The #1 Thing We Look for in Applicants: Coachability - Deepstash

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Why Coachability is An Asset

Why Coachability is An Asset

Today’s organizations have to compete on a global level. Add in how rapidly technology and consumer preferences both change, and teams don’t have a choice — they have to be able to adapt and pivot what they’re doing. It’s not negotiable.

In this type of environment, leaders need people who quickly and gracefully can take feedback and adjust how they think and behave. Otherwise, the people they lead will have a harder time keeping pace with the work in front of them. Those individuals subsequently might be less satisfied on the job and end up in more intentional or unintentional conflicts.

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Look For Coachability During Hiring Itself

Every company occasionally has to discipline workers or even let them go. But doing so takes up managerial and leadership time you could spend on other things. It’s also expensive and disruptive to the rest of the team to bring someone else on if your initial hire doesn’t work out.

If you discover after hiring that a person isn’t going to take your advice and isn’t willing to learn, then you run the risk of unnecessarily draining resources out of the organization and have to deal with the stress that falls on _everyone _from trying to solve the personnel issue.

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The Importance Of Roleplays During Interviews

The Roleplaying technique works best once you’ve already had some interaction with candidates because both you and the candidates have to feel comfortable doing the role-playing. That usually requires at least a small amount of rapport and familiarity.

Additionally, role-playing typically does take more time than, say, reading a resume paragraph. Practically, you only have so many minutes in the day. So aim to check for coachability with this strategy in the second or third interview, after you’ve narrowed your pool of potential hires down a little.

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Managing, Mentoring, and Coaching Are Not the Same

  • Management is about moving the objectives and key results (OKRs) of the organization forward. It’s task-oriented and measured by stats.
  • Mentoring is about providing expert guidance that somebody can use even outside of the office. It usually means you invest a lot of time and energy into the individual on a one-on-one basis, who you and others might see as your protege.
  • Coaching, by contrast, is meant to make a person more aware of where they can improve and sharpen those skills in a safe environment.

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