Which leadership ability is of most value for fostering an organization's long-term success?

• A.Managing and measuring meaningful work tasks
• B.Creating and implementing new company strategies
• C.Establishing and maintaining trusting and collaborative relationships
• D.Developing and implementing continuous improvement ideas

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Which organizational capability must be included when assessing a training program using a systems approach?

• A.Role competencies
• B.Organization design
• C.Culture dynamics
• D.Stakeholder objectives

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A talent development (TD) professional is approached by a department manager for advice on how to improve an employee's performance on assigned monthly reports. How should the TD professional approach this situation?

• A.Assess the manager's relationship with the employee, the manager's leadership skills, and the manager's ability to coach this employee for improved performance.
• B.Suggest that the manager define what satisfactorily completed work looks like, such as number of errors on the report, amount of time it takes to complete the work, and readability of the report.
• C.Suggest that the manager review the yearly performance appraisal for guidance on what the employee is being measured on, and have the manager coach the employee based on the expectations.
• D.Assess the employee's last performance review against the employee's current performance, and look at the employee's full history.

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Which coaching strategy is most likely to yield long-term results?

• A.Assign all new hires a mentor within the first six months in their role.
• B.Assign each high-potential employee an external leadership development coach.
• C.Ensure each talent development professional manages at least four coaching engagements each year.
• D.Coach leaders to make development a part of their everyday work.

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A loan manager in a large bank accessed a direct report's personal bank account in the bank's system out of curiosity. This direct report became aware of the unauthorized account access and consulted the human resources (HR) department. The HR manager initiates an ethics investigation and also asks the talent development (TD) department to determine whether a training solution is needed. The TD professional assigned to this task has never before been involved in any compliance and ethics situation.
Step 2
The TD professional has confirmed that the company's policy states employees are not authorized to access other employees' financial records without executive approval. The TD professional has been asked by the HR manager to participate in a meeting with the HR, compliance, and legal departments related to this investigation.
Step 3
The investigation has been completed, and it was determined that this was a unique occurrence and that overall, company managers and employees are knowledgeable of rules and internal policies. The TD professional concludes that this was not a training issue and existing training is effective. The TD professional presents this conclusion and the supporting analysis to the legal, compliance, and HR departments. The legal and compliance departments agree with the TD professional's conclusion. However, the HR manager still believes this is a training issue.
How should the TD professional proceed?

• A.Offer alternate solutions, such as coaching for the loan manager.
• B.Create a training plan based on the HR manager's request.
• C.Seek clarity on why the HR manager is recommending training.
• D.Schedule another meeting with the compliance, HR, and legal departments to revisit the training request.
• E.Revise the current ethics and compliance training.
• F.Clarify for the HR manager how training and performance issues differ.

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