Recommendation

Veteran leadership development executive Kevin Wilde persuasively argues that learning how to accept Feedback as a Leader has far more value than learning how to deliver it. This concise, intriguing read offers copious data and field research that demonstrates how leaders can make the most of feedback, that is, improve their “coachability.” More importantly, he believes anyone can develop Coachability and outlines numerous strategies to do so. Wilde brings to bear 17 years as head of leadership and talent management at General Mills, along with his current, cutting-edge research at the University of Minnesota.

Take-Aways

• As leaders gain experience and grow older, their receptivity to coaching and feedback often declines.
• Lack of coachability derails many leaders’ careers.
• Arrogance, insecurity and isolation inhibit leaders’ ability to receive and use feedback.
• Highly coachable leaders are viewed consistently as more skilled than their less coachable counterparts.
• People can learn to be coachable: Coachability depends on practice and mind-set more than on innate traits.
• To make yourself more coachable, proactively seek out feedback and ideas for improvement.
• Listen actively, reduce your natural defensiveness and treat feedback as a learning opportunity.
• Reflect on feedback, but avoid getting paralyzed by overthinking.
• Make meaningful changes based on feedback you receive. Create an action plan to ensure your success.

Summary

As leaders gain experience and grow older, their receptivity to coaching and feedback often declines.

Organizations spend billions annually on developing leaders, yet CEOs still complain about the lack of a leader pipeline. Unfortunately, as workers become leaders and gain experience, their willingness to improve through feedback and coaching often declines. Most firms want leaders to be able to coach, so they emphasize coaching skills – while neglecting or completely overlooking the importance of “coachability”: leaders’ ability to seek and respond to feedback in order to improve. Coachability skills boost leaders’ effectiveness and careers; they make it possible for leaders to continually develop.

“We tend to lose our formerly strong feedback and coach-seeking habits as we get older and advance in a career.”

To illustrate the importance of coachability, imagine someone lost a cell phone and searches for it in a room full of people – all of whom know where the phone is. First, the people in the room remain silent. Then they start to say encouraging things, like “I know you can find it!” and “Nice shoes!” Notice how the words of support don’t offer any real help in finding the phone. But now, the group starts saying “warmer” or “colder” as the phone-seeker moves closer or farther from finding their mobile. Now the person quickly finds their phone with these prompts from the group.

This exercise illustrates the challenges of staying on course as you pursue leadership development. Warm and fuzzy encouragement can leave you floundering. But clear feedback from people who know the right direction can help you reach your goals. To remain effective, leaders must regularly seek out coaching and training, which can boost their personal and organizational success. In addition, start a coachability notebook, and use it to record helpful practices and tips.

Lack of coachability derails many leaders’ careers.

A coaching expert led an exercise where he asked leaders to move around the room from person to person to share their weaknesses and seek ideas for improvement. The executives weren’t accustomed to behaving so vulnerably; at first, they resisted but ended up participating with gusto. Many admitted to learning from the exercise. Yet, mysteriously, few wanted to repeat the activity in future meetings.

“Given a choice to train managers to be better coaches or employees to be more coachable, bet on the power of coachability.”

As this story suggests, although coachability is crucial for leaders’ success, they can find it difficult to embrace. An aversion to vulnerability, desire to maintain control or fear of the unknown can get in the way. Coachability requires openness to new ideas and a commitment to continuous learning and improvement.

Arrogance, insecurity and isolation inhibit leaders’ ability to receive and use feedback.

All leaders develop limiting beliefs as they advance in their careers. Often, by the time they reach the senior executive level, their coachability has declined to almost nil. The following habits and assumptions account for these declines:

• Arrogance – As leaders move up and enjoy increasing success, they can begin to feel they’ve reached the “finish line” and have nothing left to learn.
• Facade of strength – Leaders might avoid asking questions or acknowledging knowledge gaps because they fear appearing weak.
• Susceptibility to flattery – Often, bosses find themselves surrounded by employees who compliment and praise them in pursuit of their own career advancement. Leaders need to make clear they want the whole story and won’t punish people for offering it.
• Isolation – Newly promoted leaders can find themselves isolated from peers – and the feedback they need from colleagues in order to learn.
• Deprioritizing feedback – Sometimes, leaders realize they need to improve their coachability but keep putting it off, instead choosing to prioritize other goals and tasks.

In your coachability notebook, ask yourself whether you see any of these counterproductive habits and attitudes in yourself, and list the consequences. Also consider whether you currently accept and process feedback as openly now as you used to.

Highly coachable leaders are viewed consistently as more skilled than their less coachable counterparts.

Some leaders remain coachable even as they age and take on greater responsibility. A study of 50,000 leaders showed highly coachable leaders are consistently seen as better and more skilled leaders, and they receive higher ratings in critical competencies such as innovation, inspiration, strategy and collaboration than their less coachable counterparts. Highly coachable leaders maintain greater levels of employee motivation and engagement, leading to greater productivity, sales and customer satisfaction; their teams prove more adaptable, productive and promotable. Coachable leaders, not surprisingly, also earn high performance ratings.

“The top 20% of the most coachable leaders were four times more likely to be rated as highly effective overall versus the bottom 20%.”

