4 Coaching and Developing Team Members Free Online FlashCards

What is coaching in team development?

Coaching is a purposeful, ongoing conversation that helps a team member improve performance and build skills.

What is the first step in a coaching conversation?

Agree on what to work on, either by asking what the employee wants to develop or describing a work-related observation.

How should goal-setting differ for straightforward and complex tasks?

For a straightforward task, define a specific, measurable goal. For unfamiliar or complex work, focus first on learning and practicing the required skills.

What should a coaching development action plan specify?

Choose practical learning opportunities such as practice, job shadowing, colleague feedback, training, or a stretch assignment. Agree on responsibilities and needed support.

What makes feedback supportive of growth?

Make feedback timely and respectful, and describe observable behavior rather than making assumptions about personality.

How should a coach respond when progress stalls?

Ask what is getting in the way, such as a skill gap, unclear priorities, limited resources, workload, or low confidence. Separate what the employee can control from what requires managerial action.

How are responsibility and ownership shared in development?

The manager provides direction, feedback, opportunities, and resources; the team member chooses actions, practices, and reports progress. Revisit agreed plans during regular check-ins.

How should a coach explore the current situation?

Listen to the employee’s perspective, strengths, obstacles, and context. Open questions can reveal what feels challenging and what they have tried.

What happens during the review step of coaching?

Set a check-in date to discuss changes, learning, and whether the goal or support needs adjustment.

What makes a development goal clear and achievable?

An employee-involved goal connects to a real work need, is achievable with available resources, states the desired result and how progress will be observed, and includes a review date.

How might someone set an initial learning goal for a new reporting tool?

First aim to complete a report using the correct steps; later, work toward improving speed or accuracy.

What are the three parts of situation-behavior-impact feedback?

Situation identifies when and where something happened; behavior describes what the person did or said; impact explains the effect.