

The only two forms of coaching are internal, managerial coaching and external coaching

None of these statements are correct

Group coaching is not an effective form of coaching

Peer coaching should not be considered a viable form of coaching

Which of the following statements is most likely to be correct?

Pressure-based coaching is likely to be more supportive and nurturing than facilitative coaching

Managers who use a lot of the facilitative coaching style may display more negative emotions such as anger and disappointment than managers who tend to use more pressure-based coaching tactics

Facilitative coaching involves displaying a warmer interpersonal manner than pressure-based coaching

Facilitative coaching is always more effective than pressure-based coaching

Which of these consequences is likely when a manager favours the pressure-based style?

Employees may perceive the manager as being hostile or aggressive

Employees may fear reprisals when they make mistakes

Employees may feel less engaged in their work than other colleagues whose managers tend to favour more of the facilitative style of coaching

All of these answers are true

Which of the following statements is the most correct?

External coaches use the pressure-based style more than managerial coaches

Effective external coaches are likely to use the facilitative style more than the pressure-based style of coaching with coachees because external coaches do not have formal authority over coachees

In the long run, managerial coaches get better results from the pressure-based style than when they use the facilitative style of coaching

External coaching is always less effective than internal, managerial coaching

Which of the following behaviours (as experienced by a direct report) is most likely to be representative of the facilitative coaching style?

My manager focuses on even the smallest details of my performance and brings up even the smallest mistakes

My line manager sets me tough goals and objectives that are difficult to achieve

My line manager relies heavily on schedules, deadlines and reminders to manage my performance

My line manager encourages me to come up with ideas and suggestions on how I can better contribute to the team

Which of the following behaviours (as experienced by a direct report) is most likely to be representative of the pressure-based coaching style?

My line manager relies extensively on providing feedback and criticism in order to manage my performance

My line manager provides extensive praise and uses rewards in order to incentivise good performance

My line manager empowers me and gives me significant say in how best to do my work

My line manager is a friendly, supportive person who has my best interests at heart

What is or are the most likely reason(s) that managers and their direct reports do not agree on the style of coaching that is provided?

Managers lack self-awareness of how their behaviour is perceived by their direct reports because they do not ask for enough upward feedback from their reports

All of these answers are correct

Managers are too focused on looking for their next promotion to think about how their coaching may be perceived by their direct reports

Managers frequently lie about the effectiveness of the coaching that they provide due to political reasons

External coaching may be beneficial when -

An individual's line manager provides poor-quality managerial coaching

All of these answers are correct

Individuals wish to have a second opinion on how best to develop themselves

Individuals want to have a safe space in which to discuss their ideas and improve their skills

In most situations, effective managers should -

Use the facilitative coaching style more than the pressure-based style

Seek to use the facilitative coaching style and pressure-based style in roughly equal measure

Almost exclusively use facilitative coaching style

Never use the pressure-based coaching style

Research suggests that -

Coaching usually delivers better outcomes when coachees have access to multisource feedback about their performance

Managerial coaching is usually less effective than the coaching provided by an external, professional coach

External coaches provide better quality coaching because they tend to use the facilitative coaching style rather than the pressure-based coaching style

Good quality managerial coaching delivers better outcomes than external coaching

The article argues that -

Which of the following statements is most likely to be correct?

Which of these consequences is likely when a manager favours the pressure-based style?

Which of the following statements is the most correct?

Which of the following behaviours (as experienced by a direct report) is most likely to be representative of the facilitative coaching style?

Which of the following behaviours (as experienced by a direct report) is most likely to be representative of the pressure-based coaching style?

What is or are the most likely reason(s) that managers and their direct reports do not agree on the style of coaching that is provided?

External coaching may be beneficial when -

In most situations, effective managers should -

Research suggests that -

You scored

0

out of

0

Test passed. Enter your details to download your certificate. Your certificate will also be sent to you by email.

Our sites

Useful links

Using this site

Contact us

Planned system updates