Page 2 - The Leadership Line: September 2023

Coachability Throughout Your Career

As we delve into the realm of leadership, we discover an intriguing phenomenon.
Early in their careers, leaders often shine as beacons of coachability, soaring above
the 70th percentile when they’re 30 or younger. Yet, with the passage of time, a
subtle shift occurs. By the age of 40, they find themselves hovering around the 50th
percentile. And for some, especially among men, the decline persists, with a drop to
the 40th percentile by the age of 55. (Source: Wharton Magazine, So You’re a leader.
Are you Coachable?)

The question arises: Why does this transformation transpire? What happens to our ability to remain coachable as
we climb the ladder of leadership? The answer lies in our receptivity to personal feedback. Remaining coachable, it
turns out, hinges on our openness to criticism and our commitment to learning and growth.
In this edition of our newsletter, we embark on a journey to explore the profound impact of coachability on
leadership. We delve into the significance of cultivating a growth mindset, understanding that growth is not limited
to the early stages of a career but is a lifelong pursuit.

Developing a Lasting Culture of Coachability

Creating a culture of coachability within your team or organization requires consistent effort and commitment.
As a manager, you play a crucial role in fostering an environment where openness to feedback and continuous
improvement are valued. Here are some strategies to help you establish a lasting culture of coachability:

» Lead by Example: Demonstrate your own willingness to receive feedback and
showcase how you actively seek opportunities for personal and professional growth.
Your team is more likely to embrace coachability if they see you embodying these
qualities.
» Regular Check-ins: Incorporate regular one-on-one meetings with your team
members to discuss their progress, challenges, and aspirations. Use these sessions as
an opportunity to provide constructive feedback and encourage them to share their
thoughts on how they can improve.
» Encourage Peer Feedback: Foster a culture of peer-to-peer feedback where team
members feel comfortable giving and receiving input from their colleagues. This
promotes a collaborative learning environment and helps individuals learn from each
other’s experiences.
» Provide Growth Resources: Offer resources such as workshops, training programs,
and relevant reading materials that support your team’s professional development.
This showcases your commitment to their growth and encourages them to explore new
avenues for learning.
» Acknowledge Efforts: Recognize and celebrate instances where team members have
acted on feedback and demonstrated growth. This reinforces the idea that embracing
feedback leads to positive outcomes and encourages others to follow suit.
» Normalize Mistakes: Create an atmosphere where mistakes are seen as valuable
learning opportunities rather than failures. Encourage your team to share

Coachable leaders exhibit a healthy ego, integrity, fair play, participation, productivity,
responsibility, emotional intelligence, knowledge of how to use power and influence,
comprehensive communication, and know-how in developing teams collaboratively.