Peter was giving performance feedback to a chronically poor performer. He wanted the employee to acknowledge that he understood the consequences of his poor behavior, and wanted to be sure they had agreement on exactly what the employee needed to do to fix the problem. The employee continually wanted to share excuses that were not relevant to the discussion. What type of feedback should Peter use to keep the employee focused on what Peter was communicating to him so they could come to an understanding about what exactly needed to be done to improve performance? a. Closed Questions b. Open Questions c. Nonverbal Attending d. Cultural Sensitivity