Question: Which of the following is an example of an ineffective coaching technique that should be avoided?
- The sales team has a film review to listen to a sales call a team member ran, and the manager assigns another team member to give critical feedback.
- During a pipeline review, the sales manager allows the salespeople to ask each other inspection questions instead of the sales manager asking the questions.
- A salesperson is struggling to write a follow-up email, so the sales manager steps in and writes it for them.
- During a one-on-one meeting, the sales manager asks the salesperson to choose what skill they want to work on.
Explanation
An ineffective coaching technique occurs when the manager completes a task for the salesperson instead of guiding them to develop the skill. Doing so removes ownership, limits learning, and prevents the salesperson from building competence. Coaching should focus on support, questioning, and feedback, enabling the rep to practice and internalize new behaviors. Stepping in to do the work undermines long-term skill development and accountability.
Why the other options are incorrect
The sales team has a film review to listen to a sales call a team member ran, and the manager assigns another team member to give critical feedback is effective peer-to-peer coaching.
During a pipeline review, the sales manager allows the salespeople to ask each other inspection questions instead of the sales manager asking the questions encourages accountability and collaborative learning.
During a one-on-one meeting, the sales manager asks the salesperson to choose what skill they want to work on fosters ownership and targeted development.
Source for verification
HubSpot Knowledge Base – Sales Coaching Best Practices
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