{"id":175149,"date":"2024-03-30T21:19:47","date_gmt":"2024-03-30T21:19:47","guid":{"rendered":"https:\/\/businessyield.com\/?p=175149"},"modified":"2024-04-02T12:47:03","modified_gmt":"2024-04-02T12:47:03","slug":"mastering-coachability","status":"publish","type":"post","link":"https:\/\/businessyield.com\/marketing\/mastering-coachability\/","title":{"rendered":"MASTERING COACHABILITY: Strategies for Receiving Feedback and Implementing Change","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

Over the years, I’ve had my fair share of receiving feedback, some constructive, some not so much. For instance, I struggled to accept criticism early in my business writing career without getting defensive. I would find myself making excuses or dismissing the feedback altogether. It wasn’t until a wise mentor pulled me aside and said, “The day you stop being coachable (in other words, mastering coachability) is the day you stop growing,<\/em>” that I had an aha moment.<\/p>

That simple statement made me realize the immense value of coachability, the ability to receive feedback with an open mind and implement meaningful changes. According to a recent survey, 68% of employees struggle with effectively applying feedback from managers or coaches.<\/p>

Coachability is a crucial skill that transcends personal and professional growth. And those who can adapt and embrace change are the ones who truly excel. However, developing coachability requires self-awareness, humility, and a growth mindset \u2013 traits that don’t come naturally to everyone.<\/p>

So, how do you go about mastering coachability? Don’t worry; I have got you covered. I will share a few strategies I have implemented that have worked and, basically, all you should know about receiving feedback and implementing changes.<\/p>

Key Points<\/span><\/h2>\n\n
  • Effective coaching is critical because it enables people and teams to function at their peak<\/li>\n\n
  • Determining whether you are a coachable person or where you fit on the spectrum can be difficult.<\/li>\n\n
  • Choosing to be a lifelong learner increases your chances of success. Learning is strongly related to mastering, but how can you master a skill without receiving feedback? <\/li><\/ul><\/div><\/div>

    What is Coachability?<\/span><\/h2>

    The word \u201cCoachability\u201d refers to a set of mindsets and actions that allow us to integrate feedback to generate continuous personal growth and transformation. In other words, it’s the prerequisite for receiving and applying feedback and counsel with attention and boldness and maintaining the mental and emotional openness required to monitor and adapt to its influence continually. Coachability, in a larger sense, means learnability.  <\/p>

    Understanding How Mastering Coachability Works<\/span><\/h2>

    From experience, having a coach is considered a badge of pride among CEOs, signifying a commitment to personal development and leadership. Mastering coachability, on the other hand, refers to a person’s willingness to receive coaching and ability to use it constructively for personal development. <\/p>

    It focuses on the Openness Framework, which provides a road map for becoming coachable. But what is this framework about? <\/p>

    My research around this shows that the framework comprises four parts: being open to change, accepting criticism, taking action, and being responsible. To begin, being open to change requires acknowledging mistakes and embracing growth. Second, soliciting feedback highlights blind spots and speeds improvement. Coaches may guide but not execute the work; thus, you must be willing to act.<\/p>

    Finally, accountability ensures adherence to decisions, behaviors, and beliefs. As a result, learning coachability is a valuable skill for all leaders, regardless of status, and it is an important step in personal and professional development.<\/p>

    Mastering coachability is vital for leaders who want to grow personally and professionally. <\/p>

    How do I Accept Mastering Coachability?<\/span><\/h2>
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