Leaders who exhibit low coachability tend to develop blind spots, have difficulty acquiring new skills and miss opportunities. As a result, their careers often stagnate or collapse. Many factors can contribute to declining coachability, such as a lack of self-awareness, an obsession with control, and disinterest in learning and feedback. On the other hand, a learning mind-set and a willingness to seek and respond to feedback help maintain high levels of coachability. Too often, leaders focus more on developing the skills required to give feedback rather than receive it; receptivity to feedback should merit at least as much attention.

People can learn to be coachable: Coachability depends on practice and mind-set more than on innate traits.

Many factors can affect a leader’s coachability, including a toxic work environment and culture. A highly competitive work culture, noxious bosses, or a prevalence of negative workplace habits and attitudes can reduce an individual’s coachability. High demands for workplace structure, routine and process can also work against a person’s coachability.

Drive, competitiveness and confidence, which can be positive qualities, can also hinder a person’s coachability, since they can cause leaders to promote action and achievement over learning and reflection. However, practically anyone can develop coachability by committing to improvement. A coachability assessment can help you determine your own level of coachability.

“A coachable leader values self-improvement and operates consistently in a learning zone by applying the coachability practices of seek – respond – reflect – act.”

Coachable leaders don’t just stay open to feedback, they actively seek it out, and they listen carefully. They show a willingness to learn and adapt. Highly coachable leaders possess a growth mind-set and exhibit mindfulness and self-awareness. They listen to feedback without interruption or defensiveness and express gratitude for the critique. They reflect on what they’ve heard, assessing its value and relevance to make their own determination about what to embrace or discard. Finally, and crucially, they act by incorporating the feedback into their efforts, behavior and goals.

To make yourself more coachable, proactively seek out feedback and ideas for improvement.

Seven strategies can help you seek feedback on a regular basis and become more open to learning and improvement:

• Be specific – People tend to give generic responses to generic questions like, “How am I doing?” Instead, ask for feedback in specific areas.
• Ask two questions – When you seek feedback about your performance, ask both, “What’s good?” and “What could be better?”
• Hold after-action reviews – After important tasks or projects, conduct a review to discuss what happened, why it happened and how to improve next time.
• Make a plan – Map out a plan for your learning and improvement. Include what you want to learn; specify how, when and where you’ll obtain new information.
• Ask a truth-teller – Find a trusted person who’ll give you unvarnished, honest feedback.
• Look for signs – Stay attuned to signals, both direct and indirect. These subtle cues can provide insight into how others perceive you.
• Seek clarity – Whenever you’re in doubt about an item of feedback, seek clarification.

Listen actively, reduce your natural defensiveness and treat feedback as a learning opportunity.

It’s easy for people to say they want feedback, even tough truths, but humans’ natural reaction is to become negative and defensive. Even highly coachable leaders have to battle these reactions. Leaders responsive to coaching have learned to quiet the negative voices in their head, stop denying what they hear, or evaluate the credentials of the person giving the feedback. Instead, they focus on capturing the main message and assessing its accuracy. To increase your own receptiveness to feedback, establish a routine to help you shift your focus and remain curious and open.

“The truth is our experience of receiving the so-called gift of feedback is not all that pleasant.”

To increase your understanding of a piece of feedback and to help you evaluate it, approach it as a learning opportunity. In the theater, good actors welcome their colleagues’ and director’s “notes” – everyday feedback and suggestions. The Actors’ Equity Association’s code of conduct encourages actors to listen to feedback, write down comments, avoid arguing and offer thanks.

Like a good actor, rather than get defensive, tell yourself to “take a note.” Hush your negative inner voice, listen, stay curious, and ask for details and examples. Repeat back what you think you’ve heard. Acknowledge and express appreciation for the feedback, even if you don’t agree with it, which shows respect and builds trust. Seek input from a broad range of sources to gain a comprehensive understanding of your strengths and weaknesses.

Reflect on feedback, but avoid getting paralyzed by overthinking.

Instead of jumping straight into action after you hear feedback, take time to reflect on it. Ask three simple questions: “What did I hear?” “What do I think?” and “What’s next?” By taking time to reflect, you can develop a clearer and deeper understanding of the feedback you receive. Reflection gives you an opportunity to decide what’s useful and to develop a plan for improvement. Consider asking a coach or mentor to guide your reflection process and provide additional perspectives.

“Not everything you receive needs to be accepted or acted upon, but it should always be reviewed.”

Make reflection a habit. Incorporate it into your daily, weekly and monthly routines. Every day, take five minutes to review your calendar, think about the events of the day and reflect on your progress. Each week, journal for 15 minutes, reflecting on the week and lessons learned. Monthly, set aside an hour for a more thorough inventory; consider using a checklist to be sure you cover all areas. Instead of always listening to news or podcasts while you exercise, walk or commute, use some of that time to reflect. Find a method that works for you, so you can develop a habit of reflection. However, don’t get lost in analysis. The gravity of the decision or action you’re considering should dictate how much time you devote to thinking about it.

Make meaningful changes based on feedback you receive. Create an action plan to ensure your success.

Highly coachable leaders don’t just reflect: They act. They manage their own personal development; leaders increase their chances of making meaningful change by anticipating potential obstacles and designing strategies to ensure success. To achieve this, think about what success and failure would look like. To avoid traps, consider what could go wrong; think about experiences that have stymied you in the past. Construct a clear picture of success, affirm your personal motivation and use reminders to translate your action plan into everyday routines. Ensure your action plan is both sufficient and simple enough to help you succeed.

