Page 3 - The Leadership Line: September 2023

Overcoming Challenges to Coachability

Coachability is a transformative mindset, but it’s not without its challenges. One of the most significant hurdles
is overcoming our own ego, which can make it difficult to accept feedback, especially when it highlights areas
for improvement. Fear of change can also pose a substantial challenge, as it requires individuals to step out of
their comfort zones and embrace new ways of thinking and acting. Defensiveness can be a natural reaction when
confronted with feedback, hindering the receptivity needed for growth. Another challenge is the lack of action,
where individuals may receive feedback but struggle to translate it into tangible improvements. Lastly, imposter
syndrome, a common affliction among leaders, can instill self-doubt and hinder coachability. Overcoming these
challenges demands self-awareness, resilience, and a commitment to personal and professional growth.

1. Value Self-Improvement- Coachable leaders value living in their learning zone as they confidently
regard themselves as a work-in-progress, not finished perfection. They value feedback from others as a
learning opportunity.
2. Seek- Coachable leaders seek input from others on improving. They welcome feedback and advice from
those around them.
3. Respond- Whether incoming feedback is a result of asking for it or not, coachable leaders respond in
an open way. They don’t interrupt. Instead, they probe to understand and show appreciation for the
input fully.
4. Reflect- Coachable leaders separate openness and curiosity while receiving feedback from the later
reflection and analysis of the message. They take time to think if the feedback has merit and ways they
can use it to grow.
5. Act- When deciding to act on feedback, coachable leaders start with a mindset of experimentation
and achievement in small steps. Once momentum builds from early action, they apply sustainability
strategies, so the new behavior becomes a habit.

(Source: Forbes: The New Leadership Frontier: Coachability)

Case Study: Leading by Example

A Coachable VP’s Journey: Joel Melville, VP of Administration

Why Pursue Executive Coaching?
Joel Melville, the Vice President of Administration at MIL, embarked on an executive
coaching journey driven by a strong desire for personal and professional growth.
Recognizing that leadership development is an ongoing process, Joel decided to
confront his leadership weaknesses head-on. His decision was rooted in a commitment
to his team’s success and MIL’s mission.

Joel’s primary goal in pursuing executive coaching was to enhance self-awareness
regarding his strengths and weaknesses as a leader. He understood that genuine self-awareness was the
foundation upon which he could build meaningful improvements. He initiated the process by soliciting
candid feedback through 360-degree reviews and gathering insights from employees, peers, and superiors. His
secondary goal was to translate this feedback into actionable improvements, integrating them seamlessly into
his daily interactions, both personally and professionally.

Key Takeaways and Influence on Leadership Approach
Through his executive coaching experience, Joel gained invaluable insights that significantly influenced his
leadership approach. He discovered that genuine change required deliberate, consistent effort. Commitment
to the change process was essential because altering behavior, especially long-established patterns, demanded
unwavering dedication.