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Setting Expectations Assessing Performance Issues

Setting Expectations Assessing Performance Issues Answer. In this post you will get Quiz & Assignment Answer Of Setting Expectations Assessing Performance Issues

 

Setting Expectations Assessing Performance Issues

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Module 1 Quiz

 

1.
Question 1
Which of the following is NOT one of the three elements of performance?

1 point

  • Process
  • Project Management
  • People
  • Practice

2.
Question 2
Which of the following are the elements that go into process, or the elements that go into defining how to win, as Kris describes them? (select all that apply)

1 point

  • Established Expectations
  • Goals
  • Coaching or Development Standards
  • Measuring Progress
  • Recognition
  • Performance Management

3.
Question 3
Which of the following is how Kris describes having the right people in place within an organization?

1 point

  • Defining how to win.
  • Having the resources to win.
  • How we create and replicate the win.
  • None of these.

4.
Question 4
Which of the following statements below can be used to describe a mission statement? (Select all that apply)

1 point

  • A mission statement is meant to be malleable and changes regularly.
  • A mission statement describes the reason a business exists.
  • Mission statements should be concise – some of the best examples are just one sentence.
  • Mission statements describe specific, measurable goals.

5.
Question 5
Which of the following statements below can be used to describe a vision statement? (select all that apply)

1 point

  • A vision statement is something that changes from year to year.
  • A vision statement is a goal, something to aspire to in order to help an organization achieve its purpose.
  • A vision is often measurable in some way.
  • A vision statement describes the reasons why a business is unique.
  • A vision statement describes the people that an organization serves.

6.
Question 6
What are expectations?

1 point

  • Agreed upon behaviors, norms, and practices that everyone on a team follows.
  • A list of rules that we have for other people, but that we don’t communicate to them.

7.
Question 7
What is what Kris refers to as “The Manual?”

1 point

  • Agreed upon behaviors, norms, and practices that everyone on a team follows.
  • A list of rules that we have for other people, but that we don’t communicate to them.

8.
Question 8
Which of the following statements are representative of what Kris describes as “the Manual?”

1 point

  • People should make eye contact.
  • People shouldn’t use inappropriate language.
  • People are to wear business casual clothing at work.
  • People shouldn’t shake my hand until they’ve worked with me for 3 months.
  • People are only to take breaks when no one else is on a break.

9.
Question 9
Kris describes a performance funnel in Lesson 1. What sits are the very top of that funnel?

1 point

  • Key Performance Indicators
  • Expectations
  • Mission, Purpose, and Vision
  • Individual Goals
  • Results

10.
Question 10
Which of the following best represents the idea of an expectation?

1 point

  • Personal values that we believe others should adhere to.
  • A set policy that is put in place and written down as a clear, specific rule.
  • The rules of engagement – agreed upon behaviors, norms, and practices.

11.
Question 11
Identify if the following statement is an example of an expectation or a standard:

Minimum of one documented, 1:1 coaching session per month.

1 point

  • Expectation
  • Standard

12.
Question 12
Identify if the following statement is an example of an expectation or a standard:

I will get eight hours of sleep each night.

1 point

  • Expectation
  • Standard

 

13.
Question 13
Identify if the following statement is an example of an expectation or a standard:

Represent the organization with professionalism.

1 point

  • Expectation
  • Standard

 

14.
Question 14
Identify if the following statement is an example of an expectation or a standard:

An organization’s dress code.

1 point

  • Expectation
  • Standard

 

15.
Question 15
Identify if the following statement is an example of an expectation or a standard:

Be vigorously engaged in supporting our clients.

1 point

  • Expectation
  • Standard

 

Module 2 Quiz

1.
Question 1
Even though it typically is considered so, accountability is not inherently negative. True or false?

1 point

True

False

2.
Question 2
How is tactical accountability defined?

1 point

Strategizing how to employ accountability at all levels to improve performance.

Holding employees accountable for expectations and coaching them to get where they need to be.

Rules and policies that everyone knows and is expected to follow.

Explaining to employees what they need to work on in order to keep their positions.

3.
Question 3
How is developmental accountability defined?

1 point

Holding employees accountable for their abilities and coaching them to improve their performance.

Written rules and policies that everyone knows and is expected to follow.

Holding employees accountable for things they should be able to do without any direction on what steps can be taken for improvement.

Unwritten rules and policies that managers feel employees should follow without actually communicating these to anyone.

4.
Question 4
Identify whether the following statement represents a situation dealing with tactical or developmental accountability:

“You’ve been to work late every day for the past week and a half. What will you do to make sure you’re on time in the future?”