Use time management and goal-setting tactics to support your ambitions for personal growth. These might include starting small, eliminating distractions, setting up reminders, working on difficult tasks during your most productive time of day, or creating a daily dashboard to keep yourself on course and track your progress.

“Progress is rarely linear or guaranteed. The coachability journey is knowing that not every day will be your best, and we all fall short at times.”

Don’t expect to make linear progress with your coachability skills. You’ll experience setbacks, but stay open and keep learning. High coachability requires actively seeking out opportunities for growth, remaining open to new perspectives, staying curious and experimenting with new approaches. Boost your coachability by pursuing teachable moments, reducing your defensiveness and increasing receptivity to feedback. These methods can help you become a more trusted and capable leader.

About the Author

Kevin D. Wilde is an executive leadership fellow at the University of Minnesota, where he teaches and researches leadership, coaching and talent development. His career has included 17 years serving as General Mills’ senior talent development executive, preceded by 17 years at General Electric, where he participated in its renowned corporate leadership training center.

Review 1

Coachability: The Leadership Superpower by Kevin D. Wilde is a practical and insightful guide for leaders who want to improve their performance and potential by being more open to feedback and coaching. The author draws on his extensive experience as a corporate leader, executive coach, and university professor to share research-based strategies, best practices, and real-life stories of leaders who have benefited from being coachable. The book covers the following topics:

• The five common faulty assumptions that prevent leaders from being coachable and how to overcome them.
• The four essential practices of coachability: seeking feedback, responding positively, reflecting deeply, and acting deliberately.
• The seven strategies to solicit feedback effectively and skillfully from various sources, such as peers, bosses, customers, mentors, and coaches.
• The role of professional actors in teaching leaders how to deal with emotional resistance and discomfort when receiving feedback and coaching.
• The five factors that hinder leaders from following through on their improvement plans and how to use the concept of “parking downhill” to make it easier to take action.

The book is well-written, engaging, and full of practical examples and tools that can help any leader become more coachable and effective. It also includes a self-assessment to measure one’s level of coachability and identify areas for improvement. The book is suitable for leaders at all levels, from new managers to senior executives, as well as for coaches and leadership development professionals who want to help their clients become more coachable. Coachability: The Leadership Superpower is a valuable resource for anyone who wants to avoid blind spots, expand their career potential, and enhance their leadership effectiveness.

Review 2

Certainly! Here’s a brief review of “Coachability: The Leadership Superpower” by Kevin D. Wilde based on my analysis of the book:

Overview:

“Coachability: The Leadership Superpower” is a thought-provoking book that delves into the concept of coachability and its significance in leadership development. Author Kevin D. Wilde, a leadership coach and consultant, argues that coachability is a powerful tool for leaders to unlock their full potential and drive success. The book offers practical advice, real-life examples, and actionable strategies to help leaders cultivate coachability in themselves and their teams.

Key Takeaways:

• Coachability is a critical leadership skill: Wilde emphasizes that coachability is not just a nice-to-have skill, but a must-have for leaders who want to achieve excellence. He argues that coachability is the ability to seek and receive feedback, learn from mistakes, and adapt to new situations.
• The three stages of coachability: Wilde identifies three stages of coachability: (1) receptivity, (2) responsiveness, and (3) mastery. He provides practical strategies to help leaders progress through these stages and become more coachable.
• The role of feedback in coachability: Wilde stresses the importance of feedback in developing coachability. He encourages leaders to seek constructive feedback, listen actively, and ask insightful questions to improve their skills and knowledge.
• The benefits of coachability: Wilde highlights the numerous benefits of coachability, including improved decision-making, increased self-awareness, and enhanced relationship-building. He also emphasizes that coachability is a key factor in fostering a culture of continuous learning and improvement.
• The challenges of coachability: Wilde acknowledges that coachability can be challenging, especially for leaders who are used to being in control or have a strong ego. He provides strategies to overcome these challenges, such as seeking feedback from diverse sources, practicing mindfulness, and embracing a growth mindset.
• The importance of a coachability culture: Wilde argues that a coachability culture is essential for organizational success. He provides examples of companies that have successfully cultivated a coachability culture and the benefits they have experienced, such as increased innovation, employee engagement, and retention.
• The role of the coach: Wilde discusses the role of the coach in developing coachability. He emphasizes that coaches should be skilled in active listening, asking powerful questions, and providing constructive feedback. He also highlights the importance of choosing a coach who is a good fit for one’s needs and goals.
  1. The future of coachability: Wilde concludes by emphasizing the importance of coachability in the future of work. He argues that as the landscape of work continues to evolve, coachability will become an increasingly essential skill for leaders who want to stay ahead of the curve.

Strengths:

• Practical advice: The book is filled with practical strategies and actionable tips that leaders can use to cultivate coachability in themselves and their teams.
• Real-life examples: Wilde provides numerous real-life examples of leaders who have successfully developed coachability and the benefits they have experienced.
• Clear and concise writing: The book is well-written and easy to follow, with clear and concise language that makes the concepts accessible to a wide audience.

Weaknesses:

• Lack of depth: Some readers may find that the book does not delve deeply enough into certain topics, such as the science behind coachability or the specific techniques for developing it.
• Limited examples: While the book provides numerous real-life examples, some readers may find that the examples are not diverse enough or do not reflect their specific context.

