I work with CEOs, presidents, and high-level executives to improve their effectiveness. While I have made exceptions, as a rule I won’t take a client who is referred to me for remedial coaching or “last chance” coaching. The reason is simple: The odds of a person making progress are slim or none if he/she doesn’t want to improve, doesn’t see the need and is unwilling to accept objective feedback.
I recently spoke to a group of about a dozen employees in a corporation on increasing personal effectiveness in their various roles. I asked each person in the group to assess eight of their personal skills and abilities are on a scale of 1 (very weak, lots of room to improve) to 10 (outstanding, can’t get much better.) Normally, individuals in groups like this will rate themselves from 4 to 8 on most items. In this group, they all scored themselves from 8 to 10 on every item. What it told me was that either the culture did not allow them to be honest in their assessments, or that they simply are not honest with themselves. If you believe that you are a 9 or a 10 in communication (as an example,) then you’re not being objective. Everyone can improve communication skills.
The first step in self-improvement is to see the need or opportunity to improve. That’s the beginning point. It doesn’t matter if others say improvement is needed; unless the individual sees the need, it’s a non-starter.
P.S. Getting to 9 or 10 on the 1-10 scale is not very important. Continual progress and improvement is.