The Art of Leadership, 6e (Manning)
Chapter 16 The Leader as Coach
1) Many leaders view ________ as the most rewarding of all their tasks.
A) developing others
B) travel
C) staffing
D) performance appraisal
E) reading
2) It is a proven fact that expectation of failure can help bring about failure. Conversely,
expectation of success can help bring about success. This phenomenon is called the:
A) glass-ceiling effect.
B) Pygmalion effect.
C) Golem effect.
D) Zeigarnik effect.
3) The term “________” is derived from The Odyssey by Homer.
A) potential
B) education
C) growth
D) mentor
E) none of these
4) In the context of the five types of leaders or coaches who develop others, which of the following
is a type of leader or coach who seeks the source of illness and health in a follower’s personality?
A) Missionaries
B) Elected leaders
C) Mystic healers
D) Priests
5) In the context of the five types of leaders or coaches who help in developing others, which of the
following statements is most likely true of shamans?
A) They focus the attention of their followers on themselves.
B) They are agents of omnipotent authority.
C) They teach out of personal conviction.
D) They require the consent of their followers to derive power.
6) In the context of the five types of leaders or coaches who help in developing others, which of the
following statements is most likely true of missionaries?
A) They believe in a utopian view of the future and a program for achieving reforms.
B) They undergo trials, self-transformation, training, or some other rite to achieve their positions.
C) They operate in a hierarchy with roles and duties in a hierarchical ladder.
D) They require flexibility to vary treatment according to the nature and needs of each individual.
7) Flying planes helped Thomas J. Watson, Jr. develop ________, which helped him become a
successful business leader.
A) mental powers
B) good relations
C) discipline
D) self-esteem
E) none of these
8) In the context of the five types of leaders or coaches who develop others, which of the following
is a type of leader or coach who derives power not only from their own experience but also from
the mandate of their followers?
A) Missionaries
B) Shamans
C) Mystic healers
D) Elected leaders
9) An effective way to learn is by ________.
A) reading a book
B) recitation
C) passive learning
D) self-promotion
E) studying the masters
10) In the context of the principles of developing others, which of the following is most likely a
personal condition conducive for growth?
A) People provided with a variety of learning experiences
B) People rewarded through recognition and tangible signs of approval
C) People growing when they are encouraged by someone they respect
D) People expressing themselves honestly and listening with respect to the views of others
11) In the context of the employer-employee relationship, which of the following is one of the “big
three” qualities employers want in an employee?
A) Leadership potential
B) Good problem-solving ability
C) High-attitude–low-maintenance approach to work
D) Creative responses to setbacks
12) In the context of the employer–employee relationship, which of the following is one of the “big
three” qualities that an employee should have?
A) He or she should have the ability to get along well with others.
B) He or she should take initiative and be a self-starter.
C) He or she should have creative responses to setbacks and obstacles.
D) He or she should have leadership potential.
13) The meaning of “Why Can’t Roger Learn?” is that
A) clarity of assignment combined with fear of punishment is a good leadership approach.
B) slow learners exist everywhere.
C) if a student doesn’t learn, it is the parents’ fault.
D) a leader/teacher’s ability to teach is an important determinant of the learner’s performance.
E) a good teacher does not make a good leader.
14) In the context of the types of coaches or leaders who help develop others, which of the
following teach out of personal conviction, believing in certain ideals and seeing it as a duty to
pass on these ideals to others?
A) Shamans
B) Priests
C) Missionaries
D) Mystic healers
15) In the context of the principles for developing others, organizational conditions conducive to
growth include
A) growth being rewarded through recognition and tangible signs of approval.
B) growth of people when their plans move from general goals to specific actions.
C) people growing when they are encouraged by someone they respect.
D) growth of people as they move from external to internal commitment.
16) Principles to follow in developing others include
A) having a respectful attitude.
B) building self-esteem.
C) using coaching versus judging.
D) practicing to build proficiency.
E) all of these.
17) Types of training provided to ensure organizational performance include
A) executive development.
B) management development.
C) supervisory development.
D) staff/employee training.
E) all of these.
18) Types of leadership training interventions include
A) one-on-one coaching.
B) formal education.
C) on-the job learning.
D) all of these.
E) none of these.
19) Which of the following is a basic rule for succeeding in one’s work career?
A) Delivering results
B) Being considerate
C) Putting one’s best foot forward
D) Having integrity
E) All of these
20) Personal conditions conducive to growth include
A) felt need.
B) encouragement.
C) plans to move from general goals to specific action.
D) self-esteem.
E) all of these.
21) Which of the following conditions is NOT conducive to the growth of people?
A) When there is a felt need
B) When their plans move from general goals to specific actions
C) When they are coerced by an autocratic leader
D) When they move from external to internal commitment
22) Low expectation of success leading to poor performance is known as the
A) failure syndrome.
B) Golem effect.
C) James theorem.
D) none of these.
23) In the context of the principles of developing others, judging differs from coaching in that
judging is
A) ongoing and provided as needed.
B) involved in improving performance.
C) standardized for all individuals.
D) interactive and two-way.
24) According to the conscious-competence performance model, in level IV of performance
effectiveness, a performer is
A) unconscious and incompetent.
