Coaching Professional L5 - Sample 1 | Take the Quiz

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Coaching Professional L5 Quiz

Enhance your coaching skills and knowledge with our comprehensive Coaching Professional L5 Quiz! This quiz consists of 40 carefully designed questions that cover essential topics in coaching, management, and emotional intelligence. Whether you're preparing for certification or want to assess your current knowledge, this quiz is for you.

Test your understanding of coaching models and theories
Learn about effective communication and emotional intelligence
Evaluate your approach to team dynamics and individual coaching

40 Questions10 MinutesCreated by GuidingStar425

The best way to find out the individual learning styles of staff would be to:

Complete a Honey and Mumford questionnaire with each individual

Complete an evaluation of self-reflection

Ask the individuals to fill in a Maslow Needs Analysis

Complete a personality test

When deciding how to coach individuals, it is important to remember:

Provide support only to the individuals that need it

Make sure teams are of equal sizes

Offer individual support based on needs

The support requirements are too great, and it would not be worth the time

Coaching of the team and allowing individual development to achieve their objectives, is which stage of Maslow's Hierarchy of Needs:

Self-actualisation

Security

Survival

Social

The organisation likes to take high level risks. Which of the following would best describe this organisation's culture?

Market based

Clan based

Entrepreneurial based

Laissez Faire

The International Coaching Federation highlights that as a coach you must create an agreement/contract between yourself and the coachee. Which of the following is not a benefit to coaching?

Helps identify an effective working relationship

Allows the coachee to arrange work breaks around your meetings

Supports a better chance of achieving goals

Smaller chance of conflict

Based upon Charles Handy's organisational structures, which type of culture is represented by the company in this structure?

Role culture

Employee culture

Task culture

Person culture

What are the component parts of the GROW model?

Goal, Reality, Options, Will/Way Forward

Goal, Review, Options, Will/Way Forward

Goal, Review, Opportunity, Will/Way Forward

Goal, Review, Opportunity, Withdraw

Two coaching and mentoring professionals are discussing the link between management, coaching and mentoring. Professional A states that some managers may be reluctant to coach members of their own staff due to conflicts in interest, or differences in the perceptions of problems in the group. Professional B states that many managers may have difficulty finding time to coach each member of their team equally. Which professional is correct?

Professional A Only

Professional B Only

Both Professional A and B are correct

Neither Professional A, nor B, is correct

A Coach is using the GROW model in their coaching session as this is an effective model to use with their Coachee. All the following are TRUE of the GROW model of coaching EXCEPT

Clear and concise goals must be established at the beginning of the process

Coaches take a less direct approach with the learner taking the initiative

GROW places an emphasis on the realities of the coachee's work situation

The GROW model works best for learners who are new to the organisation

Line managers at XYZ Datacorp have been trained to coach but a recent employee survey indicates that coaching is not taking place. What may be a good solution to the lack of coaching?

Include coaching in the line manager's performance review

Provide a coach to the line managers to improve their coaching competence

Allow employees to specifically request coaching through a coordinator

All statements above are correct

An organisation decides to utilise coaching to improve performance and employee motivation. Coaching, rather than mentoring or training, is used:

To provide ongoing employee training and development to increase the availability of experienced and capable employees

You want to up-skill or multi-skill your employees

You seek to retain and pass on your internal expertise and experience to employees

You have a small group of individuals that are in need of increased competency in specific areas

Neuro-linguistic Programming (NLP) is useful in the workplace as it:

Encourages better communication and influencing techniques

Can increase the level of challenge in interview questions

Increases levels of stress due to increased self-awareness

Leaves individuals stuck in a circle of 'cause and effect'

A Coachee wishes to improve their emotional intelligence to achieve personal and professional targets and goals. Which competency is within the ‘Social Awareness’ domain of Daniel Goleman’s Emotional and Social Intelligence Leadership Competency Model?

Adaptability

Teamwork

Empathy

Influence

You have a Coachee that is highly emotional and you are wondering if it would be beneficial to use a coaching model that uses the emotion of a situation to define how it should be acted upon. Which of the following models should be used to do this?

FUEL

CLEAR

GROW

STEPPA

You have been asked to coach an individual whose values you do not share and are strongly opposed to. Which of the following should be used within all coaching sessions with this Coachee to ensure they can achieve their goals?

