Hiring is so crucial to every organization’s success, regardless of the size of your business or industry. But there are a lot of different factors to consider when hiring, such as a candidate’s experience, education, and so on. What exactly should you be looking for?
Why coachability is such an asset
Organizations have to compete on a global level
- Teams don’t have a choice – they have to be able to adapt and pivot what they’re doing
- 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
Managing, Mentoring, and Coaching are not the same
Management is about moving the objectives and key results of the organization forward
- Mentoring is about providing expert guidance even outside of the office
- Coaching is meant to make someone aware of where they can improve and sharpen their skills in a safe environment
- Once you’ve found coachable people, make sure they can tap sources of advice or training without interfering with workflow or monopolizing
Start your search for coachable people right now
The fast pace of the global, tech-driven work environment means that organizations need adaptable employees who can learn
Looking for coachability after hiring is too late
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 of trying to solve the personnel issue
Using role-playing as a way to see if someone is coachable
The interviewer gives the candidate a scenario, and they walk through it together.
- Afterwards, the interviewer goes over both what the candidate did well while also offering some suggestions or explaining what to work on.
