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Coaching 101 for Trainers Assessment

Quiz by Maybel Dandan

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20 questions
Show answers
  • Q1
    1)     What are the three main objectives of the coaching training as outlined in the document?
    Providing corrective action, addressing code of conduct violations, and delivering feedback
    Leadership development, strategic planning, and goal setting
    Improving sales, enhancing customer service, and increasing productivity
    Team building, conflict resolution, and time management
    40s
  • Q2
    2)     Which of the following is NOT mentioned as a type of coaching in the document?
    Performance coaching
    Team coaching
    Skills coaching
    Financial coaching
    40s
  • Q3
    3)     What is the key difference between proactive and reactive coaching?
    Proactive coaching is initiated before problems occur, while reactive coaching is triggered by identified issues
    Proactive coaching is for teams, while reactive coaching is for individuals
    Proactive coaching focuses on skills, while reactive coaching focuses on behavior
    Proactive coaching is short-term, while reactive coaching is long-term
    40s
  • Q4
    4)     Which of the following is an example of proactive coaching in a training context?
    Recommending an extended training period for a struggling trainee
    Facilitating a mediation session for interpersonal conflicts
    Addressing an inappropriate comment made during a training session
    Organizing regular "integrity talks" with company leaders
    40s
  • Q5
    5)     What are the two types of needs addressed in the Interaction Essentials?
    Personal and practical needs
    Professional and social needs
    Individual and team needs
    Physical and emotional needs
    40s
  • Q6
    6)     Which of the following is NOT one of the key principles in the Interaction Essentials?
    Provide support without removing responsibility
    Criticize behavior openly to ensure improvement
    Maintain or enhance self-esteem
    Listen and respond with empathy
    40s
  • Q7
    7)     What does the acronym OCDAC stand for in the context of the Interaction Guidelines?
    Open, Clarify, Develop, Agree, Close
    Organize, Communicate, Direct, Act, Control
    Orient, Coach, Demonstrate, Assess, Certify
    Observe, Correct, Develop, Analyze, Conclude
    40s
  • Q8
    8)     What does the 'ST' in the STAR model represent?
    Strategy and Tactics
    Situation or Task
    Start Time
    Strength and Talent
    40s
  • Q9
    9)     In the STAR/AR model, what does the additional 'AR' stand for?
    Action Review
    Analyze Response
    Alternative Result
    Assess and Reflect
    40s
  • Q10
    10) Which of the following is an example of effective feedback using the STAR model?
    "You need to sound more confident in your calls."
    "You did a great job handling an irate resident's issue. You patiently listened, acknowledged her concerns, and clearly explained how you can help, which resulted in a faster resolution and a high CSAT rating."
    "I listened to one of your calls last week and you did an outstanding job! Keep it up!"
    "You seem distracted during our team meetings."
    40s
  • Q11
    11) What is the purpose of the 'R' (Reflection) in the STAR/AR model?
    To repeat the initial situation
    To rate the performance
    To consider lessons learned
    To review the action taken
    40s
  • Q12
    12) Which coaching model focuses on Goals, Reality, Options, and Will?
    GROW model
    AR model
    STAR model
    OCDAC model
    40s
  • Q13
    13) What is the primary difference between coaching and training?
    Coaching is informal, while training is always formal
    Coaching is long-term, while training is short-term
    Coaching focuses on specific goals, while training teaches general skills
    Coaching is one-on-one, while training is always in groups
    40s
  • Q14
    14) Which of the following is a key benefit of coaching mentioned in the document?
    Guarantees promotion for all coached employees
    Eliminates all performance issues
    Reduces the need for formal training
    Enhances employee engagement and retention
    40s
  • Q15
    15) In the context of reactive coaching, what does "addressing performance gaps" refer to?
    Lowering performance standards to match current abilities
    Changing job roles to fit employee skills
    Firing underperforming employees
    Identifying and working on areas where actual performance falls short of expectations
    40s

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