Which description best demonstrates an effective example of coaching or mentoring?

Which description best demonstrates an effective example of coaching or mentoring?

• A. Provide a one-off instruction and monitor only the final result.
• B. Delegate the task and abandon follow-up.
• C. Coaching or mentoring example; actions taken, measurable improvement, and impact on the individual and team.
• D. Criticise the person's performance in front of others to drive improvement.

Answer: (C)

The idea being tested is how coaching or mentoring should work in practice: it should be an ongoing, collaborative process that actively develops someone over time, with clear actions, feedback, and a way to track progress and impact. The best description is the one that shows a coaching relationship with concrete actions, a plan, measurable improvement, and visible benefits for both the person and the team. It demonstrates development rather than just giving a single instruction, and it avoids a follower-up approach that stops after the task is done. It also avoids public criticism, which undermines trust and motivation. Why the other approaches don’t fit: giving a one-off instruction and only watching the final result doesn’t build the person’s capability or confidence; delegating without follow-up leaves growth to chance; criticizing in front of others harms psychological safety and is not how mentoring supports improvement. So, effective coaching or mentoring is about ongoing support, clear development actions, measurable progress, and positive impact on both the individual and the team.

The idea being tested is how coaching or mentoring should work in practice: it should be an ongoing, collaborative process that actively develops someone over time, with clear actions, feedback, and a way to track progress and impact.

The best description is the one that shows a coaching relationship with concrete actions, a plan, measurable improvement, and visible benefits for both the person and the team. It demonstrates development rather than just giving a single instruction, and it avoids a follower-up approach that stops after the task is done. It also avoids public criticism, which undermines trust and motivation.

Why the other approaches don’t fit: giving a one-off instruction and only watching the final result doesn’t build the person’s capability or confidence; delegating without follow-up leaves growth to chance; criticizing in front of others harms psychological safety and is not how mentoring supports improvement.

So, effective coaching or mentoring is about ongoing support, clear development actions, measurable progress, and positive impact on both the individual and the team.