6 Ways to Assess if an Employee Is Coachable

As a manager, you must focus your efforts on coachable employees. Why? Because these employees are more likely to improve their performance and reach their goals. In this blog post, we will discuss four ways to assess if an employee is coachable and what to do if they aren’t. We will also provide tips for managers on how to help employees become more coachable.

By assessing coachability, addressing any issues preventing an employee from being coachable, and providing guidance and support on improving, managers can ensure that their teams benefit from the skillsets of all their members. This will help create a team environment where everyone can reach their potential.

What is coachability, and why is it crucial for employees to be coachable

Coachability is the ability and willingness to receive coaching. Employees need to be coachable because it allows them to improve their performance and reach their goals. In addition, coachable employees are more likely to listen to feedback and take action to improve their skills.

Employees who aren’t coachable hold you and your team back. As a result, they are less likely to improve their performance or reach their goals. This can frustrate managers and impact the team’s overall productivity.

How can you assess if an employee is coachable?

There are six ways you can assess if an employee is coachable:

Ask the employee if they are willing to be coached.

Managers need to ask employees if they are open to coaching. This allows employees to be open and honest about their willingness to learn and improve. If an employee is unwilling or unable to receive coaching, it may be time to reconsider their role on the team.

Observe the employee’s reaction to feedback.

When you give employees feedback, they will typically listen and take action. Conversely, if employees react negatively to feedback, they may not be coachable. This could be due to a lack of trust, insecurity, or a reluctance to change.

Watch how the employee responds to change.

If employees resist change, they are less likely to be coachable. Change can be difficult for some employees, but coachable employees will embrace change and use it to improve their skills.

Look for signs of openness and willingness to learn.

Coachable employees are typically open to new ideas and learning opportunities. They will take action on feedback and use it to improve their skills. Employees who are not open to new ideas or learning opportunities may not be coachable.

Observe the employee’s behavior to see if they are coachable

There are also behavioral cues you can look for when assessing if an employee’s coachability:

• Coachable employees take the initiative and ownership of their work
• They are motivated to learn and grow
• Coachable employees are team players and collaborate with others
• They have a growth mindset and are willing to take risks

If you see these behaviors in an employee, they are coachable and receptive to coaching.

Ask other managers or colleagues if they are coachable.

It can also be helpful to ask the opinion of other managers or team members. This will give you a more holistic view of the employee’s coachability. If other managers or team members provide examples where the employee didn’t take feedback, the employee might not be coachable.

8 Signs that an employee is uncoachable

There are several signs that an employee is uncoachable. Here are the top eight:

1. They are defensive when criticism is offered.
2. They refuse to admit mistakes.
3. They regularly contradict their boss or co-workers.
4. They blame others for their own failures.
5. They have a poor attitude towards coaching and learning new things.
6. They resist change or new ideas.
7. Their body language conveys a lack of openness or willingness to listen/cooperate
8. Their tone of voice is argumentative, negative, or unyielding.

Assessing coachability is an important step for managers to take to achieve the best results from their employees. If an employee is not coachable, it can be difficult or even impossible for them to reach their full potential and positively impact the organization. Therefore, a manager’s job is to assess the coachability of each employee so that the individual can improve and the team can succeed.

If an employee doesn’t demonstrate coachability, managers must focus on those who do.

What to do if an employee is not coachable

If an employee is not coachable, there are several things you can do:

1. Coach the employee on being coachable. This involves providing feedback on coachability and how the employee can improve their willingness and ability to receive feedback. In addition, you may need to provide more support and guidance until the employee can be coached effectively.
2. Talk with the employee about their goals and ask how you can help them reach them. Employees who aren’t coachable may need clear goals or help understanding how coaching can help them reach their goals.
3. Reconsider the employee’s role on the team. If an employee is unwilling or unable to be coached, it may be time to reconsider their role on the team.

Coachable employees are essential to any organization, as they are the ones who are willing and able to learn and grow. Therefore, assessing coachability is crucial for managers to achieve the best results from their employees. If an employee is not coachable, it can be difficult or even impossible for them to reach their full potential and positively impact the organization.

Coaching involves creating a trusting environment where employees feel comfortable sharing their ideas, collaborating with others, and taking risks without fear. With these tips, managers can help employees become more coachable and improve their skillset, which will benefit both the individual employee and the organization.