SALT LAKE CITY--(BUSINESS WIRE)--Most organizations agree that coaching is important, but they do virtually nothing to make employees more receptive to coaching. There are many misperceptions about how employees will respond to coaching which ultimately causes these conversations not to happen. How can organizations encourage their employees to be more coachable?
“A person who is coachable not only responds well when given feedback, they ask for feedback,” said Jack Zenger, CEO of Zenger Folkman. “They view the input from others as a valuable tool in their development. They are also willing to take actions and make personal changes based on the feedback.”
In a recent study, Zenger Folkman looked at the ways employees can convey to others their receptiveness to coaching:
- Ask for feedback
- Ensure you understand the feedback
- Thank the giver of feedback and confirm your desire for more
- Request suggestions on how to improve
- Welcome tough or unexpected feedback
With leaders who were 25 or younger, 22 percent of raters ranked coachability as one of the top four most important competencies. However, Zenger Folkman’s research showed that as employees aged, the perceived importance of coachability declined significantly.
“Many of us have the assumption that someday life will be easy. We will coast along effortlessly and will be successful,” said Joe Folkman, president of Zenger Folkman. “A successful life means constant change and continuous learning. So set a goal now to remain coachable throughout your career.”
To learn more ways to become more coachable attend Jack Zenger and Joe Folkman’s webinar, Coachability: How Coachable Are Your Leaders?, on Wednesday April 26, 2017. For more information on these findings, and how to incorporate them into a leadership development plan, visit www.zengerfolkman.com.
Zenger Folkman is the authority in strengths-based leadership development. Their award-winning programs employ research-based methods that improve organizations and turn good managers into extraordinary leaders.