Coachability index
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This document provides a coachability index for career coaching clients to assess their readiness for coaching. The index consists of 10 statements for clients to rate themselves on a 5-point scale from less true to more true. Clients then total their scores in each column and calculate a final total score. A final score of 10-20 points indicates the client may not be coachable at this time, while a score of 42-50 points means the client is very coachable and should ask the coach to demand a lot from them.
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![Joan Runnheim Olson, M.S., CCMC, CLTMC
joan@pathwayscareer.com
www.pathwayscareer.com
715.808.0344
COACHABILITY INDEX
For each statement, place an “x” in the box most true for you.
Less True More True
Statement
1 2 3 4 5
point points points points points
I can be relied upon to be on time for calls and appointments.
This is the right time for me to take advantage of career
coaching.
I am fully willing to do the work and let the coach do the
coaching.
I keep my word without struggling or sabotaging.
I’ll give my coach the benefit of the doubt and “try on” new
concepts or different ways of doing things.
I will speak straight (tell the whole truth) to the coach.
I believe that partnering with a competent coach can expedite
results.
If I feel I am not getting what I need or expect from the
coach, I will share this as soon as I sense it so that I get what
I want and need.
I am willing to stop or change self-defeating behaviors that
limit my success.
I have adequate funds to pay for career coaching and will not
regret or suffer about the investment. I see coaching as a
worthwhile investment in my career.
= [Total of all columns]
In the last (blank) row, add the points from each column for a total column score (column 1 scores = 1
point each; column 2 scores = 2 points each; etc.); then add each column total for a final score.
Scoring Key:
10 – 20 points Not coachable right now
21 – 30 points Coachable, but make sure ground rules are honored
31 – 40 points Coachable: revisit your goals frequently to stay focused and motivated
42 – 50 points Very Coachable: ask the coach to demand a lot from you
Source: Career Coach Academy.](https://image.slidesharecdn.com/coachabilityindex-120718181914-phpapp02/85/Coachability-index-1-320.jpg)
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Which of these do you think can have the greatest benefit or do the most harm to the culture
or an organization?
PLEASE REWORD THESE PARAGRAPHS IN YOUR OWN WORDS. DO NOT COPY THE SAME WORDS AS THEY ARE IN EACH PARAGRAPH. THANK YOU!
1- In my job, it takes both extrinsic and intrinsic motivation to motivate employees. Extrinsic motivators such as a year-end bonus or a merit pay increase motivate employees to continue to work hard so they can keep enjoying these results. The problem is that when you only recognize employees once or twice a year, the job they felt from an extrinsic motivator will wear off and they also need intrinsic motivation to maintain that motivation. When your boss recognizes the good work you are doing either by mentioning it to others or saying "thank you" can go a long way in motivating employees to continu.
64 hr-job-interview-questions-and-answers
The document provides advice for answering common interview questions. It recommends uncovering the interviewer's needs and priorities for the role before answering. For the question "Tell me about yourself", it suggests asking follow up questions to understand what experience and qualifications are most important. When asked about strengths, it advises preparing examples showing strengths that meet the employer's needs. For weaknesses, the best approach is to assure the interviewer you are well-qualified rather than confess a weakness. The document provides sample answers for other common questions and strategies for addressing concerns around qualifications, commitment, and career goals.
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