Coaching Clinic

What is the primary purpose of coaching in the workplace?

• To solve an employee’s problems directly.
• To provide career advancement opportunities.
• To facilitate self-directed learning and growth.
• To evaluate an employee’s performance formally.

When is coaching MOST appropriate?

• When an employee lacks basic job skills.
• When an employee is resistant to feedback.
• When an employee is motivated but needs clarity.
• When an employee is underperforming with no willingness to improve.

Which technique is central to effective coaching?

• Giving direct advice based on experience.
• Asking open-ended questions and active listening.
• Setting strict deadlines for goal completion.
• Sharing personal success stories to inspire.

Who should NOT be coached?

• A high-potential employee struggling with time management.
• An employee unaware of their performance gaps.
• A team member resistant to changing their behavior.
• A new hire eager to learn company processes.

What differentiates coaching from mentoring?

• Coaching focuses on long-term career goals.
• Mentoring involves structured weekly meetings.
• Coaching is advice-driven, while mentoring is question-driven.
• Mentoring shares experience, while coaching unlocks the coachee’s own insights.

A manager notices an employee missing deadlines. What is a coaching approach?

• Assign a mentor to monitor their work.
• Ask, “What obstacles are affecting your timelines?”
• Warn them about consequences of poor performance.
• Provide a step-by-step plan to improve productivity.

What is a common coaching mistake managers make?

• Focusing on the employee’s strengths.
• Assuming they must have all the answers.
• Setting SMART goals collaboratively.
• Scheduling regular check-ins.

When should coaching transition to counseling?

• When the employee needs technical skills.
• When the employee faces emotional distress.
• When the employee requests a promotion.
• When the employee disagrees with feedback.

Which question is MOST aligned with a coaching mindset?

• “Why did you miss the target?”
• “Do you understand your responsibilities?”
• “Have you considered trying X strategy?”
• “What steps will you take to improve?”

What indicates successful coaching?

• The employee seeks approval less frequently.
• The employee completes tasks faster.
• The manager feels more in control of outcomes.
• The employee relies on the manager for solutions.