Leadership & Executive Development Flashcards

A coach is working with an executive whose team survey shows low trust. Using the trust equation concept, which factor most commonly undermines executive trust when self-interest appears high?

Answer: High self-orientation reducing perceived credibility and reliability

In the trust equation, self-orientation sits in the denominator, so perceived self-interest directly erodes trust regardless of competence.

Which question best exemplifies a coaching approach when an executive client says, 'My team just doesn't take initiative'?

Answer: What might you be doing that makes it safe or unsafe for them to take initiative?

The coaching question turns the client's attention to their own role in the system rather than offering advice or solutions.

An executive client works 80-hour weeks and shows signs of burnout, yet resists changing their schedule. What should the coach explore first?

Answer: The beliefs and identity the client attaches to overwork

Sustainable behavior change requires surfacing the underlying beliefs, such as worth being tied to output, that drive overwork.

In Kouzes and Posner's leadership model, 'Model the Way' refers to which leader behavior?

Answer: Aligning personal actions with stated values to set an example

Model the Way means leaders clarify values and demonstrate them consistently through their own behavior.

A coach helps an executive prepare to lead a major organizational change. According to Kotter's model, what must come before communicating the change vision?

Answer: Creating a sense of urgency and building a guiding coalition

Kotter's eight steps begin with establishing urgency and forming a guiding coalition before developing and communicating the vision.

An executive client relies heavily on their strongest skill—analytical thinking—even in situations demanding inspiration and connection. This pattern is best described as what?

Answer: An overused strength becoming a leadership liability

Strengths overused in the wrong context become derailers, a core concept in executive development.

Which measure provides the strongest evidence of ROI for an executive coaching engagement focused on leadership development?

Answer: Pre- and post-engagement behavioral change validated by stakeholder feedback and business outcomes

Meaningful coaching ROI links observable behavior change, confirmed by stakeholders, to relevant business results rather than activity metrics.