🤫 The Silent Career Killer #28

Being "too coachable" (+ a downloadable "Coachability → Authority Self-Audit" diagnostic tool)

👋 Hi friends, Marina here—

Today, let’s 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.

• You’re a pro at collaboration.

• You pride yourself on being easy to work with.

And yet…

The big, strategic projects don’t go to you.
You’re in every room, but not running any.
Your manager says you’re “solid,” “reliable,” “team-first.”

But not… a driver.

Why?

Because when you accommodate every piece of feedback, defer to every stakeholder and reshape your work to meet everyone else’s needs, you don’t look coachable…

…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.

Here’s why:

• Leaders aren’t just open to feedback. They know how to filter it.

• Leaders don’t just collaborate. They prioritize conflicting input and defend good work.

• Leaders don’t just implement ideas. They shape outcomes, proactively.

So if you never push back…
If your work shifts shape after every meeting…
If you say “Sure, I’ll update that” 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:

🚩 PM: “Can we just launch the MVP without [X]? We can add it later.”

Too Coachable Designer: “If that’s the priority, I’ll remove it.”

Strategic Lead Designer:
“Removing [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?”

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)

Here’s how to stay receptive without giving up strategic authority.