Assessment Module three - Performance Masters -Daman-29 November

1. What is a key difference between coaching and mentoring regarding their timeframes and relationship structures?

• Coaching is typically longer-term, with relationships spanning several years, while mentoring is often a short-term, goal-oriented approach.

• Mentoring is often longer-term, sometimes lasting years or even a lifetime, whereas coaching might be as short as a 10- or 15-minute conversation or extend to a longer-term relationship.

• Both coaching and mentoring are always short-term, goal-specific interactions that last for a few weeks to a few months.

• Coaching and mentoring have no significant differences in timeframes; they are interchangeable in duration and structure.

2. What is a key aspect of reverse coaching?

• It emphasizes traditional hierarchical structures in the workplace.

• It provides an opportunity for senior employees to mentor junior staff.

• It allows experienced professionals to gain fresh perspectives and skills from junior employees.

• It focuses primarily on improving the technical skills of senior staff.

3. Which of the following best describes a characteristic of coaching compared to mentoring?

• Coaching requires formal qualifications and training, while mentoring does not necessarily need qualifications or training.

• Coaching is always a more structured form of development than mentoring.

• Mentoring is more about providing a neutral 'sounding board' and confidentiality, unlike coaching, which focuses on task execution.

• All of the above

4. What does the 'O' in the OSKAR model represent in coaching?

• Obstacles

• Options

• Outcome

• Operations

5. In the OSKAR model, the 'Review' step is crucial for:

• Setting initial goals and expectations.

• Checking in on progress and adjusting plans as necessary.

• Identifying the skills and resources of the individual.

• Developing a deep understanding of the problem.

6. How does the focus of the OSKAR model differ from the GROW model in coaching?

• The OSKAR model is more focused on identifying and overcoming obstacles, while the GROW model is about goal setting and reality assessment.

• The GROW model is primarily about exploring different options and ways forward, while the OSKAR model is solution-focused and emphasises on leveraging strengths.

• The GROW model emphasises more on will and motivation, whereas the OSKAR model is more structured around scaling and review.

• Both models have a similar approach but differ mainly in their terminology and the sequence of steps.

7. What does the 'visible part' of the iceberg represent in the Iceberg coaching model?

• Deep-seated beliefs and values

• Subconscious thoughts and motivations

• Behaviours, actions, and events

• Hidden skills and talents

According to the Iceberg model, why is it important to understand the intent behind a person's actions?

• To predict future actions and behaviours of the person

• To identify and address underlying issues affecting performance

• To recognise the skills and abilities of the person

• To assess the level of compliance with organisational policies

9. In the Skill-Will Matrix, how should a manager ideally handle a team member with high skill but low will?

• Offer additional motivation and support to improve their will

• Fully empower them and delegate additional responsibilities

• Provide more training and mentoring to improve their skills further

• Consider exiting them from the organisation due to their low performance

10. Why is follow-up considered crucial after a coaching session between an employee and a line manager?

• It provides a chance for extra coaching sessions.

• Follow-up only helps in documenting the coaching process.

• It reinforces learning, development, and accountability, and helps in continuous improvement.

• Follow-up is only necessary for underperforming employees.