PassEveryTest
Nederlands

Giving Feedback and Coaching Course 2026

This course is for supervisors, team leads and anyone who gives feedback at work in Canada. It covers specific, behaviour-based feedback, timing, recognizing good work, correcting problems, coaching with the GROW model, difficult conversations, documentation and respectful language, with examples from retail, hospitality, offices and security. Each topic has a short lesson and an untimed quiz, followed by a timed 35-question final assessment; score 80% or more to earn a Certificate of Completion.

  • Cursus
  • Canada
  • 97 vragen
  • Gecontroleerd op 13 oktober 2026
  • Feiten gecontroleerd op 13 oktober 2026

Kort antwoord

Deze gratis cursus heeft ongeveer 150 minuten lessen, 6 themaquizzen zonder tijdslimiet (97 vragen in totaal) en een getimede eindtoets van 35 willekeurig gekozen vragen. Haal 80% of meer op de eindtoets om een bewijs van deelname te downloaden (privé, niet geaccrediteerd). Gecontroleerd aan de hand van officiële bronnen op 13 oktober 2026.

Begin met de lessenGiving Feedback and Coaching Course: Lessons: ongeveer 150 minuten leestijd. Elke testvraag wordt in de lessen behandeld.

Wat je leert

  • Give specific, behaviour-based feedback using situation, behaviour, effect and next step
  • Choose the right time, place and channel for positive and corrective feedback
  • Recognize good work in a way that is specific, fair, timely and sincere
  • Give clear, private and respectful corrective feedback focused on change
  • Lead a coaching conversation with the GROW model and agree on actions that can be checked
  • Prepare for difficult conversations and write short, factual records
  • Use inclusive, respectful language and apply the same standards to everyone

Haal 80% of meer om je certificaat te downloaden.

Je studieplan

Lees elke les, maak de themaquiz (zonder tijdslimiet, met uitleg) en daarna de getimede eindtoets. Elke keer wordt een nieuwe mix van vragen gekozen. Je voortgang wordt in deze browser opgeslagen.

  1. Lees de lessen6 lessen, ongeveer 150 min
  2. Themaquiz 1: Specific, behaviour-based feedback16 vragen
  3. Themaquiz 2: Timing, setting and two-way delivery16 vragen
  4. Themaquiz 3: Recognizing good work and correcting problems16 vragen
  5. Themaquiz 4: Coaching conversations with the GROW model17 vragen
  6. Themaquiz 5: Difficult conversations and documentation16 vragen
  7. Themaquiz 6: Inclusive and respectful language16 vragen
  8. Eindexamen35 vragen, 35 min · Haal 80% of meer

Themaquiz 1: Specific, behaviour-based feedback

  1. Vraag 1 van 16

    Which comment describes behaviour rather than personality?
    Toon antwoord

    Antwoord: A. You left the stockroom door unlocked after your break.

    Behaviour is what someone said or did that others could see or hear. Labels like careless or lazy are judgments.

  2. Vraag 2 van 16

    What is a quick test for whether a comment describes behaviour?
    Toon antwoord

    Antwoord: D. A camera could have recorded it.

    If a camera could have recorded it, it is behaviour. If not, it is probably a judgment or a guess.

  3. Vraag 3 van 16

    Why are labels such as "rude" or "lazy" poor feedback?
    Toon antwoord

    Antwoord: C. They judge the person and don't say what to change.

    Personality labels make people defensive and give them nothing specific to change.

  4. Vraag 4 van 16

    In the four-part pattern (situation, behaviour, effect, next step), what does the "effect" part explain?
    Toon antwoord

    Antwoord: B. Why the behaviour matters to customers, the team or safety

    The effect explains why the behaviour matters, such as its result for customers, the team or safety.

  5. Vraag 5 van 16

    Which is the best way to begin feedback with the "situation" part?
    Toon antwoord

    Antwoord: A. "At last night's 11 p.m. shift change..."

    The situation part says when and where. The other openings judge the person or exaggerate.

  6. Vraag 6 van 16

    A supervisor says, "You always mess up the cash count." What is the main problem with this?
    Toon antwoord

    Antwoord: B. "Always" is rarely true and starts an argument.

    Words like always and never are rarely accurate, so the person argues about them instead of changing.

  7. Vraag 7 van 16

    A hotel manager hears from a coworker that a room attendant is rude to guests. What should the manager do before giving feedback?
    Toon antwoord

    Antwoord: A. Check the facts and find specific examples

    If you only heard about a problem, check the facts first. Rumours and unnamed complaints are not fair feedback.

  8. Vraag 8 van 16

    Which feedback gives the clearest next step?
    Toon antwoord

    Antwoord: B. "Please write the time of each round in the log."

    A clear next step says exactly what to do from now on.

  9. Vraag 9 van 16

    Which statement guesses at a motive instead of describing behaviour?
    Toon antwoord

    Antwoord: B. "You don't care about our guests."