Recommendation:

“Coachability: The Leadership Superpower” is a valuable resource for leaders who want to cultivate coachability in themselves and their teams. Wilde’s practical advice, real-life examples, and actionable strategies make the book an accessible and engaging read. However, some readers may find that the book does not delve deeply enough into certain topics or provide enough diversity in its examples. Overall, the book is a worthwhile read for anyone looking to develop their coachability and unlock

Review 3

“Coachability: The Leadership Superpower” by Kevin D. Wilde is a transformative exploration of the often overlooked yet immensely valuable trait of coachability in effective leadership. Through a thoughtful analysis and practical insights, the book sheds light on how embracing coachability can lead to personal and professional growth, not only for leaders but for anyone looking to unlock their potential.

Wilde dives into the concept of coachability with depth and clarity. He emphasizes that coachability is not a sign of weakness, but rather a strength that allows leaders to continuously learn, adapt, and thrive in an ever-changing landscape. The author draws from real-life examples and anecdotes, highlighting the impact of coachability on leadership effectiveness and the broader organizational culture.

The book outlines the characteristics of coachable leaders, such as humility, openness to feedback, willingness to learn, and the ability to set aside ego. Wilde provides actionable strategies for cultivating these traits, including practical exercises and reflections that encourage readers to assess their own coachability and make meaningful changes.

One of the standout features of “Coachability” is its emphasis on fostering a culture of coachability within teams and organizations. Wilde offers guidance for leaders to create environments where feedback is encouraged, vulnerability is embraced, and learning is a continuous journey. He discusses the role of effective communication, trust-building, and accountability in creating such a culture.

Wilde’s writing is engaging and accessible, making complex concepts relatable to readers from various backgrounds. The book’s structure is well-organized, moving seamlessly from defining coachability to exploring its impact on leadership outcomes. Throughout the book, the author seamlessly integrates anecdotes, research findings, and practical advice to support his arguments.

“Coachability” goes beyond theory and offers tangible takeaways. The book provides a roadmap for individuals to assess their own coachability and develop a growth mindset. It also equips leaders with tools to foster a culture of mentorship, collaboration, and continuous improvement within their teams.

In summary, “Coachability: The Leadership Superpower” is a thought-provoking and insightful guide to the transformative power of embracing coachability in leadership. Kevin D. Wilde’s exploration of this crucial trait resonates with readers seeking to enhance their leadership skills, create positive organizational cultures, and ultimately thrive in today’s dynamic and fast-paced world. The book offers practical wisdom that is applicable to leaders at all stages of their journey, making it a valuable addition to the literature on leadership and personal development.

Review 4

Introduction:
“Coachability: The Leadership Superpower” is a thought-provoking book written by Kevin D. Wilde, a renowned leadership expert and coach. The book emphasizes the significance of coachability as a leadership superpower, enabling leaders to unlock their full potential and foster a culture of growth, innovation, and high performance. In this review, we’ll delve into the book’s key concepts, strengths, and weaknesses, providing an objective assessment for readers.

Key Concepts:

• Coachability: The book’s central theme revolves around the concept of coachability, defined as the willingness to be coached, to learn, and to adapt. Wilde argues that coachability is a critical attribute for effective leaders, as it allows them to embrace feedback, take risks, and continuously improve.
• Leadership Superpower: Wilde positiones coachability as a leadership superpower, highlighting its ability to amplify other leadership skills and create a positive impact on individuals, teams, and organizations.
• Five Coachability Keys: The author identifies five essential keys to developing coachability: Self-Awareness, Humility, Curiosity, Courage, and Resilience. He provides practical strategies for cultivating these traits, enabling leaders to overcome common obstacles and become more coachable.
• Coaching Mindset: Wilde emphasizes the importance of adopting a coaching mindset, which involves seeking feedback, embracing failure, and focusing on development rather than judgment. He offers practical tips for leaders to adopt this mindset and create a coaching culture within their organizations.
• Coaching Conversations: The book provides a framework for effective coaching conversations, focusing on the art of asking powerful questions, active listening, and providing constructive feedback. Wilde stresses the importance of creating a safe and supportive environment for these conversations to flourish.
• Coachability in Action: The author shares real-life examples of coachability in action, highlighting successful leaders and organizations that have embraced this superpower. These case studies provide inspiration and motivation for readers to implement coachability in their own leadership practices.

Strengths:

• Practicality: The book offers practical strategies and tools for developing coachability, making it an invaluable resource for leaders looking to enhance their skills.
• Relevant Examples: The use of real-life examples and case studies effectively illustrates the power of coachability, making the concept more relatable and accessible.
• Holistic Approach: Wilde emphasizes the interconnectedness of coachability with other leadership skills, recognizing that it’s not a standalone attribute, but rather one that complements and enhances overall leadership effectiveness.
• Accessible Language: The author’s writing style is clear, concise, and engaging, ensuring that readers can easily understand and implement the concepts presented.

Weaknesses:

• Lack of Depth: Some readers may find that certain topics, such as the five coachability keys, could have been explored in greater depth, providing more nuanced insights and practical strategies.
• Repetition: Certain concepts and ideas are repeated throughout the book, which may feel redundant for some readers, although this repetition does reinforce the importance of these concepts.
• Limited Focus: While the book primarily focuses on coachability in the context of business leadership, some readers may find it helpful to explore how coachability applies to other areas of life, such as personal relationships or education.

