Helping You FulfillYour Potential

Marshall Goldsmith Stakeholder Centered Coaching for Guaranteed & Measurable Leadership Growth

 

We work one-on-one with executives and senior managers who are faced with business and leadership issues and want to make change happen. In a supportive atmosphere, we help them attain the professional and personal growth they are striving for, leading to higher performance and better company results. By drawing on Marshall Goldsmith Stakeholder Centered Coaching, they will experience a leadership growth that is sustained, recognized and acknowledged by others.

 

Who is Marshall Goldsmith ?

Marshall Goldsmith is one of the world’s leading executive educators, coaches and authors, who was inducted into the Thinkers50 Hall of Fame in 2018. In addition to awards receiver from Thinkers50, Goldsmith is also recipient of a Lifetime Achievement Award for management education from the Institute for Management Studies. He is ranked one of five most respected executive coaches by Forbes, one of the top ten executive educators by The Wall Street Journal and one of the 15 Greatest Business Thinkers in the World by The Times. His clients have included over 150 major CEOs.

Marshall Goldsmith is a pioneer in the field of business education and leadership coaching. His success is built upon his practical, no-nonsense approach to leadership : Marshall Goldsmith Stakeholder Centered Coaching  

 

VERDICT

“Hyperactive and relentlessly positive…Goldsmith’s reputation is based on results.”

Stuart Crainer & Des Dearlove, Thinkers50

 

 

Marshall Goldsmith Stakeholder Centered Coaching : how it works 

The Stakeholder Centered Coaching process is  a highly effective and transparent discipline. The process provides guaranteed & measurable Leadership Growth through enabling successful leaders to lead/behave more effectively through positive behavior change that is sustained, recognized and acknowledged by others.

Once the coaching agreement has been signed, we start the process that includes 7 phases :

  • Phase 1 : Aspire

During this introductory meeting we will discuss the process. The coach will work together with the executive or senior manager to articulate his or her strengths and areas to develop. We also get an idea of whether the executive or senior manager possesses the necessary qualities for change (courage, humility and discipline). 

  • Phase 2 : Behavioral interviews with stakeholders

This session focuses on defining growth areas, stakeholders and rules of engagement. The stakeholders will be carefully selected by yourselves. The coach will have structured interviews with 10 to 15 stakeholders about the demonstrated behaviors of the manager. Interviews take about 30 minutes. Answers are anonymous. 

  • Phase 3 : Focus

During phase 3 we discuss with the executive or senior manager the outcome of the interviews and we formulate the final leadership growth areas.

  • Phase 4 : Stakeholder onboarding

Phase 4 consists of a presentation given by the executive or senior manager to the group of selected stakeholders. The manager will discuss the process, his or her leadership growth areas and any requests for support with the stakeholders. The coach is involved at this stage, both during the presentation as the meticulous preparation.

  • Phase 5 : Monthly coaching sessions

In phase 5, the manager has monthly conversations with the selected stakeholders. During these 5 to 7 minutes of discussion, the manager will simply ask ‘these are my growth actions this month, can you give me some feedback about how I did and do you have any suggestions and ideas how I can do better and more effective ?’. The coach and the manager will discuss every one of these suggestions, prepare a new monthly action plan and relay any feedback to the stakeholders. In addition, time is devoted to skills building. 

  • Phase 6 : Leadership Growth Progress Review

In phase 6, we conduct the Leadership Growth Progress Reviews. We send to every stakeholder a short survey and ask them to evaluate the progress of the executive or senior manager. This measurement will be done every 3 months.

  • Phase 7 : Final Stage

Phase 7 is the final stage. It involves the transfer of knowledge, so the executive or senior manager can improve himself or herself continuously and is able to function as a mentor/coach himself.

 

Depending on the development needs of the executive or senior manager, you can choose between a 6, 9 of 12-month program.

If you choose the 12-month program, we guarantee measurable leadership improvement. Research shows that 95% of all leaders (11.000 worldwide) that went through the Stakeholder Centered Coaching program became (according to their shareholders) better and more effective. That’s why we feel confident offering a “no growth, no pay” arrangement.

Coaching sessions can be organized at your office or at my home office. To manage time constraints, online coaching is possible.




 

 

Intensive 1/2-day coaching

We understand that investing in a long-term coaching is a stretch. That's why we offer a 1/2 day coaching dealing with a leadership behavior that leaders are struggling with like p.e. delegating, giving feedback, building a team, thinking strategically, listening, being empathic and so forth.

The result of this coaching session will be an action plan that you can implement IMMEDIATELY.

After 1 month a follow-up phone or skype coaching will be planned to discuss your progress.

 

 

Please inquire about my coaching packages to get optimal results at the best value.