Karen is accredited in Marshall Goldsmith’s Stakeholder Centered Coaching. This approach provides guaranteed and measurable leadership growth. The process enables successful leaders to be more effective through positive behaviour change that is sustained and recognised by others.
Coaching programs are designed to suit need and budget. To discuss whether Stakeholder Centered Coaching is the right coaching program for you and your organisation, please contact Karen on 0438 215 391.
The efficacy of Marshall’s Stakeholder Centered Coaching approach has been clearly demonstrated:
- More than 100 great top executives, thought leaders and HR development professionals have experienced the benefits of the Stakeholder Centered Coaching process firsthand for themselves and their organizations.
- A comprehensive study among 11,000 business leaders in 8 multinational companies on 4 continents concluded that 95% of leaders who consistently applied the Stakeholder Centered Coaching process measurably improved their leadership effectiveness. This study is described in Leadership is a contact sport.
- Stakeholder Centered Coaching does not require any ‘extra valuable time’ from the busy executive as the coaching and leadership change process is integrated into his/her leadership role on the job.
- The Stakeholder Centered Coaching program includes a success guarantee. The commitment is to support leaders to become more effective in their organization, and that commitment is demonstrated in the coaching service fee structure where 50% to 100% of the coaching fees for the yearlong program are subject to measurable change of the leader as assessed by his/her stakeholders.
Stakeholder Centered Coaching emphasizes implementation and follow through.
Stakeholder Centered Coaching is a highly effective and time efficient process that works as follows:
| Select 1-2 leadership growth areas In consultation with the coach the leader selects 1-2 specific behaviours that are important for his/her leadership growth (e.g. empowerment and delegation). Usually one or more leadership assessments are used to help determine the growth areas. |
| Get feedforward suggestions from stakeholders The leader selects a handful of stakeholders, mostly boss(es), direct reports and peers. On a monthly basis the leader asks his or her stakeholders for “feedforward” suggestions (e.g. ‘As you know I want to get better at delegation, what suggestions do you have?’). |
| Implement the action plan Based on the input from stakeholders the leader selects relevant suggestions and makes an action plan for the next 30 days together with the coach. |
| Make change visible Throughout the month, the leader implements his/her action plan and demonstrates to the stakeholders through his/her actions that he/she is working on to make change visible and grow his/her leadership effectiveness in the two selected focus areas. |
| Quarterly Leadership Growth Progress Review (LGPR- mini-survey) The coach checks in with the stakeholders every quarter through a short online survey to gauge the stakeholders’ perceptions on how they see the leader’s development in the 1-2 leadership growth areas. This Leadership Growth Progress Review (LGPR) is reported back to the leader so that he/she can gauge how his/her leadership change efforts have been perceived by the stakeholders. The LGPR also plays a key role in guaranteed and measurable leadership growth for the leader and the organisation. |
For more on Marshall Goldsmith and Stakeholder Centered Coaching, go to www.sccoaching.com.
