Building Stronger Teams through Coachability, Not Just Credentials
Paul DeLuca, Founder & CEO of Meritus Capital and host of The Growth Game Podcast, shares his insights on building effective and adaptable teams. According to DeLuca, key factors for spotting and supporting coachability in employees include openness to feedback, willingness to learn and adapt, humility and self-awareness, consistent effort in development, and a positive attitude towards challenges.
DeLuca emphasizes the importance of providing a safe environment for open communication, encouraging continuous learning, and recognizing incremental progress to motivate employees. By nurturing these traits early, DeLuca believes that it contributes significantly to building effective and adaptable teams.
In DeLuca's experience, high-performing teams are built intentionally and share two things: clear expectations and coachable people. He treats the first 90 days as a two-way trial that goes beyond performance and considers chemistry, humility, and fit. If someone isn't adapting, listening, or contributing in a way that elevates the group during the first 90 days, it's on the leader to act.
Alignment turns potential into performance. DeLuca's "alignment formula" includes clarity in expectations, coachability in culture, and a shared commitment to moving the needle a little bit each day. Teams thrive when a range of perspectives is encouraged and different voices contribute with curiosity and respect. Thoughtful input that reflects humility and strategic value is often the strongest contribution.
Listening before jumping in is an underrated trait in coachability. DeLuca believes in being direct without being cold when communicating hard truths. The ability to learn quickly and execute without ego is a key aspect of coachability.
Forbes Business Council is a growth and networking organization for business owners and leaders. DeLuca is also an expert in staffing entrepreneurship. In his experience, the strongest leaders build alignment deliberately, treating it as a system. Alignment between team members can be achieved when clarity sets the direction and coachability fuels the follow-through.
DeLuca shares an example of an early hire who lacked experience in finance or digital marketing but was promoted to the executive team due to his quick learning ability, eagerness to ask questions, and lack of ego. This hire's success underscores DeLuca's belief in valuing mindset over pedigree in hiring.
In conclusion, according to Paul DeLuca, the key to building high-performing teams lies in identifying and nurturing coachability in employees. By providing a safe environment for open communication, encouraging continuous learning, and recognizing incremental progress, leaders can motivate employees and build effective and adaptable teams.
Paul DeLuca, an entrepreneur and the founder of Meritus Capital, emphasizes that effective leadership in careers involves nurturing coachability in employees, thereby building high-performing teams. He believes in valuing mindset over pedigree during hiring, regarding quick learning ability, eagerness to ask questions, and lack of ego as critical qualities. DeLuca also shares that alignment between team members is crucial, achieved through clarity in expectations and coachability in culture, which fosters a shared commitment to progress.