1 point

Tactical Accountability

Developmental Accountability

5.
Question 5
Identify whether the following statement represents a situation dealing with tactical or developmental accountability:

“You haven’t tracked your time on projects for a while. What will you do to start tracking your time more effectively?”

1 point

Tactical Accountability

Developmental Accountability

6.
Question 6
Identify whether the following statement represents a situation dealing with tactical or developmental accountability:

“That presentation you gave the other day was a good effort, but I think there are some things you can work on for next time to improve.”

1 point

Tactical Accountability

Developmental Accountability

7.
Question 7
Identify whether the following statement represents a situation dealing with tactical or developmental accountability:

“This is a great first attempt, but let’s discuss what sections need to be included in the executive summary for next time.”

1 point

Tactical Accountability

Developmental Accountability

8.
Question 8
Identify whether the following statement represents a situation dealing with tactical or developmental accountability:

“You did not provide the correct information in that last report – it really affects management decisions.”

1 point

Tactical Accountability

Developmental Accountability

9.
Question 9
What is the most relevant thing when giving someone feedback?

1 point

Your own perspective.

The facts.

10.
Question 10
When having an accountability conversation with someone whose performance needs to improve, what are all the elements to consider? (select all that apply)

1 point

Talk about the facts

State the impact

Contact Human Resources

Hear the employee’s perspective

Discuss consequences

Document the conversation

Follow-up with the employee

11.
Question 11
As a manager or coach, it’s really important to only focus on what employees need to do to improve. It isn’t necessary to recognize what employees are already doing well. True or false?

1 point

True

False

12.
Question 12
What is a key performance indicator?

1 point

A meaningful, essential element that help one know how well a position or role is functioning within an organization.

An item that indicates positive progress on a large project within an organization.

Something that demonstrates when someone needs to improve performance in an area.

13.
Question 13
Goals that are reflective of what someone needs to accomplish in their position on a regular basis (every day, month, quarter, etc.) is what type of goal?

1 point

Productivity Goal

Developmental Goal

Design Goal

14.
Question 14
Goals that are about helping individuals acquire skill sets and improve mindsets in order to grow are what type of goal?

1 point

Productivity Goal

Developmental Goal

Design Goal

15.
Question 15
Which of the following is NOT one of the 5 “Ds” when establishing goals?

1 point

Diagnose

Design

Discuss

Differentiate

Deploy

Determine

 

 

Module 3 Quiz

 

1.
Question 1
What are the two primary drivers of performance results?

1 point

Expectations and standards

Process and people

Tactical and developmental accountability

Skill set and mindset

2.
Question 2
As a manager, if you answer the following question with a “yes,” what type of performance gap are you likely dealing with?

Does my employee not know what to do, but is willing to learn?

1 point

Skill set performance gap

Mindset performance gap

Skill set and mindset performance gap

None of the above

3.
Question 3
As a manager, if you answer the following question with a “yes,” what type of performance gap are you likely dealing with?

Does my employee not know what to do, and has no desire to learn how to do it?

1 point

Skill set performance gap

Mindset performance gap

Skill set and mindset performance gaps

None of the above

4.
Question 4
As a manager, if you answer the following question with a “yes,” what type of performance gap are you likely dealing with?

Does my employee know what to do, but doesn’t want to do it?

1 point

Skill set performance gap

Mindset performance gap

Skill set and mindset performance gap

None of the above

5.
Question 5
If you encounter someone who has both a skill set and mindset gap in performance, which should you address first?

1 point

Skill set gap

Mindset gap

6.
Question 6
It is fair to assume that an employee in the same role as another within an organization should have the same skill set. True or false?

1 point

True

False

7.
Question 7
What are the four elements of skills transfer when coaching employees? (select all that apply)

1 point

Command

Tell

Do

Show

Criticize

Review

8.
Question 8
As a manager and coach, it is important that you be the one that engages an employee in the skills transfer process. True or false?

1 point

True

False

9.
Question 9
What is usually the first indicator you have that you may be dealing with a mindset performance issue?

1 point

An employee indicates to you that they never learned how to do whatever it is you’re asking them to do.

Non-verbal body language an employee is demonstrating.

The language an employee is using to describe why he/she hasn’t met the goal.

Another employee indicates to you that they think there may be something wrong with the other.

10.
Question 10
What is the first, and arguably most important step when mindset coaching?

1 point

Telling the employee what they need to do.

Telling the employee that they’ve done this skill well in the past.

Listening to the employee’s perspective on why they think they can’t do it.

Indicating to the employee that there will be consequences unless something changes immediately.

 

 

Week- 4

Peer-graded Assignment: Milestone 1: Define Your Coaching Philosophy

 

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