𤫠The Silent Career Killer #28
Being "too coachable" (+ a downloadable "Coachability ā Authority Self-Audit" diagnostic tool)
š Hi friends, Marina hereā
Today, letās talk about a subtle trap that holds very good designers back from leadership roles:
Over-coachability.
You know the type. You may be the type:
You actively seek feedback.
Youāre a pro at collaboration.
You pride yourself on being easy to work with.
And yetā¦
The big, strategic projects donāt go to you.
Youāre in every room, but not running any.
Your manager says youāre āsolid,ā āreliable,ā āteam-first.ā
But not⦠a driver.
Why?
Because when you accommodate every piece of feedback, defer to every stakeholder and reshape your work to meet everyone elseās needs, you donāt look coachableā¦
ā¦You look replaceable.
When Coachability Stops Being a Compliment
At the mid-level, coachability gets you praise.
At the senior/lead level, it quietly caps your influence.
Hereās why:
Leaders arenāt just open to feedback. They know how to filter it.
Leaders donāt just collaborate. They prioritize conflicting input and defend good work.
Leaders donāt just implement ideas. They shape outcomes, proactively.
So if you never push backā¦
If your work shifts shape after every meetingā¦
If you say āSure, Iāll update thatā even when the change feels wrong...
People stop seeing you as a strategic voice.
And start seeing you as a skilled executor who needs direction.
Here's What That Looks Like in Practice:
š© PM: āCan we just launch the MVP without [X]? We can add it later.ā
Too Coachable Designer: āIf thatās the priority, Iāll remove it.ā
Strategic Lead Designer:
āRemoving [X] might accelerate launch, but our error rates in Week 1 will spike. That data will be messy, and the rework cost later could be 3x. Wanna discuss what we can do instead instead?ā
One response accepts direction.
The other repositions the conversation toward long-term outcomes, risk mitigation, and cross-functional accountability.
Guess who gets tapped for Director when the reorg happens?
Use the C.A.S.E.⢠Framework to Lead Conversations (Not Just Follow Them)
Hereās how to stay receptive without giving up strategic authority.