What is the main assumption of coaching?a.People need ready-to-do action plans to get the best resultsb.People learn most when have direct contact with a more experienced professionalc.People should be given ambitious objectives by their superiorsd.People are most motivated to take action when they have full autonomy

Read the passage given below and answer the questions that follow.Coaching is essential to help people see what they're doing well and to help them grow and improve. Both of these are important: positive feedback builds confidence, and you will always have to manage someone closely if they are not actively building new skills.I've noticed that leaders are often uncomfortable proactively coaching, and that's truer now since most meetings take place over video or on the phone.I sat in on an executive team meeting a few weeks ago. A young director presented the plan for her area. She was trying hard, but this was the first time she had done a plan like this. There were a number of missing pieces and it was clear she hadn't talked the plan through with the rest of her team to make sure they would do their part. About a week later I asked the leader she reported to if he had given her coaching on her plan and the way she influences her team. The leader shook his head and sighed. "I don't have the heart. She tried so hard and spent so much time on it."And that's the problem. Leaders are squeamish to give praise or constructive input to make someone's skills better. They have other important things that they would prefer to do, and which would make them feel more productive. They're shy about having a conversation that might make either of them feel uncomfortable. This is why leaders very often miss the chance to coach their employees.A lack of coaching leads directly to a lack of organizational confidence. When leaders don't proactively coach employees they can't delegate as many things to them. They don't help them build skills that will benefit them and the company. And employees who aren't sure what they are doing right and what they need to improve are simply uncomfortable acting independently.So create a culture where your leaders routinely coach. You could set aside one executive team per quarter to review how people are coaching and how people are building skills as a result. You can set a good example by coaching proactively and talking about it, and you can simply remind people it's an important part of their jobs as managers.   Q 18.   Which of the following inferences can be drawn from the passage?  Ops:   A. Managers are worried that employees they coach will go on to become reliant on their inputs.    B. Lesser experienced professionals would have a lot to gain if they were to be trained by their seniors in the field.    C. There is lack of evidence that can point to the utility of coaching.    D. The author considers lack of time a valid concern towards coaching employees.

Why is coaching one of the most powerful tools a leader has to improve performance? Select all that apply. It focuses on the critical details. It prevents negative learning. It corrects errors on the spot. It provides intellectual autonomy.

Coaching is generally an informal process by which a more experienced individual provides a less experienced individual with assistance in learning how to better accomplish a task.

Which of the following factors is the least relevant for a coach while preparing for the first coaching session. *Coachees demographic detailsCoachees job roleCoachees learning goals as set by him/herCoachees schedule

Which of the following statements on coaching are true? Select all that apply Coaching is an acknowledgement of individual biases. Coaching should be part of daily operations. Coaching's primary goal is to consider other perspectives to accurately understand viewpoints. Coaching is designed to improve a Marine's ability to accomplish a task or complete an event.