October 8, 2024
“On average, how old is everyone?” While somewhat unusual, I’ve learned to ask conference organizers this question as I prep to present the research and case for leadership coachability. Of all the background information on audience interests, occupations, or even conference themes, the most usual guide to fine-tune a relevant message is to understand the average career decade in the room. I try not to over-generalize, respecting individual differences, but I need a starting point for relevance.
Each decade in our working careers brings unique challenges, opportunities, and lessons. As I reflect on my career journey and coaching others, I keep returning to the invaluable role of coachability and asking the right questions. There were times when I asked and times when I wish I had.
Being coachable—open to feedback, eager to learn, and ready to adapt—is a critical skill at any age. Each decade also comes with its potential career derailers, such as a lack of direction in your 20s, resistance to feedback in your 30s, becoming too comfortable in your 40s, and complacency in your 50s. Coachability is your safeguard against these pitfalls. It involves continuous learning, networking, self-reflection, and maintaining a work-life balance.
While career stages can vary by the size of the organization, our roles, and life choices, here’s a starting point:
Your twenties are a time of exploration, skill-building, and laying the groundwork for your future career. It’s a period characterized by enthusiasm, adaptability, and a thirst for learning. Being coachable means asking critical questions about skill development, seeking feedback on your performance, and embracing mentorship opportunities. Leverage your natural adaptability and digital fluency to volunteer for projects that push your boundaries, showcasing your potential for growth and leadership.
Starting Point Coachable Questions:
As you move into your thirties, you’re no longer a newcomer. This decade is about deepening your expertise, expanding your professional network, and developing your leadership skills. The challenge now is to remain open to feedback and continue learning, even as you become more skilled. Work-life balance becomes crucial as professional and personal responsibilities grow. Use your increased emotional intelligence to navigate complex workplace dynamics and mentor others, enhancing your leadership qualities.
Starting Point Topics & Coachable Questions:
Your forties are a time to leverage your deep industry knowledge, strategic thinking, and mentorship abilities. Being coachable means not becoming too comfortable with the status quo. It involves challenging yourself with new projects and roles and dedicating time to develop future leaders. Your ability to adapt and continue contributing effectively despite rapid industry changes will mark your success in this decade.
The focus of your fifties and beyond shifts towards visionary leadership and legacy building. With a wealth of experience, a holistic understanding of business cycles, and strong professional networks, you’re in a unique position to guide your organization through changes and challenges. Being coachable at this stage means committing to lifelong learning, valuing new perspectives, and mentoring future leaders to ensure the continued growth of the organization.
Being coachable is not just about being open to feedback; it’s about actively seeking out opportunities to learn and grow at each stage of life. It’s about understanding that no matter how much you achieve, there’s always room for improvement. By embracing coachability at every stage of your career, you open yourself to a world of possibilities, ensuring a rich, fulfilling professional journey that not only advances your career but also contributes to the growth and success of those around you.
Remember, the journey of self-improvement and professional development is a marathon, not a sprint. The key to enduring success is the willingness to remain coachable—adaptable, curious, and humble—no matter where you find yourself on the career timeline.
Guest Post By Kevin Wilde
Kevin serves as an Executive Leadership Fellow at the Carlson School of Management, University of Minnesota. He teaches applied leadership in several graduate courses. His current research topics include leadership coachability, executive derailment, and contemporary talent development. In 2015, he concluded a 34-year corporate career in leadership and talent development at General Electric and General Mills. Kevin continues to be an active contributor to the leadership and talent development profession with business advising and writing. In 2022, Kevin authored Coachability: The New Leadership Superpower.
The article emphasizes the importance of staying coachable throughout one’s career by being open to feedback, continuously learning, and adapting to new challenges. It outlines how each decade of one’s career presents unique obstacles and opportunities: skill-building in your 20s, leadership development in your 30s, strategic influence in your 40s, and visionary leadership in your 50s and beyond. Coachability serves as a safeguard against common career pitfalls, like complacency or resistance to change, ensuring ongoing growth and professional fulfillment. By asking thoughtful questions and seeking mentorship, individuals can maintain relevance and contribute meaningfully at every stage of their careers.
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