Are You Coachable?

One of the goals of most leaders is to determine how to effectively coach. Some will attend training to learn more about coaching, others will read books and many will become better coaches through consistent practice with their teams. Leaders understand that coaching is not a one-time event, but an ongoing tactic that determines engagement, and performance. As a leader, have you ever asked yourself, “Am I coachable?"

In order to be coachable, you have to be open to ideas about what you are doing. Asking whether you are coachable may guide you to a more effective plan of action and can help you reflect and be forward-thinking. Those who won’t solicit feedback will not receive the objective input needed to make changes that will allow them to grow.

Steps to becoming more coachable:

1. Choose a stretch goal
2. Choose a coach and determine what sort of feedback will be most valuable
3. Work with your coach to get feedback along the way
4. Make a plan for follow-up and action
5. Commit to the plan

Choosing a coach can be challenging for leaders who are used to autonomy; remember that the coach’s role is to act as a nonjudgmental, strategic business partner. He or she provides guidance based on past experiences as well as aids application of new or improved competencies.

Today’s constantly changing marketplace requires all of us to be more adaptable. The days of doing things like we have always done them are over. Each level of employee, regardless of organization, needs to be willing to collaborate not only in their work but willing to collaborate on objectives and behaviors and therefore be open to coaching.

Handling Mistakes

In my work with organizations, one of the challenges that leaders face is a fear of mistakes. Mistakes are generally viewed as mishaps that cost the company money. So not only does leadership fear mistakes, but so do employees. I understand this fear, but what if we looked at it differently? What if we started to view mistakes as opportunities for innovation? What if we gave teams the freedom and flexibility to truly engage in their work without fear of what will happen if a mistake is made?

As a leader, you understand that everyone makes mistakes, however it is how you handle those mistakes that determines your effectiveness. It also determines how your team views mistakes. Handling them incorrectly can have serious adverse effects on morale. Employees may grow fearful of risks and take on a wait-and-see attitude, letting opportunities pass by.

Handling mistakes quickly, effectively and consistently, on the other hand, improves morale. When you address mistakes properly you build credibility, and gain a reputation for developing employees. Your employees will build confidence that when they make a mistake, you will be supportive and help them improve.

There are three steps to handling mistakes effectively:
1. Open a dialogue
2. Build rapport
3. Restore the employee’s performance

How do you handle mistakes with your team? What new ideas or innovation has come from some of those mistakes?