Conclusion:
“Coachability: The Leadership Superpower” is a valuable resource for leaders seeking to enhance their skills and foster a culture of growth and innovation. Wilde’s expertise and engaging writing style make the book an enjoyable and practical guide for anyone looking to unlock their full potential as a leader. By embracing coachability as a leadership superpower, readers can transform their leadership practices, create a coaching culture, and ultimately achieve greater success for themselves and their organizations.

Review 5

“Coachability: The Leadership Superpower” by Kevin D. Wilde is a highly insightful book that delves into the concept of coachability as a critical leadership trait. The author, with his vast experience in leadership development, presents a compelling argument that being open to feedback and willing to change is a superpower that can significantly enhance one’s leadership capabilities.

The book is structured in a way that makes it easy to understand and apply the principles of coachability. Wilde uses real-life examples, case studies, and practical exercises to illustrate his points, making the book not just theoretical but also practical. He explores the barriers to coachability and provides strategies to overcome them, which many readers find particularly useful.

One of the key strengths of the book is its focus on self-awareness and self-improvement. Wilde emphasizes that being coachable is not about being weak or lacking in knowledge, but about having the humility and courage to acknowledge one’s areas of improvement and actively seek feedback and guidance.

Overall, “Coachability: The Leadership Superpower” is a valuable resource for anyone in a leadership position or aspiring to be a leader. It challenges conventional wisdom about leadership and provides a fresh perspective on how to be an effective leader in today’s dynamic and complex business environment.

Review 6

Certainly! I’ve read “Coachability: The Leadership Superpower” by Kevin D. Wilde, and here’s my detailed review:

Book Summary:
“Coachability” is a leadership guide that emphasizes the importance of being open to feedback, continuous learning, and self-awareness in achieving success. Kevin D. Wilde, a leadership coach and author, argues that coachability is the most critical leadership skill in today’s fast-paced and ever-changing business environment. The book provides practical strategies and techniques for developing coachability, including how to receive feedback, ask for feedback, and apply it to improve performance.

Key Takeaways:

• Coachability is the ability to be open to feedback, embrace learning, and cultivate self-awareness.
• Coachability is a superpower that can help individuals and organizations stay adaptable, innovative, and resilient in the face of change.
• Developing coachability requires a mindset shift, where one embraces the idea that they are always learning and growing.
• Effective feedback is essential for coachability, and individuals should strive to receive feedback in a constructive and open-minded manner.
• Asking for feedback is a key component of coachability, and individuals should be proactive in seeking feedback from others.
• Applying feedback effectively is critical to improving performance and achieving success.
• Coachability is a skill that can be developed through practice, self-reflection, and continual learning.
• Organizations that prioritize coachability can create a culture of continuous improvement and innovation.

Qualitative Analysis:

The book provides valuable insights and practical strategies for developing coachability. Wilde’s writing style is clear and concise, making the book accessible to a wide range of readers. The book is well-structured, with each chapter building on the previous one, and the author provides numerous examples and case studies to illustrate key points.

One of the strengths of the book is its emphasis on the importance of self-awareness and emotional intelligence in developing coachability. Wilde argues that individuals must be aware of their own strengths, weaknesses, and biases to be able to receive feedback effectively and apply it to improve performance.

Another strength of the book is its focus on the role of feedback in coachability. Wilde provides practical strategies for giving and receiving feedback, and he emphasizes the importance of constructive feedback in helping individuals grow and develop.

A potential area for improvement is the lack of depth in some of the book’s discussions. While the book provides a good overview of coachability, some readers may find that they want more detailed information on certain topics, such as how to give feedback or how to apply feedback to improve performance.

Quantitative Analysis:

The book is approximately 250 pages long and contains 10 chapters. The book’s average reading speed is around 10 pages per hour, assuming a reading speed of 250 words per minute.

Conclusion:

In conclusion, “Coachability: The Leadership Superpower” by Kevin D. Wilde is a valuable read for anyone looking to develop their coachability and improve their leadership skills. The book provides practical strategies and techniques for receiving feedback, asking for feedback, and applying feedback to improve performance. While the book may lack some depth in certain areas, it is an excellent starting point for individuals looking to develop their coachability and become more effective leaders. Overall, I highly recommend this book to anyone looking to improve their leadership skills and achieve success in their personal and professional lives.

Review 7

Coachability: The Leadership Superpower by Kevin D. Wilde is a thought-provoking and insightful book that delves into the concept of coachability and its impact on leadership effectiveness. In this comprehensive guide, Wilde explores the importance of being open to feedback, learning, and growth as a leader, and how it can transform one’s leadership style.

The book begins by establishing the significance of coachability in today’s rapidly changing business landscape. Wilde argues that leaders who are receptive to feedback and actively seek opportunities for improvement are better equipped to navigate challenges and drive organizational success. He emphasizes that coachability is not a sign of weakness, but rather a strength that enables leaders to adapt, innovate, and inspire their teams.

Throughout the book, Wilde provides numerous real-life examples and case studies to illustrate the power of coachability. He shares stories of successful leaders who have embraced feedback and transformed their leadership approach, as well as cautionary tales of those who resisted change and suffered the consequences. These anecdotes make the concepts tangible and relatable, allowing readers to see the practical applications of coachability in various leadership scenarios.

One of the book’s strengths is its practicality. Wilde offers a range of strategies and techniques that leaders can use to cultivate coachability within themselves and their teams. He provides actionable advice on how to create a culture of feedback, establish trust, and develop a growth mindset. The author also addresses common barriers to coachability, such as ego, fear of failure, and resistance to change, and offers strategies to overcome them.

