We coach, we cultivate, we account. And we do this through our coachability assessment profile (DRIVE), which marries culture and accountability to coachability. The DRIVE model below profiles each stage and their accompanying relationships in order to create growth.

  • Denial

    Currently No Coachability. Identified psychological or medical problem that is beyond the scope of a coaching intervention in the workplace. Narcissistic personality. Arrogant. Sees no need to change. Culture is me. Accountability is what I want.

  • Resistant

    Critically Low Coachability. Resists or deflects feedback. Rationalizes negative perceptions. Is openly negative toward coaching, says he/she doesn’t think it’s helpful. Creating culture is inefficient. Accountability is a form of pacification.

  • Interest

    Median Coachability. Is currently complacent, but can be motivated to change. Understands necessity to change, but has yet to commit. Understands importance of culture, but lacks structure for compliance. Accountability is a one-way street (top down).

  • Vigor

    Positive Coachability. Demonstrates passionate interest to the coaching process, yet only has a growing awareness and desire for transformational change. Accepts feedback and shows an earnest desire to improve. Loves a positive culture and respects its value. Lacks discipline to fuse culture to accountability and rewards system. Unable to fully tap into human desires.

  • Engaged

    Aligned Coachability. Has an intrinsic need to grow, is a lifelong learner, and has a realistic sense of self. Culture counts, and the organization itself authors it. Accountability in place and aiding to energize the business environment.

The Timmons Group not only helps you identify your DRIVE levels, but also adapts culture and aligns accountability to achieve greater growth, faster. Cultural Adaptability & Business Accountability – Redefining the Desire to Count. The DRIVE of Being Human, the Contribution of Humanizing Business.