Quiz – Performance Decline

Question 1 of 6

1. Question

What strict separation does Nonviolent Communication insist on in a performance conversation?

The facts of recent performance stay distinct from the person’s worth

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The manager’s feelings stay distinct from the team’s goals

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Deadlines stay distinct from deliverables

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The request stays distinct from the observation

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Question 2 of 6

2. Question

A drop in performance can tempt a manager to do what, according to the capsule?

Reduce the person, in their own mind, to this recent struggle

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Immediately promote someone else in their place

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Hide the results from the rest of the team

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Assume the drop is permanent and unfixable

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Question 3 of 6

3. Question

What should the Observation in a performance conversation focus on?

Specific results or deadlines, stated factually

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The person’s general attitude and personality

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Comparisons with more talented colleagues

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Predictions about future failures

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Question 4 of 6

4. Question

What question does the capsule suggest before concluding the conversation?

“What’s your sense of what’s been happening?”

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“Why should I keep you on the team?”

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“Do you understand how serious this is?”

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“Can you promise this won’t happen again?”

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Question 5 of 6

5. Question

Why does inviting the person’s perspective matter so much?

A genuine performance drop often has causes the manager isn’t yet aware of

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It gives the manager grounds to end the conversation early

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It confirms the manager’s initial assumptions

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It replaces the need for any factual observation

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Question 6 of 6

6. Question

Match each OSBD element to its focus in a performance conversation.

Sort elements

Factual specific results or deadlines
An honest but measured feeling
Team reliability or standards
An invitation to collaborate

Observation

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Feeling

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Need	Correct Incorrect Correct answer

Request

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