Transforming Work Relationships Through Feedback: Embrace Approachability and Coachability

How do you react when faced with criticism at work? What if embracing feedback could transform your professional relationships and team dynamics? In our latest episode, we tackle the concepts of approachability and coachability, starting with a reflective test that challenges you to evaluate your receptiveness to feedback. We’ll ask you to consider scheduling dedicated time for feedback, assessing others' comfort in approaching you, and rating your emotional intelligence when criticism arises.

Our deep dive doesn't stop there; we also explore the critical distinction between perception and intent, and how cultivating a healthy relationship with conflict can significantly enhance your approachability and coachability. By sharing personal insights and experiences, we highlight how fostering an open mindset towards feedback can create a more positive and productive work environment. Tune in to uncover strategies that will not only boost your self-awareness but also improve your professional interactions and overall team culture. Don't miss an episode packed with valuable lessons on the power of feedback and self-improvement.

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Checkout our Approachability & Coachability series where we use a webinar-based coaching approach to develop all employees to become approachable and coachable. This leads to better teamwork for leadership and organizational culture improvement

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Transcript

Speaker 1: 0:37

So what does it mean to be approachable and coachable? Let's take an approachability coachability test. Number one do you schedule time to seek feedback and only say thank you, not rebuttal, not ask for an example, just simply to hear the feedback? That's question number one. Number two if somebody had to use a word to describe their comfort in approaching you, what's the first word that came to your mind? And if you ask somebody else, what's the first word you think they might say?

Speaker 1: 1:13

Question number three on a scale of one to ten ten, you are calm, professional, transparent. And number one you can feel a sense of emotion when getting feedback you don't like to hear. Now, this is an emotional intelligence question. The first thing that we want to tell ourselves is oh, I'm a nine or a 10. Be honest with yourself. 85% of people significantly lack self-awareness. So we're going to ask you the question what is that like for you when you hear feedback? Honestly, between one and 10, 10, you're comfortable, you're calm, there's no emotional interpretation or reaction whatsoever. Or one, you can feel some emotions. Where would you rate yourself and why? Now, these are three very simple questions. So think about approachability and coachability. What if everybody on the team? What if everybody in the workplace where you work, sought feedback and just said thank you.

Speaker 1: 2:14

Now the first thing that people say when I share that, especially when I do speaking is they make comments like well, what if you hear something you don't like? We want it to go away, we want to discount it, we want to dismiss it, we want to get rid of it. Yet we also have to understand that there is a value in understanding perception versus intent. Let me just share this with you. I enjoy conversations of conflict. So what do some people perceive me to be? Oh, argumentative. He loves conflict. He loves putting people in their place. I actually don't. Yet I have a healthy relationship with. If I'm in a disagreement with someone, I'm willing to have the conversation. All subjects racism, religion I'm very comfortable. That doesn't mean I'm always right and it doesn't mean I always handle it well. So I have to understand that. What is my approachability and coachability? How do I make people feel? Ask yourself, how can I improve my approachability and coachability and, more importantly, what positive impact will that have on the workplace and the team?