There could be several views around readiness for coaching. Some coaches tend to use the word ‘un-coachable’ for individuals who may not be ready to be coached.

From a developmental point of view, we believe that all individuals have the capacity to improve and the desire and willingness to improve themselves. Leaderbuild’s view tends to be that all individuals are ready for coaching at all points of time, given the right environment and support system, and a trusted coach. Also, the issues on which the person wishes to be coached may not be the same as what the organisation or the manager thinks or perceives, causing gaps.

Having said that, the actual timing, context and degree of readiness can best be answered by the coachee herself/himself. Here is a checklist that may help individuals judge whether they are ready for coaching. A quick, honest yes/no answer would give a good feel of readiness to any individual.

  • I am oriented towards developing awareness on leadership and coaching practices.
  • Coaching is a quick fix to problems.
  • Role of a coach is to facilitate rather than direct or give orders.
  • I am highly aware of my skills and abilities.
  • I would want to talk to someone else about my problems or the barriers I face at work.
  • I can display leadership qualities under correct guidance.
  • I am a good listener.
  • I don’t think coaching is given significance on the business front.
  • I want to work on self-development under the guidance of a coach.
  • My organisation invests in training and development activities.
  • My organisation promotes/values learning at work.
  • My organisation views employees as ends in themselves rather than means to an end.
  • The supervisors, team leaders or senior managers provide personal feedback on my performance.
  • The organisational strategy requires at least some degree of organic growth.
  • Senior leaders perceive that there is a need to build leadership and/or managerial ‘bench strength’.
  • External, expert, executive coaching is generally seen as positive for one’s career; it is not stigmatised.
  • The organisation uses 360-degree assessments for development purposes in particular.
  • The management tries to reach out to me in times of difficulties and discuss problems or barriers at work.
  • I am comfortable in investing my own economic resources, if need be, for coaching.
  • I am willing to take out a good amount of time, to work on building my capability with the help of a coach.
  • I see coaching as a medium to achieve fulfillment and reach my potential.
  • I am willing to put maximum effort in understanding how coaching can help me.
  • I require guidance in advancing my career.
  • I want to be more effective in the way I work or manage my business.
  • I find it hard to trust a third person and talk about my problems or seek help.
  • I think coaching will help me in transitioning from a manager/employee to higher leadership roles.
  • I will reflect on any insights received from the coach.
  • I will practically use the strategies/feedback received in many aspects of my personal as well as work life.
  • I will use my learnings from coaching in meeting my short- and long-term goals.
  • I need to take better care of myself in all aspects of life and make self-care a higher priority.
  • I think coaching can help me deal with crucial issues, conflicts or situations that I need to address in my life.

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