CTAA
Coachability & Trainability Attitude Assessment
Assesses openness to coaching and feedback, exploring whether a person's attitude supports learning, growth, and the ability to take direction and apply guidance effectively in their work.
Overview
CTAA looks at how open a person tends to be to coaching, feedback, and direction at work. It focuses on attitude—whether someone is likely to listen, stay receptive, and make practical changes based on guidance rather than getting defensive or ignoring input. This assessment is useful because learning and improvement often depend less on raw ability and more on willingness to adjust. CTAA helps professionals understand whether a person’s mindset supports being coached and trained in a way that leads to real follow-through.
What it assesses
This assessment provides an overall view of patterns that tend to shape:
- How open a person is to feedback and correction
- How they respond when their approach is challenged
- How willing they are to follow direction
- How likely they are to apply feedback
- How attitude supports learning over time
Why professionals use it
Professionals often choose this assessment because the ability to improve on the job depends heavily on how a person responds to guidance.
- Clarify whether someone is likely to be receptive to coaching and feedback
- Add context when a person interviews well but may resist direction later
- Highlight attitudes that may affect learning speed and follow-through
- Help assess fit in roles where training and feedback are frequent
- Keep development planning realistic by showing where coaching may be smooth or challenging
Where it fits well
- Early hiring and screening: Useful when roles involve frequent training, supervision, or feedback and attitude toward coaching matters from day one.
- Onboarding and training programs: Helps set expectations around feedback, learning, and applying direction early.
- Coaching and performance improvement support: Useful when someone is not responding well to feedback and you need a clearer picture of the attitude barriers involved.
- Student and early-career skill building: Works well as a teaching tool when learning how to receive feedback and apply guidance is part of the development goal.
A helpful professional note
CTAA reflects typical attitudes toward coaching and feedback under test conditions, not how someone will respond in every situation. People may be more open with some coaches than others, and workplace culture also plays a role in how feedback is received. Results are best treated as one data point and considered alongside observation and real-world follow-through when making decisions.
CTAA (Coachability & Trainability Attitude Assessment)
Overview
CTAA looks at how open a person tends to be to coaching, feedback, and direction at work. It focuses on attitude—whether someone is likely to listen, stay receptive, and make practical changes based on guidance rather than getting defensive or ignoring input. This assessment is useful because learning and improvement often depend less on raw ability and more on willingness to adjust. CTAA helps professionals understand whether a person’s mindset supports being coached and trained in a way that leads to real follow-through.
What it assesses
This assessment provides an overall view of patterns that tend to shape:
- How open a person is to feedback and correction
- How they respond when their approach is challenged
- How willing they are to follow direction
- How likely they are to apply feedback
- How attitude supports learning over time
Why professionals use it
Professionals often choose this assessment because the ability to improve on the job depends heavily on how a person responds to guidance.
- Clarify whether someone is likely to be receptive to coaching and feedback
- Add context when a person interviews well but may resist direction later
- Highlight attitudes that may affect learning speed and follow-through
- Help assess fit in roles where training and feedback are frequent
- Keep development planning realistic by showing where coaching may be smooth or challenging
Where it fits well
- Early hiring and screening: Useful when roles involve frequent training, supervision, or feedback and attitude toward coaching matters from day one.
- Onboarding and training programs: Helps set expectations around feedback, learning, and applying direction early.
- Coaching and performance improvement support: Useful when someone is not responding well to feedback and you need a clearer picture of the attitude barriers involved.
- Student and early-career skill building: Works well as a teaching tool when learning how to receive feedback and apply guidance is part of the development goal.
A helpful professional note
CTAA reflects typical attitudes toward coaching and feedback under test conditions, not how someone will respond in every situation. People may be more open with some coaches than others, and workplace culture also plays a role in how feedback is received. Results are best treated as one data point and considered alongside observation and real-world follow-through when making decisions.
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