Is Everyone Coachable?

I touched on this issue some time ago but, when it comes to leadership and professional development, the question doesn't go away. I continue to be approached by executives and entrepreneurs who insist they want to be coached. The reasons vary, but usually boil down to wanting to be more effective at building their business--or their piece of it. 

There was a time when I took such people at their word.

That doesn't always work out. Real coaching--the kind that focuses on agreed-upon results--requires collaboration as well as  certain accountabilities being met by each party. There are plenty of people who want me to invest my time, wave a magic wand, and make everything "better." I now suggest that they might be better served by a week at DisneyWorld and a souvenir packet of pixie dust from Tinkerbell.  

Who Is Coachable?

Not everyone. Those who are uncoachable often think they have no performance issues and if there is one, believe everyone "out there" is the cause. In these cases, coaching isn't a very good option to produce positive results. It's kind of like one spouse dragging another to marriage counseling in the hope that the counselor can "fix" the partner. (Ever see how well that works?). The sticking point here is a mindset that doesn't allow someone to reflect on their own behavior, a desire to change it, and their personal responsibility for the relationship. So, forcing someone into a coaching relationship isn't the best organizational solution for certain issues and individuals.

Five Characteristics Of Coachability

If you are considering coaching someone else or being coached, here are five attributes I've observed in people who successfully "own" their part of the coaching process. You might want to use this as a quick diagnostic tool.

1. Committed to Change. Individuals who don't think they're perfect, want to improve, exhibit responsibility for their lives, and are willing to step outside of their comfort zones are good candidates for a successful coaching relationship.

2. Open to information about themselves. Be willing and able to listen and hear constructive criticism without being defensive; then, synthesize their coach's suggestions with their own personal reflections on the issue.

3. Open about themselves. Willing to engage in topics that may be uncomfortable but are getting in the way of their professional development; talks about "what's really going on" so the coach can have a complete and honest picture of the total situation.

4. Appreciate New Perspectives. People who get excited about hearing someone else's take on a situation and figure out how to learn from it can really benefit from coaching.

5. Awareness about one's self and others. Coachable people already have at least a fair amount of awareness about themselves. Equally important, they use it to reflect on their behavior and how it impacts other people in the range of situations that come their way.

For you: If you are on a quest to learn even more about effective coaching, here is a read I believe you will find helpful: The Four Essentials

 

Comments

[amy]

in this post five characterstics of Coachability is really good it helps people
1.commited to change: the persons who wants coaching relationship are those who wants to improve.
2.Open to information about themselves: ability to listen or hear without defensive.
3.Open about themselves: professional developemnet talk about whats really going around so the coach can have a clear idae of the situation.
4.Appreciate New Perspectives: learning from others situation it can be benefit from coaching.
5.Awareness about one's self and others: little awareness about themselves is the need of coachable people for reflecting their behavior on the certain situation.
this 5 key points really helps coachable people to understand how to succesfully impliment their coaching process.

[Mary Jo Asmus]

Hi Steve, I really like this, and agree (as you can imagine). I would shine a light on one nuance that is peeking out of your post. I also listen to hear that a potential coachee is taking responsibility for what they can change in themselves - rather than blaming everyone and everything around them. They tend to embody the statement "You can't change others, you can only change how you react/respond to them."

[Denise Green]

Love this! I think that coaches can help people be much more aware of themselves in pretty quick order is the other qualities are in place. Another condition that's useful: they feel safe. That is, they see coaching as a benefit and investment in their success, not as a last resort.

[Steve Roesler]

Amy, thanks for re-iterating the key points. Regardless of what we're trying to learn--skydiving, singing, or leadership--the elements of willingness and self-responsibility need to be present.

[Steve Roesler]

MJ

Indeed. You stated clearly what was lurking underneath each of those; much appreciated.

[Steve Roesler]

Denise

Your last line is a post for a future date. Since we're in the same profession, we no doubt experience the range of reasons for someone receiving coaching. A somewhat frequent question: Am I here because the company thinks I've got a good future or are they covering their bases to avoid a lawsuit before letting me go?

That's disturbing, sad, and a host of other adjectives. What it really says is: This person has had little or no ongoing, straight performance feedback with which to understand where (s)he really stands at the moment.

Thanks for adding to the conversation. . .

[QuestSpace]

Thanks Steve, this is great! In my coaching I also often boil it down to a very simple principle that I think is woven into your point #1: willingness to take action and "show up." If a client isn't doing the things they commit to as action steps each week, that's a big sign that coaching is not what they need right now.

[Devon Shane]

Thank you, Steve! This is such an important concept. As change agents who wish to help people actualize themselves and be the best they can be, coaches must recognize those for whom coaching is not the best option or end up wasting time and being frustrated. This seems to be a fabulous rubric for that.

[Wally Bock]

There is a school of thought that everyone is coachable. I don't buy that. Thanks for providing a format for separating the coachable from the rest.

That's why I included this post in my weekly selection of top leadership posts from the independent business blogs.

http://bit.ly/lh1ZUJ

[Peter Raeth]

You can achieve considerable success in your career. It is possible to overcome what most people call discrimination, accidents of birth, and late blooming as you continue down the path you prefer. But, you will find that it is not something to be done casually. There are no get-rich-quick schemes, no 90-day wonders, and no labor-free approaches to a successful career. If you want success, you have to reach for it. That reaching takes time and effort: a continuous cycle of studying, learning, working, and producing. In this personal enterprise, you will find great joy and solid employment opportunities. The CareerMentor website offers insights from a 35-year industrial career. You are welcome to make use of its free content (http://informationanthology.net/CareerMentor).

[Steve Roesler]

QuestSpace

Indeed.

The challenge that I sometimes struggle with is determining just how long to accept reasons for lack of action. For example, a number of clients get whisked away to remote locations by their companies in order to tackle a problem. That's legit. When it happens two or three times, I bring the engagement to a close for the time being. It does no good for business to have a client who isn't moving forward, regardless of the legitimate demands of their organization.

[Steve Roesler]

Wally, thank you for that distinction.

[Steve Roesler]

Peter

Thank you for adding your resource (readers, note Peter's URL above).

[Chris Young]

Great post Steve! I have included it in my Rainmaker 'Fab Five' picks of the week (http://www.maximizepossibility.com/employee_retention/2011/05/the-rainmaker-fab-five-blog-picks-of-the-week-4.html) to share these five important prerequisites for a successful coaching relationship with my readers.

Be well!

Chris Young

[Steve Roesler]

Hello Chris

Thank you for the distinction. Much appreciated and all the best to your gang out there.

Steve