Active Listening

`SMART Targets

Contracting

Non-Judgmentalism

In a group coaching session, an attendee demonstrates poor listening habits. The behaviour of someone who fails to listen to key parts of the discussion is known as:

Selective listening

Active listening

Defensive listening

Informative listening

Emotional intelligence is about how:

Clear and precise we are

We and others feel

Pleasant and polite we are

We interact with each other

You have built a coaching culture within your organisation and wish to evaluate this and make further improvements. Which model allows you to measure the success of your coaching programme?

Kirkpatrick

GROW

Self-actualisation

ACHIEVE

The CEDAR Feedback Model is best used when?

When you wish to give clear and concise feedback

When you wish to provide feedback on an irregular basis

When you wish to performance manage an individual

When you wish to have a motivating and coaching approach

You overheard two colleagues arguing within a team. One team member say they do twice as much work compared to the other. What steps should you take?

Say that arguing is unacceptable, state policy and issue a warning

Give own solution, ask everyone to agree and confirm by email

Report this issue to HR, complete a report and monitor the staff involved

Acknowledge the problems, explore options and agree future actions

A new Coachee has started missing their coaching sessions. You have spoken to the organisation and they have suggested that this may be to do with the time of day that sessions are scheduled for. Which of the following is best to do with the Coachee?

Set SMART objectives

Transfer the Coachee to another Coach

Re-Contract

Involve the Coachee's Manager

According to Herzberg what should be investigated if two team members are dissatisfied with their jobs?

The promotion opportunities available

How achievements are recognised

The current working conditions

How challenging the work is

A staff member is unhappy with feedback they received earlier today. They felt the language used was negative with limited examples of good practice, leaving them feeling demotivated and lacking confidence. Using CORBS as an effective communication model, which principle has the manager failed to demonstrate?

Clear

Owned

Regular

Balanced

The ABC Model is a way of understanding a behaviour towards an action and allows positive changes to be made. Which of the following is NOT a component of this model?

Determine

Behaviour

Consequence

Activating Event

Which of the following studies how the brain controls thought, language and memory?

Behavioural Neuroscience

Cognitive Neuroscience

Sensory Neuroscience

Clinical Neuroscience

You are coaching in an organisation that has recently undergone a restructure and there is a lot of conflict and instability. According to Thomas-Kilman there are five models for responding to conflict situations. Which one is included in this model?

Conflicting

Adapting

Competing

Accepting

The Johari window model is used to enhance an individual’s self-awareness. The model is broken down into 4 areas. Which of the following describes the ‘Hidden Area’?

Information which the individual is unaware of as well as others

Information about the person, their attitudes, behaviour, emotions and feelings.

Information the others know in the group, but the individual is unaware of

Information that is known to the individual, but kept from others

Which of the following describes Conscious Competence?

The individual is not aware that a skills or knowledge gap exists

The individual knows how to use the skill or perform the task but not yet proficient

The individual has enough experience with the skill that he or she can perform it so easily they do it unconsciously

The individual is aware of a skill or knowledge gap and understands the importance of acquiring the new skill

What has been described as " showing complete support and acceptance of a person"?

Non-judgementalism

Non-directiveness

Unconditional positive regard

Empathy

Which of the following will not help you improve your emotional intelligence?

Ask others for feedback

Completing a VARK questionnaire

Listen to others and observe

Learn what has an impact on your emotions

The meaning of Self-Actualisation is:

People accept themselves and others as they are

The ability or practice of imagining or trying to deeply understand what someone else is feeling

How an individual consciously knows andunderstand their own character and feelings

Understanding how to react to social situations

Which competency is within the 'Relationship Management' domain of Daniel Goleman's Emotional and Social Intelligence Leadership Competency Model?

Conflict management

Emotional self-awareness

Emotional self-control

Organisational awareness

You are undertaking a coaching session with a coachee and the GROW model is not having much impact. What other model might you use?

CEDAR

FUEL

SMART

The Hawthorne Effect

Which of the following is a similarity between coaching and mentoring?

Sessions are likely to be structured

Relationships are likely to be short

Provides expertise

The goal is likely to be business-related

Which of the following is not a technique used to help individuals to master active listening?

Being present

Deferring judgement

SMART targets

Using their body language

What is a disadvantage to coaching people to improve performance?

Develops new skills specific to a role or activity

Can increase conflict within a team

Can decrease employee retention within company

Can be time consuming and not give quick results

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Coaching Professional L5 - Sample 1

Coaching Professional L5 Quiz

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