Quiz: Overcoming Resistance in Coaching_PHS

During a coaching session, you notice that the employee is not open to feedback and is constantly justifying their actions. What approach would you take to address this resistance?

• Disregard their justification and impose your viewpoints.

• Engage in a dialogue to understand their perspective and gently guide them to see other viewpoints.

• Criticize their inability to accept feedback.

• End the coaching session abruptly.

Answer explanation

Engaging in a dialogue allows for a two-way communication where the employee feels heard and respected. This approach can help in breaking down resistance and fostering a positive coaching relationship.

An employee seems resistant to change due to fear of failure. How would you coach them through this?

• Tell them that failure is not an option.

• Encourage them to ignore their fears and focus on the positives.

• Help them to reframe their fear into an opportunity for growth and learning.

• Suggest that they should consider a different job if they can't adapt to change.

Answer explanation

Reframing helps in changing the narrative around fear of failure, encouraging the employee to view it as a learning opportunity rather than a setback, which can reduce resistance.

You are coaching a team leader who is resistant to implementing new team dynamics because they feel it might disrupt the existing harmony. What strategy would you employ?

• Insist that they must implement the changes without considering the potential disruption.

• Help them explore potential outcomes and develop strategies to maintain harmony during the transition.

• Suggest that maintaining the status quo is the best option.

• Criticize their reluctance to implement new dynamics.

Answer explanation

Helping them explore potential outcomes allows for a proactive approach where the leader can anticipate challenges and develop strategies to maintain harmony, reducing resistance to change.

An employee is resistant to participating in a new training program. How would you approach this situation?

• Engage them in a conversation to understand their reservations and offer support.

• Tell them that their opinion doesn't matter and they must attend the training.

• Mandate their participation without addressing their concerns.

• Ignore their resistance and proceed with other coaching agendas.

Answer explanation

Engaging in a conversation helps in understanding the employee's concerns and offering support, which can potentially reduce resistance and encourage participation.

You are coaching an employee who is resistant to taking on a new role due to lack of confidence in their abilities. What strategy would you employ?

• Tell them that they have no choice but to accept the new role.

• Suggest that they should decline the new role if they lack confidence.

• Criticize their lack of confidence and insist on accepting the new role.

• Help them identify their strengths and develop a plan to build confidence in their abilities.

Answer explanation

Helping the employee identify their strengths and develop a confidence-building plan encourages a positive approach to overcoming resistance, fostering growth and development.