MARSHALL GOLDSMITH STAKEHOLDER CENTERED COACHING PROCEDURE

THE CHALLENGE
The major leadership challenges for managers and executives today is NOT understanding the practice of leadership, BUT practicing their understanding of leadership. For successful organisational leaders to become more effective, leadership change needs to be positive, sustained, recognised and acknowledged by their stakeholders (and others).

Accelerating leadership growth and effectiveness is about changing behaviours and creating new processes & habits while interacting with others (stakeholders) on the job. Whereas the coaching engagement content is highly customise to meet individual leadership needs the overall coaching process structure is consistent deliver on lints needs such as assurance of leadership growth results, understanding leadership culture bottlenecks in the organisation disciplined implementation of the coaching process quarterly progress review reports.

ACTION AND ACKNOWLEDGEMENT IS THE KEY!
Marshall Goldsmith Stakeholder Centered Coaching takes the leadership change process further, outside the leader’s office, and into their work environment with the stakeholders. Stakeholders can provide important and insightful suggestions for behavioural change that would help leaders to become more effective on the job.

The Stakeholder Centered Coaching process includes a strong emphasis on action implementation and followthrough to make change stick, thus creating more effective leadership behaviours and habits.
Leadership growth has only real value though implementing change that is sustained, recognised and acknowledged by stakeholders in the workplace.

RESULTS FOR THE LEADER
The Stakeholder Centered Coaching process is designed for successful executives and high potentials:

• It utilises the psychology of successful people leveraging their high need for self- determination and learning agility.
• It moves rapidly from awareness to acceptance to action, focusing on leadership behaviours that drive change.
• It provides a powerful process for building leadership brand.

RESULTS FOR THE ORGANISATION
Stakeholder involvement produces a strong positive ripple effect on the team and organisation as a whole. Systematically involving stakeholders drives a number of positively reinforcing factors:

• They buy-in to the leader’s change efforts and become supporters, not cynical bystanders.
• They look out for and perceive leadership growth, boosting the leader’s motivation to change.
• As the leader progresses from new behaviours, into new habits and into micro-processes, these changes naturally become embedded in the surrounding eco-system.
• Mentoring/coaching become part of the organisation’s culture.

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