1. Coaching is the process that supervisors use to help individuals continually reach their highest level of performance.
a. True
b. False
2. The focus of coaching conversations is employee discipline.
a. True
b. False
3. If a topic has present or future impact on an employee’s performance, then it is a suitable topic for a coaching
session.
a. True
b. False
4. In the 1940s, a counsellor’s primary job was to give advice.
a. True
b. False
5. Employee assistance programs are successful when counselors work outside the formal chain of command.
a. True
b. False
6. Many supervisors reject coaching because they view it as a passive process.
a. True
b. False
7. Supervisors may neglect their coaching role because they lack confidence.
a. True
b. False
8. Coaching is often neglected by supervisors because it is a time consuming task.
a. True
b. False
a. True
b. False
ANSWER:
POINTS:
DIFFICULTY:
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
KEYWORDS:
True
1
Difficulty: Easy
SPMT.MOSL.15.11.02
United States – BUSPROG: Analytic
Bloom‘s: Comprehension
9. Tutoring is helping team members gain knowledge, skill, and competency.
a. True
b. False
10. Monitoring is the coaching activity that teaches teach political savvy, understanding of the organization’s culture, and
ways to advance one’s career.
a. True
b. False
11. Mentoring is more personal, practical, and job specific than training.
a. True
b. False
12. Through confronting/challenging, successful coaches help less-than-successful performers become successful and
challenge successful ones to reach even higher levels.
a. True
b. False
ANSWER:
POINTS:
DIFFICULTY:
LEARNING
OBJECTIVES:
NATIONAL
False
1
Difficulty: Easy
SPMT.MOSL.15.11.03
United States – BUSPROG: Analytic
Bloom‘s: Comprehension
13. When counseling, it is important for the supervisor to help the team member gain confidence in his or her ability to
handle problems.
a. True
b. False
14. Combining all four coaching functions in a single coaching session is impractical.
a. True
b. False
15. Confronting/Challenging involves understanding how to approach and gain influence with powerful organization
members.
a. True
b. False
16. Most coaching actions are initiated by the supervisor rather than the team member.
17. The supervisor must create a supportive atmosphere that encourages contact.
a. True
b. False
18. Confirming is showing through a range of non-evaluative verbal responses that you have listened to what the
employee has stated.
a. True
b. False
19. Affirming is communicating to an employee his or her value, strengths, and contributions or other positive factors.
a. True
b. False
20. Asking questions to obtain additional information or explore a topic in greater length is probing.
a. True
b. False
21. Coaches should act as resources for team members.
a. True
b. False
22. Pausing in the coaching conversation to summarize key points is reviewing.
a. True
b. False
23. One of the things that supervisors often do poorly, is addressing the performance problems of their subordinates.
a. True
b. False
24. When confronting team members about performance, it is best to use broad, general statements.
a. True
b. False
25. When addressing an employee’s poor performance, a supervisor should never seek to get the employee to assist in
determining a solution.
a. True
b. False
26. Pinpointed remarks often result in no change, a half-hearted change, or resentment at having been “called on the
carpet.”
a. True
b. False
27. When a supervisor sends an “I“ message he/she is demanding change rather than appealing for change.
a. True
b. False
28. The focus of an “I” message is on behavior, effect, and feelings.
a. True
b. False
b. False
ANSWER:
POINTS:
DIFFICULTY:
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
KEYWORDS:
False
1
Difficulty: Easy
SPMT.MOSL.15.11.06
United States – BUSPROG: Analytic
Bloom’s: Knowledge
29. Framing your displeasure in an “I” message addresses the problem more openly and tactfully and is more likely to
pave the way toward a resolution in an objective, supportive manner.
a. True
b. False
30. A coach often has no advance notice as to when counseling is needed.
a. True
b. False
31. Counseling is involved in virtually all aspects of the supervisor-employee relationship.
a. True
b. False
32. Problems in job performance usually don’t require counseling.
a. True
b. False
ANSWER:
POINTS:
DIFFICULTY:
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
KEYWORDS:
True
1
Difficulty: Easy
SPMT.MOSL.15.11.06
United States – BUSPROG: Analytic
Bloom’s: Knowledge
33. The supervisor never counsels employees about physical or emotional illness.
a. True
b. False
34. Counseling is only used when an employee is initially hired into an organization.
a. True
b. False
35. The extent to which a supervisor should counsel an employee with a personal problem depends largely on the extent
to which the problem affects job performance.
a. True
b. False
36. Participation in an EAP (Employee Assistance Program) is always voluntary.
a. True
37. EAP (Employee Assistance Program) is considered a branch of human resources and is designed to replace certain
management procedures.
a. True
b. False
38. The essence of is helping individuals become more effective performers in an organization.
a. conflict coaching
b. systemic coaching
c. financial coaching
d. supervisory coaching
39. is the interpersonal process used to help individuals to reach their highest levels of performance.
a. Coaching
b. Supervising
c. Reflecting
d. Acknowledging
40. are often considered the “first-line” of counseling.
a. Professional counselors
b. Peers
c. Individual supervisors
d. Subordinates
41. Many coaches may neglect their coaching role because:
a. they lack confidence to counsel employees.
b. it is viewed as a proactive process.
c. ignoring a problem helps it resolve itself faster.
d. they think it does not improve performance.
42. The supportive relationship required for effective coaching involves:
a. open two-way communication.
b. greater emphasis on disciplinary actions.
c. focus on management procedures.
d. finding solutions at a fire-fighting pace.
43. Which of the following is NOT one of the reasons why managers might neglect their coaching role?
a. They are embarrassed to counsel employees.
b. They feel the quality of the relationship they share with employees might be jeopardized.
c. They are too busy to spare time for coaching.
d. They are more inclined to deal with problems passively.
44. The goal of tutoring is to:
a. develop a commitment to continuous learning.
b. identify underperforming employees and let them go.
c. establish strict performance standards.
d. boost employee confidence by assuring they have all the skills they’ll ever need.
45. Which of the following functions of coaching involves helping a team member gain knowledge, skill, and
competency?
a. Challenging
b. Counseling
c. Confronting
d. Tutoring
46. The coaching activity that develops political savvy, understanding of organizations culture, and ways of career
advancement is:
a. mentoring.
b. counseling.
c. confronting/challenging.
d. tutoring.
47. Which of the following is NOT an example of a mentoring activity?
a. Helping someone to learn who the key players are
b. Helping someone to understand the culture of an organization
c. Helping someone to continually question and challenge the authority of upper management
d. Helping someone to understand how to approach and gain influence with powerful organizational members
48. refers to a coaching activity that involves helping employees understand how to approach and gain influence
with powerful organization members.
a. Confronting
b. Counseling
c. Mentoring
d. Challenging