Textbook Notes

the 5 steps to informal coaching

1. forge a partnership 2. inspire commitment 3. grow skills 4. promote persistence 5. shape the environment

how much more do top performers typically contribute to an organization compared to average performers

20-50% more

all of the follow except which is a critical lesson learned from formal coaching? a- all behaviors can be changed b- practice is critical c- there is no substitute for accountability d- assessments are important

a- all behaviors can be changed

what is the A-O-R model

action observation reflection

the leader development technique that addresses actual company challenges is called

action learning

a situation in which a student attributes her classmate's bad exam score to a lack of intelligence while the classmate attributes poor score to unfair grading refers to the

actor-observer-difference

what is a leader development method involving the use of leadership situations as a vehicle for leadership discussions?

case studies

what is the most valuable factor in coaching?

clear and direct feedback

which of the following is not one of the five steps of informal coaching? a- inspiring commitment b- shaping the environment c-forging a partnership d- encouraging competition

d- encouraging competition

improving team building skills would be part of what element of an individual development plan?

developmental goals

individuals who are willing to confront their own views are using

double-loop learning

attributions

explanations we develop for the behaviors of actions we attend to

what leadership development technique can help identify 'blind spots' an individual may be unaware of?

feedback-based approach

what occurs when an organization assigns a relatively inexperienced, but high-potential leader to one of the top-executives in the company?

formal mentoring

reflection in AOR model

how we interpret our observations

what technique is especially useful for assessing and improving a manager's planning and time management techniques?

in-basket exercises

studies of what men and women managers learn from experiences found that taking charge of career was a lesson frequently identified by

only women

in-basket exercise

participants have a limited amount of time to prioritize and response to notes, letters, and phone messages from a fictitious manager's in-basket

our tendency or bias to perceive one thing and not another is referred to as our

perceptual set

what best describes leader development at 3M

personal growth, skill building, feedback, and conceptual awareness

attribution

refers to the explanations we develop for behaviors to which we attend

since rodney took over as head of the division, he has challenged the status quo and guided adaptation. he can be best described as what kind of leader?

revolutionary-crusader

what is a leader development technique that best allows individuals to actually practice skills?

role playing

the tendency to make external attributions for your own failures yet make internal attributions for your successes refers to

self-serving bias

academic programs to develop social responsibility and engagement in the local community use

service learning

which of the 5 steps of informal coaching is important to attracting and retaining followers to the work group

shaping the environment

when an individual learns only about subjects within the comfort zone of their belief system they are using ____ learning

single-loop

programs for first level supervisors

they focus on developing skills such as training, monitoring, giving feedback, and conducting performance reviews with subordinates

programs for midlevel managers

they often focus on improving interpersonal, oral communication, and written communication skills, as well as giving tips on time management, planning, and goal setting

T or F: people prefer to explain others' behavior on the basis of personal attributions even when obvious situational factors may fully account for the behavior

true

T or F: research shows that individuals who participate in after-event reviews were more effective leaders than individuals who do not participate in the AER process

true