Professional Documents
Culture Documents
INSTRUCTIONS
● This is an open book assessment to be conducted in the classroom under Trainer’s
supervision.
● There are 11 knowledge test questions, each with four responses of which there is only
one correct response.
● You are to nominate the correct response to each question by circling the appropriate
letter ( a, b, c, or d) on this document
● You must answer all questions correctly to achieve competency for this assessment.
● On completion, submit the knowledge test to your assessor.
● Ask your assessor, if you do not understand a question. Your assessor cannot tell you the
answer he/she may be able to reword the question for you.
● Re-assessment: If you do not achieve the required standard, you will be given the
opportunity to be re-assessed by our Assessor. Arrangements will be made on an
individual basis. If you are deemed to be NS (Not Satisfactory), your assessor will either
ask specific questions orally, and record them with you using the supplementary evidence
sheet or you will be asked to resubmit your responses in full.
● Feedback: Your assessor will provide feedback to students after the completion of the
assessment. The assessor will explain the appeals process when required.
1. What three factors help you identify the need for coaching?
(a) Supplier suggestion, customer complaint, colleague direction.
(b) Trainee’s résumé, manager’s needs analysis, organisation’s standards.O
(c) Trainee request, your observation, another colleague’s direction.
(d) It’s not your responsibility to identify coaching needs.
2. How should you identify specific coaching needs and organise coaching sessions?
(a) Through observation, evaluation and assessment of the colleague you’re coaching.O
(b) Through discussion and agreement with the colleague you’re coaching.
(c) By asking open questions and actively listening to your colleague’s answers.
(d) By planning and prioritising your tasks so you can get everything done.
3. What are two things you should explain to the trainee at the very beginning of your first coaching
session?
(a) How to do the task step-by-step and how to check they’ve done it correctly.
(b) The skills and knowledge they need to meet organisational standards. O
(c) The time and location of the next coaching session.
(d) The purpose and objectives of the coaching.
4. When should you demonstrate and explain skills at the same time?
(a) When coaching a detailed task with a lot of steps. O
(b) When coaching simple tasks with a couple of steps.
(c) You should never demonstrate and explain skills at the same time.
(d) When the trainee asks you a question.
7. In your coaching session, what should you do after you’ve explained, demonstrated and reviewed
the skill?
(a) Provide your colleague the opportunity to practise the skill and ask questions. O
(b) Congratulate your colleague and give them feedback.
(c) Remind your colleague of the purpose and objectives of the coaching session.
(d) Confirm the time and location of the next coaching session.
8. Which of the following best describes how you should give feedback?
(a) In a detailed, critical way, making sure you give suggestions for improvement.
(b) In a constructive, supportive way, making sure you encourage your colleague. O
(c) In a firm tone of voice, make sure you keep eye contact.
(d) In a congratulatory manner, making sure you provide meaningful recognition.
10. Who should you inform about the coaching session and report the trainee’s progress to?
(a) The appropriate person (usually the manager, supervisor or owner). O
(b) The trainee (so they can adapt their techniques).
(c) Other colleagues (usually people who work most closely with the trainee).
(d) You don’t need to report the trainee’s progress to anyone.
11. What should you do if you identify performance problems or have difficulties with the coaching?
(a) Inform your manager that you would prefer not to have coaching responsibilities.
(b) Recommend that the trainee be ‘let go’ due to inability to perform.
(c) Rectify the problems or refer them to the appropriate person. O
(d) Instruct the trainee to ask another colleague for coaching.