B) consciously competent.
C) unconsciously competent.
D) consciously incompetent.
25) According to the conscious-competence performance model, in level III of performance
effectiveness, a performer is
A) unconscious and incompetent.
B) consciously competent.
C) unconsciously competent.
D) consciously incompetent.
26) According to Donald Kirkpatrick’s The Four Levels of Approach, which of the following is
measured by improvement in bottom-line results such as sales, quality, customer satisfaction,
safety, employee morale, turnover, costs, and profits?
A) Application
B) Learning
C) Impact
D) Satisfaction
27) Research on best practices in coaching and mentoring shows all EXCEPT that
A) the person being coached or mentored must want to improve.
B) some behaviors cannot be changed.
C) practice is critical for success.
D) accountability for effort must be maintained.
E) age and success are inversely related.
28) Employee retention is enhanced when the answer is yes to all but one of the following
questions
A) Do I know what is expected of me at work?
B) Do I have the opportunity to do what I do best every day?
C) Is my pay in line with my performance?
D) Is there someone at work who encourages my development?
E) In the last seven days, have I received recognition or praise for doing good work?
29) According to the conscious-competence performance model, at which level of performance
effectiveness is one conscious of one’s incompetence?
A) Level I
B) Level II
C) Level III
D) Level IV
30) According to the conscious-competence performance model, which of the following is true of
level I of performance effectiveness?
A) One is unconsciously competent.
B) One is conscious of one’s competence.
C) One is conscious of one’s incompetence.
D) One is unconsciously incompetent.
31) In the context of the principles to follow in developing others, which of the following is a
difference between judging and coaching?
A) Judging is ongoing, whereas coaching is time-specific.
B) Judging is unilateral, one-way, whereas coaching is interactive, two-way.
C) Judging improves performance, whereas coaching labels performance.
D) Judging is tailored to each individual, whereas coaching is standardized for all subjects.
32) The Dream Manager shows ________ of leaders can be nudged in the direction of effective
leadership and the retention of good people.
A) 80 percent
B) 60 percent
C) 40 percent
D) 20 percent
E) 0 percent
33) In the context of measurement of learning effectiveness, which of the following is defined as a
measurable improvement in knowledge, skills, and attitudes?
A) Application
B) Learning
C) Impact
D) Satisfaction
34) The Gallup organization has identified four human capital strategies that continue to achieve
________ more growth in revenue per employee.
A) 40 percent
B) 50 percent
C) 59 percent
D) 29 percent
35) Which of the following is one of the three basic steps of the peak-performance process?
A) Picturing the completed thing
B) Deciding what is important to others
C) Finding a mentor
D) Gathering tools and materials
36) Ralph Waldo Emerson decried “city dolls” who
A) were uneducated and unskilled
B) were self-oriented and would not work well on a team.
C) felt entitled and complained when life wasn’t easy.
D) broke established traditions for doing work.
37) Calvin Coolidge saw ________ as the most important requirement for solving problems.
A) talent
B) persistence
C) genius
D) education
38) In the context of the peak-performance process, exhilaration results from performing at one’s
full potential in a given endeavor at a certain point in time.
39) Through research on best practices, the American Society of Training and Development
(ASTD) has developed a model of training that supports organizational effectiveness and
contributes to individual productivity.
40) Many leaders have grown through the example, advice, and encouragement of direct reports.
41) The trainee should practice newly acquired skills after training is completed to enhance the
learning process.
42) In the context of the five types of leader or coaches who help in developing others,
missionaries teach out of personal conviction, believing in certain ideals and seeing it as a duty to
pass on these ideals to others.
43) In the context of the five types of leader or coaches who help in developing others, elected
leaders are agents of omnipotent authority, and the people who follow them are taught to see
themselves as set apart from others.
44) According to the Pygmalion effect, expectation of failure can help bring about failure and
expectation of success can help bring about success.
45) According to the American Society of Training and Development (ASTD), leadership
development, technical procedures, and information technology are the three most cited types of
training provided to employees in the United States.
46) The most effective leadership development efforts are: 1) sponsored by senior leaders; 2)
strategically important; 3) sustained over time; 4) behavior based, emphasizing on-the-job
application.
47) In the context of the measurement of learning effectiveness, the four factors of training
effectiveness are pace, relevance, value, and participation.
48) Closely related to the Pygmalion effect is the Galatea Effect where low expectation leads to
reduced performance.
49) Among other practices, high performance companies treat all employees like top draft choices,
set high performance “stretch goals,” provide input and resources needed to achieve success, and
reward hard work and accomplishments.
50) Research shows training pays off in terms of higher net sales and gross profitability per
employee.
16
Match the items below with their descriptions:
A) how to learn leadership
B) rules for succeeding in one’s career
C) how to keep good people
D) felt need, encouragement, specific actions, self-esteem, internal commitment
E) most rewarding leadership task
51) studying masters
52) personal conditions conducive to growth
53) let people know what is expected of them; give them materials and equipment to do the job
right; give them the chance to do what they do best; provide recognition and praise for good work;
encourage their development
54) play to your strength, deliver results, be considerate, have integrity, keep a positive attitude
55) developing others