Team Performance Domain
Lesson 3 of 3
Coaching Performance and Accountability
Choose responses that strengthen individual capability while maintaining ownership for project outcomes.
Exam Expectation for Performance Gaps
When a team member struggles, the best answer usually combines support and clarity. Coaching does not mean avoiding accountability; it means helping the person improve while defining commitments and consequences. Questions often test whether you can lead with development before punitive measures.
Coaching Conversation Framework
- 1Describe observed gap using specific examples.
- 2Ask for blockers and context from the team member.
- 3Agree on targeted improvement actions and timeline.
- 4Provide support resources and regular check-ins.
- 5Document outcomes and escalate if performance risk remains.
Accountability Styles
Unhelpful
- Vague expectations and delayed feedback.
- All pressure, no development support.
Effective
- Clear standards plus practical coaching.
- Timely feedback tied to project impact.
Exam Heuristic
If an option helps the person improve and protects project outcomes, it is usually stronger than options focused only on punishment or avoidance.
PMP Decode Rule
Coach for growth while keeping expectations explicit.
Practice this topic
Reinforce this lesson with scenario questions tagged Servant Leadership, Communications, Lessons Learned.
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