How Becoming More Coachable Puts You In The Top 20 Percent

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Episode Transcript

SPEAKER_00 (00:00):
So, what is coachability?
What is approachability?
You know, I've been travelingand I've been at a number of
credit unions, I've been atmanufacturing firms,
agricultural firms, aprofessional sports team.
And you know what's reallyinteresting?
We all think we're different.
We all think we have differentnuances in our industry that

(00:21):
makes what we're experiencingdifferent.
You know what it comes back to?
What leaders struggle with isthe reception of their
leadership.
When I give feedback, what doyou do with someone who's
resistant?
What do I do with somebody whohas a negative attitude?
It happens wherever I go.
It's the same thing over andover again.
And I think we've got it wrong.

(00:42):
And I think we have thisdownward trajectory of training.
You know, executive training toupper management to middle
management.
We got to give feedback, we gotto, you know, cultivate
teamwork.
Yet I think we have to look atthe foundational level of an
organization, which is 70 to 80%of our population is what?
Individual contributors.
How many of those people havebeen taught in high school or

(01:06):
college how to seek and acceptfeedback professionally?
I bet you it's none.
Yet what we inherit in theworkplace is our inability to
seek and accept feedback, aperson's resistance to feedback,
their emotional interpretationto feedback.
My boss is attacking me.
You know what it comes back to?

(01:28):
People's ability to stay calm,not emotionally interpret, stay
in the moment, really listen.
I mean, really listen to his orher boss, and not make judgment.
And literally look at theirleader as someone that they have
to support.

(01:48):
Now, I'm a big fan.
I remember one of my favoriteCEOs, Phil Ziegler from the In
Pro Corporation here inWisconsin, Muskego, Wisconsin.
Great company, great coachingculture, great people, great CEO
to this day, Mark Cowan, greatdirector of coaching, Dave
Stevens.
I'm the one who trained andtaught him how to coach.
He's so much better at it thanme.
And I remember Phil used toalways talk about servant
leadership.

(02:10):
And he, it was in his blood.
We are here as leaders to serve.
And I agree with that.
Yet I think that becomes adownward trajectory.
I think employees also have toserve their leaders.
I mean, can you imagine being ona youth sports team and a kid
going up to a coach saying, no,I'm going in regardless of what

(02:33):
you say, I'm going to do what Iwant.
And I'm going to complain aboutyour coaching coach at the end
of the bench.
Now, we all know the biggestpain in the butt for youth
sports is parents, right?
Because they do the same thing.
And I think it would behoove usto teach our youth, to teach
young people coming into theworkplace.
Look, you're going to have somechallenges, you're going to have

(02:53):
some pitfalls, you're going tohave some potholes you're going
to hit.
Your tire in your car is goingto break down.
You're going to have to alwaysrepair and fix.
And you're going to have tobecome better at reception.
If you improve yourapproachability, coachability,
and studies bear this out.
This is not opinion.
Studies bear this out.
Do you know if somebody improvestheir approachability and

(03:15):
coachability, they willimmediately go into the top 20%
of the workforce inside theindustry or the organization?
Gallup proves it, Tasha Yerk inher book, Insights proves it,
McKinsey proves it in theirstudies.
80% of people today are neutralor actively disengaged in the
workplace.

(03:36):
There's never been a greatertime, due to negativity, for an
employee to differentiatethemselves.
Ask us about our coachabilityclub, where for a very low cost
fee monthly, we will fuel youremployees' minds positively.
Send me an email, put thecoachability club right on the
subject line.
Send it to Tim atprogresscoachingleader.com.

(03:57):
I promise you, it is going tocompletely change the way you
look at leadership and moreimportantly, the cultivation of
your talent.