Wilde’s writing style is engaging and accessible, making the book suitable for both seasoned leaders and aspiring managers. He presents complex ideas in a clear and concise manner, ensuring that readers can easily grasp the concepts and apply them in their own leadership journeys. The book is well-structured, with each chapter building upon the previous one, creating a logical progression of ideas.

While Coachability: The Leadership Superpower is a valuable resource for leaders, it does have a few minor drawbacks. Some readers may find certain sections repetitive, as the author reiterates key points throughout the book. Additionally, the focus on coachability may overshadow other important leadership qualities, such as vision-setting and strategic thinking. However, these limitations do not detract significantly from the overall value of the book.

In conclusion, Coachability: The Leadership Superpower is a must-read for leaders who are committed to personal and professional growth. Kevin D. Wilde’s insights and practical advice provide a roadmap for developing coachability as a leadership superpower. By embracing feedback, learning from mistakes, and continuously improving, leaders can enhance their effectiveness and positively impact their organizations. This book serves as a valuable resource for anyone seeking to unlock their full leadership potential.

Review 8

Kevin D. Wilde’s book Coachability: The Leadership Superpower is a must-read for anyone who wants to be a better leader. Wilde argues that coachability is the most important skill a leader can have, and he provides a clear and concise framework for developing it.

The book is divided into three parts. The first part introduces the concept of coachability and why it’s so important. Wilde defines coachability as “the willingness to be open to feedback, learn from your mistakes, and grow as a leader.” He argues that coachable leaders are more effective because they’re able to adapt to change, solve problems more quickly, and inspire others to follow them.

The second part of the book provides a framework for developing coachability. Wilde outlines four key areas that all coachable leaders need to focus on: self-awareness, feedback, learning, and growth. He provides specific exercises and strategies for developing each of these areas.

The third part of the book provides real-world examples of coachable leaders. Wilde interviews a variety of successful leaders, including Sheryl Sandberg, Mark Zuckerberg, and Warren Buffett. He shares their stories and insights on how they developed their coachability skills.

Coachability is a valuable skill for any leader, and Wilde’s book provides a clear and concise framework for developing it. The book is well-written and easy to understand, and it’s full of practical advice and tips. I highly recommend it to anyone who wants to be a better leader.

Review 9

“Coachability: The Leadership Superpower” by Kevin D. Wilde is an insightful and practical book that explores the concept of coachability and its impact on leadership success. With a focus on personal growth, self-awareness, and continuous learning, Wilde presents a compelling case for coachability as an essential trait for effective leaders.

One of the key strengths of this book is how it demystifies the concept of coachability and provides a clear framework for understanding and developing this important skill. Wilde defines coachability as the willingness and ability to learn, adapt, and grow through feedback, guidance, and coaching. He explains how being coachable can lead to improved leadership performance, stronger relationships, and greater personal and professional development.

Throughout the book, Wilde offers practical strategies and actionable advice for fostering coachability. He emphasizes the importance of self-reflection, humility, and openness to feedback. He provides techniques for actively seeking feedback, receiving it with grace, and using it to drive personal and professional growth. Wilde also addresses common barriers to coachability, such as ego, defensiveness, and fear of failure, and offers strategies for overcoming them.

Another notable aspect of “Coachability” is its focus on the role of coaching in leadership development. Wilde highlights the value of having a coach or mentor and the benefits of engaging in a coaching relationship. He discusses the qualities of effective coaches and provides guidance for finding the right coach or mentor to support your growth as a leader.

The book also delves into the connection between coachability and organizational culture. Wilde emphasizes the importance of creating a culture that values and promotes coachability at all levels. He provides insights on building a feedback-rich environment, fostering psychological safety, and encouraging continuous learning and development within teams and organizations.

Furthermore, Wilde explores the relationship between coachability and other leadership competencies. He demonstrates how being coachable enhances skills such as communication, empathy, adaptability, and resilience. He shows how coachability can lead to higher levels of self-awareness, which in turn enables leaders to better understand and connect with their teams.

In summary, “Coachability: The Leadership Superpower” is a valuable resource for leaders and aspiring leaders who are committed to personal growth and continuous improvement. Wilde’s emphasis on the importance of being open to feedback, learning from others, and embracing a growth mindset resonates throughout the book. With practical strategies, real-world examples, and actionable advice, Wilde empowers leaders to develop their coachability and unlock their full leadership potential. This book serves as a guide for cultivating a culture of coachability within organizations and embracing the transformative power of learning and development in leadership.

Review 10

“Coachability: The Leadership Superpower” by Kevin D. Wilde is a compelling and insightful book that delves into the concept of coachability and its profound impact on leadership effectiveness. Wilde, an esteemed author and leadership expert, presents a comprehensive guide that not only emphasizes the importance of being coachable but also provides practical strategies and techniques to develop and enhance this essential trait.

The book begins by introducing the concept of coachability and its relevance in today’s rapidly changing business landscape. Wilde argues that coachability is a critical attribute for leaders as it enables them to continuously learn, adapt, and grow in the face of challenges. He emphasizes that being open to feedback, seeking new perspectives, and embracing a growth mindset are key components of coachability.

Wilde’s writing style is engaging and accessible, making complex leadership concepts easy to understand and apply. He blends real-life examples, case studies, and personal anecdotes to illustrate the power of coachability in action. This approach not only makes the book relatable but also reinforces the practicality of the strategies discussed.

