July 2025 Coach's Quiz
QUESTIONS
1. Which of the following new leasing agent(s) need(s) fair housing training before she begins performing her leasing agent duties?
- Amber, a recent Harvard grad who’s never worked in the industry but took fair housing courses at college
- Brandy, a veteran leasing agent who received fair housing training from her previous employer
- Chloe, a newly promoted leasing agent who got fair housing training as part of the orientation she received when she began as a maintenance worker
- All of the above
- None of the above
Click to show the answer
- Amber, a recent Harvard grad who’s never worked in the industry but took fair housing courses at college
- Brandy, a veteran leasing agent who received fair housing training from her previous employer
- Chloe, a newly promoted leasing agent who got fair housing training as part of the orientation she received when she began as a maintenance worker
- All of the above
- None of the above
Click to show the answer
Answer: d
Reason: Do/Don’t #2 applies here:
#2. DON’T Let New Employees Start Until They Complete Fair Housing Training
All employees who directly interact with prospects, tenants, and/or members of the public should receive and successfully complete fair housing training before they perform their duties. That, of course, includes leasing agents. So, d., all of the above, is the correct answer.
Answer options explained:
a. Amber needs fair housing training because she has no experience as a leasing agent. While taking fair housing courses at a prestigious institution like Harvard is certainly an impressive credential that might enhance a new leasing agent’s hireability, it’s not a substitute for actual fair housing training.
b. Although Brandy has experience and previous fair housing training, it was with a different company and thus didn’t cover the policies, practices, and procedures of your own community. Thus, while the previous training may facilitate Brandy’s training with you, it doesn’t eliminate the need to provide it.
c. The good news is that unlike Amber and Brandy, Chloe has received previous fair housing training from you. The bad news is that training was part of her orientation as a maintenance worker. Leasing agent is a completely different job. While there may be some overlap, fair housing training for maintenance work doesn’t suffice for leasing agent duties and vice-versa.
2. After delivering a fair housing training lesson, you should require trainees to:
- Sign a document acknowledging that they received, understood, and are capable of applying their training in real-life situations
- Demonstrate that they understood and are capable of applying what they learned in real-life situations
- Retake the lesson one more time to ensure they understand and are capable of applying the material in real-life situations
- All of the above
Click to show the answer
- Sign a document acknowledging that they received, understood, and are capable of applying their training in real-life situations
- Demonstrate that they understood and are capable of applying what they learned in real-life situations
- Retake the lesson one more time to ensure they understand and are capable of applying the material in real-life situations
- All of the above
Answer: b
Reason: Do/Don’t #7 applies here
#7. DON’T Automatically Assume that Employees Understand Their Training
Providing fair housing training is useless if employees don’t actually come away from the experience with a true understanding. That’s why it’s imperative to verify the effectiveness of your training immediately after you deliver it. The most meaningful way to do this is by requiring employees to demonstrate comprehension and ability to apply their training. So, b. is the correct answer.
Wrong answers explained:
a. is wrong because, while it may be useful in documenting that training was actually provided, a signed acknowledgement form doesn’t prove that an employee actually understood it. Comprehension and ability to apply training must be demonstrated via quizzes, role-playing scenarios, group discussions, or other techniques.
c. is wrong because requiring employees to repeat a lesson right after they take it is simply a waste of time that doesn’t advance learning. However, retaking a lesson may be advisable in response to an actual indication that the employee didn’t understand it the first time, such as where an employee engages in conduct that the lesson emphatically warned not to do.