    You cannot see why someone acts as they do. "You don't care" is a guess about motive; the others describe what happened.

  10. Vraag 10 van 16

    Why is "Great job!" less useful than it could be?
    Toon antwoord

    Antwoord: B. It does not say which actions to repeat.

    Specific praise tells the person exactly what to keep doing. "Great job" does not.

  11. Vraag 11 van 16

    A grocery supervisor has five problems to raise with a new clerk. What is the better approach?
    Toon antwoord

    Antwoord: A. Focus on the one or two most important points.

    One or two points at a time are easier to act on than a long list.

  12. Vraag 12 van 16

    Which phrase speaks for yourself instead of relying on unnamed sources?
    Toon antwoord

    Antwoord: C. "I noticed the coffee station was empty at 10 a.m."

    Speaking for yourself ("I noticed...") is fair and specific. "Everyone says" is vague and can't be checked.

  13. Vraag 13 van 16

    Read the feedback. Which sentence part is the "effect"?

    A kitchen supervisor said this to a cook:

    (1) "At Tuesday's lunch rush, (2) you left the walk-in cooler door open for about 15 minutes. (3) The temperature went above the safe limit, and we had to throw out two cases of chicken. (4) Please close the door every time. Would a door alarm help?"

    Toon antwoord

    Antwoord: C. Part 3

    Part 3 explains why the behaviour mattered: unsafe temperature and wasted food.

  14. Vraag 14 van 16

    Read the feedback. Which sentence part is the "next step"?

    A kitchen supervisor said this to a cook:

    (1) "At Tuesday's lunch rush, (2) you left the walk-in cooler door open for about 15 minutes. (3) The temperature went above the safe limit, and we had to throw out two cases of chicken. (4) Please close the door every time. Would a door alarm help?"

    Toon antwoord

    Antwoord: D. Part 4

    Part 4 says what to do from now on and asks a question about support.

  15. Vraag 15 van 16

    What does it mean to link feedback to a standard?
    Toon antwoord

    Antwoord: B. Pointing to the policy or procedure the work should meet

    Linking to a standard means naming the policy, procedure or post orders, not comparing people with coworkers.

  16. Vraag 16 van 16

    An office manager says: "Your report was late again. You obviously don't take this job seriously." Which version keeps the facts and removes the judgment?
    Toon antwoord

    Antwoord: C. "The report was due Friday at noon and came Monday. What got in the way?"

    It states the facts (due date and arrival) and asks a question instead of guessing at the person's motives.

Wat je moet weten voor het examen

  • CCOHS lists recognition and reward as a psychosocial factor at work: employees' efforts are acknowledged and appreciated in a fair and timely manner.
  • CCOHS describes psychological protection as employees feeling able to ask questions, seek feedback, report mistakes and problems, or propose new ideas without fearing negative consequences.
  • CCOHS lists clear leadership and expectations as a psychosocial factor: leadership and support that help employees know what they need to do and how their work contributes.
  • CCOHS notes that offering constructive feedback, guidance or advice about work-related behaviour is not considered bullying, and neither is reasonable management of performance.
  • The federal public service's performance management program lists continuous feedback and coaching, and employee recognition, as activities throughout the year.
  • The Government of Canada's Guidelines for Inclusive Writing have five main principles, including respecting people's wishes and writing clearly and effectively.
  • When writing to or about someone, the Language Portal of Canada advises using the person's specified courtesy title and pronouns.
  • The Canadian Human Rights Act lists prohibited grounds of discrimination, including race, colour, religion, age, sex, sexual orientation, gender identity or expression and disability.

Veelgestelde vragen

What is the Certificate of Completion, and what is it not?

It shows that you finished this course and scored at least 80% on the final assessment. It is not an accredited qualification, a professional coaching credential, or a vendor, employer or government certification.

How does the final assessment work?

It has 35 questions drawn at random from the course question bank, with a 35-minute time limit. You need 80% (28 of 35) to pass, and each attempt gives you a new mix of questions.

Do I need to be a supervisor to take this course?

No. It is written for supervisors and team leads, but anyone who gives feedback to coworkers, trains new staff or wants to grow into a leadership role can use it.

Is GROW the only coaching model?

No. GROW (Goal, Reality, Options, Way forward) is one common, simple model. The course uses it because it is easy to remember and works for short workplace conversations.

Does this course replace my employer's HR or discipline process?

No. Harassment complaints, discipline and human rights issues have set steps. Always follow your employer's policies and talk to your manager or human resources when you are unsure.

Is het certificaat geaccrediteerd of officieel erkend?

Nee. Het is een privé bewijs van deelname, alleen voor je kennis. Het is niet erkend, geaccrediteerd of goedgekeurd door een overheid, vergunningsinstantie, toezichthouder of onderwijsinstelling, en het vervangt geen wettelijk verplichte vergunning, certificering of opleiding.

Bronnen

Gerelateerde examens