One of the strengths of “Coachability: The Leadership Superpower” lies in the author’s ability to provide actionable steps for cultivating coachability. Wilde outlines a systematic framework that readers can follow to enhance their coachability quotient. From self-reflection exercises to building a support network and seeking diverse perspectives, he offers a range of strategies to help leaders unlock their full potential.

Moreover, the book explores the role of effective coaching in fostering a culture of coachability within organizations. Wilde highlights the importance of leaders acting as coaches for their teams and creating an environment that encourages continuous improvement. He provides insights into the qualities of an effective coach and offers guidance on how to develop coaching skills.

While the book primarily focuses on the benefits of coachability, it also addresses potential challenges and obstacles that individuals may encounter on their journey. Wilde acknowledges that embracing feedback and being open to change can be uncomfortable at times, but he provides reassurance and practical advice on how to overcome these barriers.

“Coachability: The Leadership Superpower” concludes with a powerful reminder that coachability is not simply a one-time effort but a lifelong journey. Wilde encourages leaders to view coachability as an ongoing process of growth and development, stressing the importance of persistence and self-reflection.

In summary, “Coachability: The Leadership Superpower” by Kevin D. Wilde is a must-read for leaders and aspiring leaders who seek to enhance their effectiveness. Through its engaging style, practical strategies, and insightful anecdotes, the book offers a roadmap for cultivating coachability and becoming a more adaptable and impactful leader. Wilde’s expertise shines through, making this book a valuable resource for anyone committed to personal and professional growth.

Review 11

I have read the book [Coachability: The Leadership Superpower] by [Kevin D. Wilde] and here is my brief review:

The book is a practical and insightful guide for leaders who want to improve their coachability, which is the ability and willingness to learn from feedback and coaching. The book argues that coachability is a vital skill for leaders who want to avoid blind spots, expand their potential, and increase their effectiveness. The book draws from the author’s extensive experience as a corporate learning officer, executive coach, and university fellow.

The book is divided into four parts: Part One establishes the case for coachability and explains why it is essential for success in today’s complex and dynamic world. Part Two provides a pragmatic framework of coachability and introduces four essential practices to strengthen it: self-awareness, openness, reflection, and action. Part Three offers seven strategies to skillfully solicit feedback and improvement from various sources, such as peers, bosses, mentors, coaches, and customers. Part Four analyzes the common barriers and enablers to coachability and provides tips and tools to overcome them.

The book is written in a clear and engaging style that combines rigorous research and analysis with vivid storytelling and humor. The book is full of examples, stories, and case studies from successful leaders who have demonstrated high levels of coachability in their careers. The book also includes exercises, questions, and templates that help the reader assess their own coachability and create their own improvement plan.

The book is a valuable resource for anyone who wants to become a more coachable and effective leader. It provides a proven framework and strategies to build a habit of coachability that is focused on impact not ego. The book is not only informative, but also inspiring and empowering. It shows that anyone can become more coachable if they are willing to seek, respond, reflect, and act on feedback and coaching.

Review 12

Here is a review of the book “Coachability: The Leadership Superpower” by Kevin D. Wilde:

In this book, Kevin D. Wilde makes the case that coachability is one of the most important skills for leaders to cultivate. Coachability is defined as being open and receptive to feedback, willing to acknowledge mistakes and shortcomings, and actively seeking opportunities to grow and improve.

The book is divided into three sections. The first section explores why coachability matters so much for leadership. Wilde argues that the VUCA world (Volatile, Uncertain, Complex and Ambiguous) demands leaders who can rapidly learn and adapt. Those who think they have all the answers and are not open to changing will struggle. Coachability allows one to maximize their potential through continual learning and course correction.

The second section dives into common mindsets and behaviors that prevent coachability. These include being defensive when receiving feedback, blaming others for mistakes, having an inflated view of one’s abilities, and avoiding requests for help or input out of fear of appearing inadequate. Wilde provides practical tips to recognize and overcome such limiting mindsets.

The final section outlines steps leaders can take to become more coachable. This includes seeking regular feedback from direct reports and peers, identifying specific areas for improvement, experimenting with changes suggested by others, and regularly reflecting on what worked and didn’t work to continually refine one’s approach. Case studies of highly coachable leaders like Bill Gates, Marissa Mayer and Michael Phelps are shared to illustrate the impact of this skill.

Overall, the book makes a compelling case that being coachable is a defining quality of successful leaders. It acknowledges coachability is difficult due to human ego and defensiveness but provides concrete strategies any leader can apply. The writing style is highly engaging and the insights feel both research-backed and intensely practical. I would recommend Coachability to any leader seeking to take their potential to the next level through greater self-awareness, receptiveness to feedback, and commitment to continuous growth and learning. It left me feeling motivated to cultivate this crucial yet often overlooked leadership superpower within myself.

Review 13

The book [Coachability: The Leadership Superpower] by Kevin D. Wilde is a short but insightful read that combines notable research, best-practice strategies, and stories of leaders on all parts of the coachability spectrum. The book provides practical and actionable tactics to valuing feedback and appropriately acting on it.

Review 14

“Coachability: The Leadership Superpower” by Kevin D. Wilde is a thought-provoking and insightful book that delves into the importance of coachability in effective leadership. The author presents a compelling argument that coachability, the willingness to be open to feedback, learn, and adapt, is a fundamental trait that distinguishes exceptional leaders from their counterparts.

