I am proud to say that I am certified in Stakeholder Centered Coaching, developed by Marshall Goldsmith and detailed in his book, What Got You Here Won't Get You There.
As its name suggests, it is the stakeholders, the people who work with a leader every day, who are at the heart of this methodology. The coach facilitates stakeholder involvement and supports the leader in accessing his or her Courage, Humility and Discipline. These are seen as essential to achieving measurable change.
By regularly engaging with their stakeholders about their performance, leaders achieve greater results and impact in their business. Stakeholders, working with the leader every day, feed into the development process for the leader as they work in ‘real time’. Meanwhile, the coach facilitates the implementation of their suggestions. SCC goes far beyond traditional 360-degree feedback in the way it engages the stakeholders. The leader not only makes sustained changes in behavior, but these changes are also recognized by the stakeholders. As a result, increased engagement is a frequent spin-off.
Stakeholder Centered Coaching is a means to achieving guaranteed and measurable leadership growth in your organization. Built into the process is a technology that measures the leader at regular intervals to demonstrate his or her improvements. Its transparency enables HR and the business to clearly see the link between the coaching investment and actual improvement.
We are so confident in this approach that we offer a ‘no result-no fee’ option.
If you are interested in exploring how we can set Stakeholder Centered Coaching up for your organization please contact us for further information by clicking here.
Stakeholder Centered Coaching measures leadership growth
Successful executives and high potential individuals and leaders have a strong desire to further improve and become even more successful. These leaders are committed to their success as well as the success of their teams and organizations.
Early in the coaching process leaders articulate 1-2 areas for leadership growth. Frequently leaders chose to improve their leadership effectiveness in areas such as:
- Decision making (incl. e.g. speed of decision making, including opinions of others in decision making)
- Communication (including listening)
- Conflict management
- Empowerment of direct reports
- Strategic thinking
- Managing diversity
- Execution for results
- Hold others accountable for results
- Collaborate better with others (including e.g. being more respectful to others, building trust with stakeholders)
- Develop executive presence
- Focus execution and resources on few critical business issues
- Become more assertive
- Take calculated risks
- Coaching and mentoring
The pivotal question for leaders and sponsors is: If the leader measurably improves in 1-2 leadership growth areas as above how much value would that create for the organization? The most common answers of leaders, bosses (sponsors) and HR professionals is this: ‘INVALUABLE’.
Once the areas for leadership growth have been defined using the Stakeholder Centered Coaching process, we measure leadership growth every 3-6 months using our Quarterly Progress Review. This is a short survey to measure the stakeholders’ perception of the leadership growth in the predefined areas. Our research shows that 95% of the leaders who consistently involved their stakeholders in the process measurably improved their leadership effectiveness. This study is described in ‘Leadership is a Contact Sport’ (Strategy & Business September, 2004).
"Kathy's gift of transforming my understanding of my world with knowledge, compassion and love are with me every day. She changed my life and transformed my beliefs, my expectations, and my vision of the future. I am still recovering from the profound and inspiring influences of the program she so gracefully led. I would and do recommend this program to anyone who will listen."