The following quiz aims to consolidate all of your learning so far throughout the book. You've learned seven key principles, three useful models, and dozens of other tips and techniques along the way. To keep that learning fresh, we're going to re-activate it now with a multiple choice quiz. (Check your answers in the Appendix!)
Q1. A member of staff plays a dangerous prank in the work environment and endangers some colleagues. Which feedback model would best fit the situation and why?
- WIN
- BAR
- DESC
- STAR
Q2.In the EARSHOT principles, "S" stands for:
- Standard
- Specific
- Short
- Situation
Q3. While giving a presentation to a client, a team member makes a small error that they were unaware of, but could improve on next time. Do you:
- Take five minutes in private after the presentation to discuss it.
- Stop them immediately and correct them.
- Discuss it at the next team meeting.
Q4. A Senior Leader remarks that one of your team has attitude issues. Do you:
- Pass the remark on directly at the next opportunity.
- Ask for some specific examples of behavior to clarify the remark.
- Challenge it and defend your member of staff without accepting it.
Q5. A member of your team uses an incorrect technical term in a document, but you spot it before it is released. They are usually diligent and accurate. Do you:
- Make a note of it in their file to use in pay award discussions.
- Reprimand them severely and state the consequences of what could have happened.
- Highlight the error and emphasize the correct terminology to use in future.
Q6. It is time to deliver a performance appraisal. In preparing your feedback, do you:
- Consider recent performance as people are only as good as their last job.
- Use the BAR model to positively discuss this quarter's successes.
- Use the WIN model to deliver balanced and considered feedback from the year.
Q7. You are in a team meeting discussing budget cuts and your immediate manager becomes agitated and shouts at you in front of the team to find some savings or get a new job. You feel embarrassed. Do you:
- Say nothing and double your cost saving efforts.
- Ask them to step outside for a moment and shout back.
- Talk to them in private about the impact of the comment and ask that they maintain an adult and civil tone.
Q8. One of your team is consistently missing their performance targets, although they are a pleasant and helpful member of the team. Do you:
- Overlook the issue to spare their feelings as they are a popular member of the team.
- Using evidence of results, ask how they could reach the required performance.
- Encourage them to consider a sideways move to another area.
Q9. A colleague has been classified as an underperformer in the performance management system and believes it to be unfair. They ask your opinion. Do you:
- Highlight examples of how they perform, asking how it might be perceived by others.
- Tell them that you don't think this year has been their best year.
- Be honest with your opinion about why they have been ranked lowly.
Q10. You have a team member who is very strong technically but is prone to making offensive remarks to the opposite sex. Do you:
- Use the DESC model in private the very next time it happens.
- Use the WIN model to discuss their positive traits but emphasize areas for improvement too.
- Compile a list of incidents and pass them to HR to deal with officially.