Some background
As a coach and continuous learner, I often ask leaders a simple but powerful question—Are you truly coachable? The ability to embrace feedback, remain adaptable and commit to growth defines executive coachability. It is the foundation of a growth mindset that separates good leaders from great leaders.
From the Harvard Business Review-How Executive Coachability Matters
Albeit again in “Make the Most of Leadership Coaching” featured in HBR from 11/10/2020. Also, most of you know, I spent 11+ years as a Vistage Coach Chair of Distinction. Enjoyed every minute of it, so much so that I am a Keeper of the Flame.
How I Developed a growth Mindset as a Vistage Coach
While evaluating candidates for Vistage membership, I often inquired of the candidate “are you coachable?” Whereas I recall that question caught some candidates off guard. As I reflect, the qualifying question probably cost me a few more Vistage members! Comparatively, if you’re reading this, please know by my asking this question that there was never any slight intended.
Correspondingly, by coachable, my intent was to discern whether the member candidate was receptive to feedback and if they were willing to act on it. In my youth, I was always eager to learn. It certainly was never my intention to denigrate the member candidate. Let’s be frank, some people take coaching as criticism. It isn’t for me to judge! Indeed, I want folks to look in the mirror and look what is staring back at you. Some folks receive the feedback well and some folks don’t.
In a similar vein, as both a Fractional COO and Executive Coach, I’m asking that same qualifying question now.
The “Known Knowns”
In summary, and as the attached HBR article confirms, these are the “known knowns”:
Can be a big boost to your performance, satisfaction and career.
Must be willing to tolerate discomfort associated with the feedback. By design, good coaching removes you from your natural comfort zone. As a prelude to this, I would often ask “I’ve had some success in my career doing this, that or the other. Have you considered?”
Are open-minded? Often, during intense coaching sessions, you’ll be asked to examine your current approach and to experiment with alternatives that hopefully lead to a more satisfactory outcome.
If you are in any way at fault, do you point fingers first at yourself or is your default point to somebody or something else? Acknowledging your faults paves the way to growth and rapid ascension.
Can you be vulnerable in the moment? Consider the possibilities. Your inner circle: family, boss, peers, friends, and foes?
Actively listen. For me, playing back the coaching that I receive has always been helpful just to clarify and clear any unintended misunderstanding.
How to Improve Your Own Coachability & the “Unknown Unknowns”
In closing, the “unknown unknowns”…
With the framework laid out above, are you coachable? If so, and you’re looking for a fresh start, I would sincerely appreciate if you would look me up here