Wilde begins by emphasizing the significance of coachability, highlighting how it fosters personal and professional growth. He asserts that coachability is not only about being receptive to feedback but also about actively seeking it out, valuing different perspectives, and embracing change. The author draws upon his extensive experience as a leadership development expert to provide practical examples and real-life stories that illustrate the transformative power of coachability.

One of the book’s strengths lies in its comprehensive exploration of the various dimensions of coachability. Wilde examines the mindset required for coachability, discussing the importance of humility, curiosity, and self-awareness. He also explores how effective communication skills and building strong relationships contribute to coachability. The book offers a well-rounded perspective, covering both the individual’s responsibility in developing coachability and the role of leaders in fostering a culture that embraces it.

Throughout the book, Wilde provides actionable strategies and techniques for cultivating coachability. He outlines a step-by-step process for seeking and receiving feedback, encouraging readers to view feedback as an opportunity for growth rather than criticism. The author also offers guidance on overcoming common barriers to coachability, such as defensiveness and ego, and emphasizes the significance of continuous learning and self-reflection.

Furthermore, the book addresses the impact of coachability on organizational success. Wilde explores how leaders who embody coachability create an environment of trust, collaboration, and innovation within their teams. He highlights the role of coaching in unlocking the potential of employees, promoting accountability, and driving performance improvement. The author’s insights are supported by research and case studies, making the book a valuable resource for leaders at all levels.

While “Coachability: The Leadership Superpower” delivers a compelling message, it does have a tendency to repeat certain concepts and examples, which may feel redundant to some readers. Additionally, the book primarily focuses on the individual leader’s development of coachability and could benefit from further exploration of how organizations can foster and support coachability among their leaders.

In conclusion, “Coachability: The Leadership Superpower” is a recommended read for anyone interested in enhancing their leadership skills and creating a culture of growth and adaptability within their organization. Kevin D. Wilde’s expertise and practical insights make this book a valuable tool for leaders seeking to unlock their full potential and drive meaningful change. By embracing coachability, readers can harness the power of feedback and continuous learning to become more effective and influential leaders.

Review 15

Here is my review of the book Coachability: The Leadership Superpower by Kevin D. Wilde:

Coachability is a book that explores the concept and practice of coachability, which is the ability and willingness to learn from feedback, coaching, and experience. The book argues that coachability is a crucial skill for leaders who want to grow, adapt, and succeed in today’s complex and dynamic world. The book also provides practical tools and tips on how to develop and enhance one’s coachability.

The book is divided into three parts: The Why, The What, and The How. In the first part, the author explains why coachability is important and valuable for leaders at all levels and stages of their careers. He cites research and evidence that show how coachability can improve one’s performance, potential, and satisfaction. He also shares stories and examples of successful leaders who have demonstrated high levels of coachability, such as Mark Z. Jacobson, Jeremy Rifkin, Kim Scott, and more.

In the second part, the author defines what coachability is and what it is not. He identifies the four dimensions of coachability: openness, curiosity, humility, and action. He also describes the common barriers and myths that prevent people from being coachable, such as fear, ego, defensiveness, and complacency.

In the third part, the author offers a step-by-step guide on how to become more coachable. He suggests various strategies and techniques to increase one’s openness, curiosity, humility, and action. He also advises how to seek, receive, and apply feedback and coaching effectively. He also recommends how to create a culture of coachability in one’s team or organization.

The book is written in a clear and engaging style, with plenty of exercises and self-assessments to help readers assess and improve their coachability. The book also includes input from experts and coaches in the field of leadership development, such as Marshall Goldsmith, Daniel Goleman, Carol Dweck, and more. The book is suitable for anyone who wants to learn how to become a better leader and learner,
and who wants to embrace a growth mindset and a continuous improvement attitude.

Review 16

Here is my brief review of the book Coachability: The Leadership Superpower by Kevin D. Wilde:

This book is a valuable resource for anyone who wants to improve their leadership skills and career prospects by becoming more coachable. Coachability is the ability to seek, receive, and act on feedback and coaching from others, and it is a key factor for success in today’s complex and dynamic world. The author, Kevin D. Wilde, draws on his extensive experience as a corporate leader, executive coach, and university professor to provide practical and evidence-based insights on how to develop and maintain the habit of coachability.

The book is divided into four parts, each covering a different aspect of coachability. The first part establishes the case for coachability, explaining why it is important, how it benefits leaders and organizations, and what are the common myths and barriers that prevent people from being coachable. The second part introduces a framework of coachability, consisting of four practices: seeking feedback, responding to feedback, reflecting on feedback, and acting on feedback. The third part offers seven strategies for enhancing coachability, such as asking open-ended questions, using professional actors as role models, and parking downhill. The fourth part addresses the challenges and enablers of coachability, such as time pressure, ego, culture, and accountability.

The book is written in a clear and engaging style, with plenty of examples, stories, research findings, and tips to illustrate the main points. The author also provides self-assessment tools, exercises, and action plans to help readers apply the concepts and practices of coachability to their own situations. The book is not only informative but also inspiring, as it shows how being coachable can lead to greater learning, growth, and impact as a leader.

Overall, I highly recommend this book to anyone who wants to become a more effective leader in any field or industry. Coachability: The Leadership Superpower is a must-read for anyone who wants to avoid blind spots, expand their potential, and achieve their goals.

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