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Test The STAR Method for Giving Feedback
Agenda
1st QUESTION: What is the main purpose of the STAR Method?
Making personal judgments about an employee
Provide constructive feedback in a detailed and objective manner
Make vague reproaches to avoid conflict
Avoid any type of feedback in the work environment
2nd QUESTION: What do the acronyms that make up the STAR structure mean?
Solution, Task, Warning, Result
Sincerity, Talent, Attitude, Respect
Situation, Talent, Action, Reproach
Situation, Task, Action and Result
QUESTION 3: In the STAR framework, what should be described in the "Action" step?
The action the person took or failed to take
The context in which the event occurred
The task or behavior that was expected of the person
The impact that action had on the project or team
QUESTION 4: What should be explained in the "Result" step (the "R" in STAR)?
The context of the situation
The task to be performed
The impact of the action on the project or team
The specific action the person took
QUESTION 5: Why is the STAR Method considered effective?
Because it allows you to make generalizations and give personal opinions
Because it is clear, focused on concrete facts and is objective
Because it attacks the person, forcing them to change
Because it is a quick method that does not require preparation
QUESTION 6: By using this method, what is achieved by explaining the impact of actions in a factual manner?
That the person becomes defensive and does not listen
Let the conversation focus on reproaches and judgments
That the person does not understand the importance of his behavior
You help the person understand how their behavior affects the team and the project
QUESTION 7: What type of feedback can the STAR Method be used for?
For both corrective and positive feedback
For corrective feedback only
Just to give positive feedback
Exclusively to resolve conflicts between colleagues
QUESTION 8: What does the STAR Method help you avoid in a feedback conversation?
Objectivity and clarity
The focus on concrete facts
Personal judgments and vague reproaches
Improving job performance
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