Assessing workplace coachability: a multi-study approach to design and validation

Coaches' subjective evaluation has been relied upon to assess clients' coachability. The validation of a coachability measure could aid in more accurately evaluating the impact of coaching, creating strategies to improve the effectiveness of coaching interventions, and guiding future research. We developed and validated a workplace coachability scale using the framework proposed by Cavanaugh and colleagues, which included: awareness, openness, vulnerability, growth orientation, and external support. We took a multi-study approach in which items were generated, administered to multiple samples, refined via exploratory and confirmatory factor analyses (CFA), and investigated for validity. The CFA resulted in a 17-item scale supporting the five proposed factors. We found evidence of convergent, divergent and predictive validity. Specifically, pre-programme self-rated coachability was positively correlated with post programme engagement in leadership training and programme impact as rated by the coach (engagement r = .26, p = .01; impact r = .23, p = .03); and, pre-programme self-rated coachability was positively correlated with post programme self-rated coaching engagement processes and outcomes (r's = .18–.22, p = .02–.05). We propose that leveraging a validated workplace coachability assessment can help coaches and clients have open discussions to prepare for and maximise the engagement.