Coachability is the determining factor in leadership growth. Learn the 5 elements of coachability and how to evaluate a leader’s readiness to act on feedback and ideas for improvement.
The Five Pillars of Coachability
To determine if a leader is ready for the rigours of Stakeholder Centered Coaching, we evaluate them against five specific traits. When you demonstrate these attributes, we will offer our coaching on a ‘Pay on Results’ basis.
1. Openness to Feedback and Feedforward
Coachable leaders do not merely tolerate feedback; they actively seek it. They treat criticism as a diagnostic tool rather than a personal affront.
This requires ambition, courage, discipline, humility and honesty.
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2. Willingness to Change
Intent is not enough. A leader must demonstrate a readiness to alter established patterns of behaviour. This requires a transition from “knowing” to “doing.”
- Evaluation: Is the leader prepared to step outside their comfort zone to adopt new behaviours?
3. Action-Orientation
The MGSCC process is grounded in execution. Coachable leaders set concrete goals and take proactive steps to implement changes based on the feed-forward they receive.
- Evaluation: Does the leader consistently follow through on small, incremental commitments?
4. Absolute Accountability
A coachable leader accepts full responsibility for their actions and the outcomes they produce. They do not blame external circumstances or stakeholders for a lack of progress.
- Evaluation: Does the leader own their mistakes and treat them as learning opportunities?
5. Acute Self-Awareness
Growth requires a clear understanding of one’s own strengths, weaknesses, and blind spots. A coachable leader is willing to explore their unconscious biases.
- Evaluation: How accurately does the leader perceive their impact on the organisation?
“The process is simple, but it requires steadfastness, resilience, and flexibility. Coachability is the cornerstone of successful leadership development.” — Marshall Goldsmith
Your Next Step
If you are seriously considering CEO Leadership Coaching
→ Book a 30-minute Zoom call with Michael Beale, CEO coach and 1:1 NLP trainer
Or continue the series:
Next article: Feedback and Feedforward
Full Index: Marshall Goldsmith Coaching
About Michael
Michael Beale is a CEO coach and 1:1 NLP trainer working with senior leaders, entrepreneurs, and professionals. His work focuses on helping clients deliver measurable results under real-world conditions through structured thinking and behavioural change. Coachability is the foundation of the entire MGSCC process. If you are ready to identify if you (or your
FAQ – Leadership Coachability
Q: What is the biggest red flag during a coachability audit?
A: A client not accepting that they need a certain amount of ambition, courage, discipline, honesty, and humility to take part in the programme. I gently turn such clients down.
Q: Can coachability be developed, or is it an innate trait?
A: Coachability can be cultivated through a mindset shift. It begins with the leader recognising that their current behaviours, while perhaps successful in the past, may not be sufficient for future challenges.
Q: How do you evaluate a leader who appears “too busy” to be coached?
A: A lack of time is often a symptom of low coachability (specifically a lack of Action-Orientation). If a leader cannot prioritise the “doing” part of the process, they are not yet ready for a formal coaching engagement.
Q: Why is including “critics” as stakeholders important for coachability?
A: Including critics tests a leader’s Openness to Feedback. If a leader only wants feedback from supporters, they are seeking validation, not growth. A coachable leader knows that critics often hold the key to their most significant blind spots.
