Executive Coaching – Stakeholder Centered

95% of  business leaders measurably improved in their leadership effectiveness.

Marshall Goldsmith's Stakeholder Centered Coaching (SCC) is a Leadership Coaching process which has proven to enable successful people to lead more effectively. The highly effective and time efficient methodology used results in a long-term change in leadership behaviour.

The coaching process focuses on action implementation, in the work environment, where the leader works closely with stakeholders (peers, team members, bosses). These Stakeholders can provide insightful suggestions for behavioural change. Behavioural change that would make him / her more effective on the job.

Measurable Leadership Growth

"The major challenge faced by executives today is not understanding the practice of leadership, it is practicing their understanding of leadership".

-Dr. Marshall Goldsmith

Stakeholder Centered Coaching is a Transparent Process that Guarantees Measurable Leadership Growth.

The unique aspect of this Leadership Coaching program is the strong emphasis on the:

  • Involvement of Stakeholders in the process
  • Implementation of change
  • Achievement of Sustainable and Measurable results, recognised and acknowledged by the Stakeholders

The results are being achieved through an effective and efficient (coaching) process of 6-12 months, via face-to-face and / or virtual meetings.

The Coaching Process is as follows:

A. Determine 1-2 Leadership Growth Areas Important to the Leader and the Organisation

In consultation with the coach, the leader selects 1-2 specific behaviours that are important for his/her leadership growth (e.g. empowerment and decision making). Usually, behavioural interviews and multi-rater leadership assessments (180 – 360 ) are used to help determine these growth areas.

B. Leading Change Involving Stakeholders 

The leader selects a handful of stakeholders mostly manager(s), direct reports and peers. Throughout the coaching program, the leader involves these stakeholders on a monthly basis in the leadership growth process. This creates accountability for the leader to implement the change, as well as accountability for the stakeholders to support and to take part in the change process.

B1. Involve Stakeholders to Capture Feedforward Suggestions 

On a monthly basis, the leader asks stakeholders to provide a few practical feedforward suggestions as it relates to his/her leadership growth focus.

B2. Stakeholder-Based Monthly Action Planning 

The leader thinks through the feedforward suggestions from the stakeholders and drafts a monthly action plan. This plan includes the issues the leader is committed to executing during the next month. After the coaching session, the leader responds to the stakeholders informing them about this action plan.

B3. Change Behaviour and Perception through execution on the job

Throughout the month, the leader implements the action plan. These actions demonstrate to the stakeholders that the leader is working to make change visible and to become more effective in the two selected leadership growth areas. Implementing change and following up with stakeholders also alters the stakeholders' perceptions of the leader over time.

C. Perception is Reality: Measure Leadership Growth based on Stakeholder’s Perception

The coach checks in with the stakeholders quarterly via a short internet-based survey, to measure the stakeholders' perceptions on how they see the leader’s effectiveness has been changing in the two focus areas. This Leadership Growth Progress Review (LGPR) is reported back to the leader (and the sponsor) so that they can check how the leadership change efforts have been perceived by the stakeholders. This survey also plays a key role in guaranteeing and measuring leadership growth for the leader and the organisation.

Schedule an appointment today to discuss how Stakeholder Centered Coaching can support your / your team's growth in leadership effectiveness.