Coaching

Correct Answer: Strengths-based coaching

Strengths-based coaching is the most effective approach for building an employee's self-efficacy and confidence in their abilities. This method focuses on identifying and leveraging an employee's strengths, which helps them recognize their capabilities and boosts their confidence. The other approaches—behavior-focused, performance-driven, and skill-oriented coaching—may address different aspects of employee development but do not specifically target the enhancement of self-efficacy and confidence as directly as strengths-based coaching.

Correct Answer: Facilitating the employee’s identification of personal values and aligning them with their work goals.

The most effective technique involves facilitating the employee’s identification of personal values and aligning them with their work goals, as this directly enhances intrinsic motivation by ensuring that the employee finds personal meaning and satisfaction in their work. Other techniques, such as providing regular performance evaluations, implementing reward systems, and setting clear objectives, primarily support extrinsic motivation, which relies on external factors rather than internal fulfillment.

Correct Answer: Encourage reflective questioning to promote self-awareness

In the context of SHRM-CP coaching practices, fostering a culture of continuous development and learning is best achieved by encouraging reflective questioning to promote self-awareness. This approach engages individuals in self-discovery and critical thinking, which can lead to deeper learning and personal development. It empowers employees to take ownership of their learning and growth, developing a mindset geared towards continual improvement. The other options are less effective for fostering a culture of continuous development and learning. Instituting mandatory training programs at regular intervals can be beneficial, but it may not promote a continuous learning culture if the training is seen as a chore rather than a growth opportunity, and it might not apply to everyone's personal developmental needs. Focusing performance reviews primarily on past results can drive short-term performance but does not necessarily encourage ongoing development and learning. Lastly, promoting specialization and discouraging exploration can lead to stagnation and a fixed mindset, which is counterproductive to fostering a culture of continuous learning and adaptability.