What is defined as the process used by leaders to review subordinate performance and potential?

What is defined as the process used by leaders to review subordinate performance and potential?

• A. Coaching
• B. Assessment
• C. Counseling
• D. Mentorship

Answer: (C)

The process used by leaders to review subordinate performance and potential is best described as counseling. Counseling in a leadership context involves providing feedback and guidance to subordinates, addressing strengths and areas for improvement, and discussing potential career paths and developmental opportunities. It involves a more personal and interactive approach, aiming to bring out the best in individuals while also aligning their development with the organization's goals. Counseling focuses on understanding the individual employee's performance in their role, evaluating their potential for future positions, and setting actionable steps for growth. This can often occur through one-on-one meetings, performance reviews, or regular check-ins, where leaders can engage directly with subordinates to foster their professional growth. Coaching is related but generally refers to a more hands-on approach where an individual is actively guided through tasks or skills. Assessment is more about evaluating performance through structured means or tools without the personal element of guidance. Mentorship typically involves a more experienced individual providing long-term support and guidance, often outside the central performance review framework.

The process used by leaders to review subordinate performance and potential is best described as counseling. Counseling in a leadership context involves providing feedback and guidance to subordinates, addressing strengths and areas for improvement, and discussing potential career paths and developmental opportunities. It involves a more personal and interactive approach, aiming to bring out the best in individuals while also aligning their development with the organization's goals.

Counseling focuses on understanding the individual employee's performance in their role, evaluating their potential for future positions, and setting actionable steps for growth. This can often occur through one-on-one meetings, performance reviews, or regular check-ins, where leaders can engage directly with subordinates to foster their professional growth.

Coaching is related but generally refers to a more hands-on approach where an individual is actively guided through tasks or skills. Assessment is more about evaluating performance through structured means or tools without the personal element of guidance. Mentorship typically involves a more experienced individual providing long-term support and guidance, often outside the central performance review framework.