Many successful leaders and managers today already have a good understanding of the various management skills required to lead an organization successfully. The major challenge for these successful managers is not understanding the practice of leadership, but practicing their understanding of leadership.
For these leaders to become even more effective, leadership change needs to be positive, sustained, recognized, and acknowledged by their stakeholders.
Coaching frequently focuses on assessing leadership effectiveness and action planning. This results in a strong emphasis on awareness and acceptance. As a result, the leader understands where his leadership change would be desirable, and how that leadership change would lead to higher effectiveness.
Though this step is critical at the start of the coaching process as it defines the leader's intent to change, it often results in a long list of good intentions that might not materialize.
Stakeholder Centered Coaching, developed by Marshall Goldsmith, takes the leadership change process outside the leader's office and into his work environment with stakeholders.
Stakeholders can provide important and insightful suggestions for behavioural change that would help leaders to become more effective on the job.
The process includes a strong emphasis on action implementation and follow-through to make change stick, thus creating more effective leadership behaviors and habits.
Leadership growth has only real value through implementing change that is sustained, recognized, and acknowledge by stakeholders in the workshop. Perception is reality.
The efficacy of Marshall's Stakeholder Centered Coaching approach has been clearly demonstrated:
Whereas executive development as well as coaching programs generally focus heavily on (intellectual) learning and little on follow-through and measuring tangible results, Stakeholder Centered Coaching has turned this on its ear and has a strong emphasis on implementation and follow-through to measure growth in leadership effectiveness.
In the end the only thing that counts is leadership growth i.e. improved leadership (behavior) effectiveness on the job as perceived by stakeholders.
Managers, executivies and business professionals who want to improve their managerial skills through executive coaching.
For more information on the Stakeholder Centered Coaching sessions, contact us by email regarding your interest in the coaching sessions and we will get back to you with more information.