Marshall Goldsmith Stakeholder Centered Coaching
Transform your leadership impact with Marshall Goldsmith's Stakeholder-Centered Coaching Program. Designed for executives who aspire to reach their full potential, this program offers personalized coaching that revolves around real-time feedback from key stakeholders. By focusing on actionable behaviors and measurable results, you'll accelerate your growth and drive lasting change. Join the ranks of successful leaders who have unlocked their potential through stakeholder-centered coaching. Elevate your leadership journey today with Marshall Goldsmith's proven methodology.
The duration of the Stakeholder Centered Coaching program typically ranges from 6 months to a year. This time frame allows for the iterative process of feedback, action planning, implementation of changes, regular follow-up, and measurement of progress through mini-surveys completed by stakeholders. The one-year engagement is most effective to ensure that the change is rooted in enough experience to become permanent, although success in modifying some behaviors may be achieved in a shorter or longer time frame.
Your Benefits
Measurable Leadership Growth: The program focuses on achieving measurable results. Leaders work on specific behaviors that are most likely to lead to positive change, and this change is assessed by stakeholders.
Enhanced Perception by Stakeholders: As leaders improve their behaviors, stakeholders begin to notice and acknowledge these changes, which can lead to improved relationships and increased effectiveness in the leader's role.
Increased Accountability: The process involves stakeholders in providing feedback and suggestions, which increases the leader's accountability for making changes.
Positive Organizational Impact: When leaders change their behaviors for the better, it often has a ripple effect throughout the organization, leading to a more positive culture and improved team performance.
Sustainable Behavior Change: By focusing on a few key behaviors and involving stakeholders in the process, the changes leaders make are more likely to be sustained over time.
Development of a Coaching Culture: The process encourages a culture of continuous improvement and development, where feedback and feedforward become integral parts of the organizational culture.
Alignment with Stakeholder Expectations: Leaders learn to align their behaviors with the expectations and needs of their stakeholders, which can lead to better decision-making and organizational alignment.
Improved Communication: The process fosters open and transparent communication between leaders and stakeholders, which can lead to better understanding and collaboration.
Personal and Professional Growth: Leaders not only improve their professional skills but also experience personal growth as they become more self-aware and open to change.
Pay for Performance: In my practice, coaches are paid after the leaders have achieved positive change, which aligns the coach's incentives with the leader's success and ensures a focus on real results.
What you will learn
Self-Awareness: Leaders will learn to become more self-aware by understanding how their actions and behaviors are perceived by others, through feedback from stakeholders.
Active Listening: The program emphasizes the importance of listening to feedback without judgment, which is a critical skill for any leader.
Focused Improvement: Leaders will learn to focus on improving one or two key behaviors that can make the most significant impact on their effectiveness.
Engaging Stakeholders: Participants will learn how to actively engage their stakeholders in the change process, making them partners in the leader's development.
Feedforward: Instead of just focusing on past behaviors, leaders will learn to use feedforward to get suggestions for future actions that can lead to positive change.
Accountability: The program teaches leaders how to hold themselves accountable for making changes and how to involve stakeholders in this process.
Sustainable Change: Leaders will learn strategies for making behavioral changes that are sustainable over the long term.
Perception Management: Participants will understand the importance of not only changing their behavior but also managing the perceptions of stakeholders regarding these changes.
Follow-Up: The program highlights the importance of regular follow-up with stakeholders to ensure that changes are recognized and to reinforce the new behaviors.
Courage, Discipline, and Humility: Leaders will develop the courage to face the reality of how they are perceived, the discipline to make consistent efforts toward change, and the humility to recognize that no matter how successful they
Teaching Method
The teaching methodology in the Stakeholder Centered Coaching program is highly practical and action-oriented. It is designed to facilitate real behavioral change and improvement in leadership effectiveness. Here's an overview of the methodology:
Feedback and Self-Awareness: The process begins with gathering feedback from stakeholders to help leaders become aware of their strengths and areas for improvement.
Selection of Key Behaviors: Leaders choose one or two key behaviors to improve that will have the greatest positive impact on their leadership effectiveness.
Involvement of Stakeholders: Stakeholders are actively involved throughout the process, providing suggestions and feedback on the leader's progress.
Action Planning: Leaders develop an action plan based on stakeholder feedback, focusing on the specific behaviors they have committed to changing.
Feedforward Instead of Feedback: The program emphasizes 'feedforward'—asking stakeholders for suggestions for the future rather than focusing on past mistakes.
Regular Follow-Up: Leaders regularly follow up with their stakeholders to check on their perceptions of the leader's progress and to reinforce their commitment to change.
Measurement of Progress
Progress is measured through mini-surveys where stakeholders rate the leader's improvement in the targeted behaviors.
Accountability for Results: The program holds leaders accountable for their improvement, which is assessed by their stakeholders, not just by the leaders themselves.
Continuous Learning: The methodology encourages continuous learning and adaptation based on stakeholder input and changing circumstances.
Pay for Performance: In my practice, coaches are paid after the leaders have achieved positive change, ensuring a focus on real results.