CLM Goal Setting & Performance Measurement Flashcards
6 cards from real CLM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 CLM Goal Setting & Performance Measurement flashcards as text
The Balanced Scorecard, developed by Kaplan and Norton, measures organizational performance across which four perspectives?
Answer: Financial, Customer, Internal Processes, Learning & Growth
Kaplan and Norton's Balanced Scorecard measures performance across Financial, Customer, Internal Business Processes, and Learning & Growth perspectives.
When a CLM mentor helps a leader conduct a performance review conversation, which approach is most effective for maintaining employee motivation?
Answer: Balance recognition of strengths with constructive development feedback, focusing on behaviors rather than personality
Effective performance reviews balance recognition of strengths with specific, behavioral development feedback to motivate growth without damaging relationships.
A leader sets quarterly goals but rarely reviews them with the team. As a CLM mentor, what would you recommend?
Answer: Implement regular check-ins (weekly or biweekly) to track progress, remove obstacles, and adjust goals as needed
Regular check-ins ensure goals remain relevant, obstacles are removed promptly, and progress is acknowledged—critical factors in goal achievement.
In performance management, what is the primary purpose of a 'developmental goal' as distinct from a 'performance goal'?
Answer: Developmental goals focus on building future skills and capabilities; performance goals focus on current job expectations
Developmental goals focus on building capabilities for future roles or growth, while performance goals address current role expectations and deliverables.
A CLM mentor is coaching a leader on giving performance feedback. The SBI (Situation-Behavior-Impact) model is recommended because it:
Answer: Structures feedback around specific observable behaviors and their impact, reducing defensiveness
The SBI model (Situation, Behavior, Impact) grounds feedback in specific observations and consequences, making it objective and actionable rather than personal.
Which CLM principle best describes why goal alignment between individual, team, and organizational objectives is critical?
Answer: It ensures individual efforts contribute to shared organizational outcomes, driving coherence and reducing conflicting priorities
Goal alignment ensures that individual and team efforts are strategically coherent, avoiding wasted effort on activities that don't advance organizational priorities.