The Coachable Leader Blog
Read our blog to dive deeper into the science and practical application of leadership coachability.
The unceasing demands of the modern world, with round-the-clock communication and an ever-increasing pace of work, can quickly lead to burnout. It’s crucial to find an escape from the relentless pressures and demands.
This is a post about Adam Grant’s trade secret that keeps him on the top of his game, and something you’ll want to use, too.
This month marks the one-year anniversary of publishing “Coachability: The Leadership Superpower.” Reflecting on the writing journey, I hope the book has helped others as they read about blind spots, faulty assumptions, and the power of claiming the power in the coachable learning zone.
Mara Lawler’s first sit-down conversation with her CEO ended with a surprising assignment. New staff members were routinely invited to an informal introductory session with
Our credibility as coachable leaders is on the line when we decide to act on feedback. Personal change and adopting new behaviors can be a challenge. Research points to the use of “activators” improve odds of success. Add these to your improvement game plan!
Do you struggle to receive feedback positively? You’re not alone. Many high performers find it difficult to take in feedback, and they may have automatic, defensive voices that prevent them from fully understanding what’s being said. However, with practice, you can build the muscle memory needed to respond in the best possible way in stressful situations.
If you find yourself interviewing external candidates for an open job or reviewing internal employees for a promotion, add a few questions to assess their current mindset and habits around continuous learning and coachability.
There’s a balance between low and high confidence in work, and that’s what I like to call the Learning Zone. Here’s how to own it.
In starting a new role or promotion, it is essential to show a balance of knowledge and ability to be coached.
Coaching and feedback can either strike us as Opportune or Uncertain. What’s the difference and how create a safe harbor when reflecting.
We’ve all had them: the moment when someone sits us down, shows us a blind spot that is getting in the way, and helps us be better. Those truth-tellers and trusted advisors provide ‘teachable moments’ that help us stay coachable. They encourage us, point out our talents and remind us what’s important.
Building coachability habits is a little like learning to dance. Rob is a senior talent leader at Gap Inc. He’s also a dance instructor who
A common question that surfaces during my coachability workshops is inquiring about how to coach the boss. While I generally redirect the conversation back to
One of my newsfeed settings on my daily research on coachability is anything published on ‘feedback’. In a typical month or so, the great majority