Stakeholder Centered Coaching
Top leaders around the world use Stakeholder Centered Coaching to take their performance to the next level. MGSCC is is a highly effective, transparent, structured and time efficient process that works. MGSCC offers a transparent process that guarantees Measurable Leadership Growth.
The work of Marshall Goldsmith has earned him the recognition as the world’s top executive leadership coach and a global thought leader in the field of leadership development. We are dedicated to helping our Human Resource Partners to gain a similar reputation within their own organizations.
In the corporate world where success in talent development and retention is key to future success, the Human Resource function plays a critical role. As a Human Resource professional, you desire to equip your leaders with the necessary skills to lead in a future that will undoubtedly bring challenge and change.
In order to be a strategic and effective HR professional, as you transition into the future, you cannot:
- Focus solely on training and ignore the “knowing versus doing” gap
- Spend large dollar amounts on external coaches to serve this development need
- Fail to develop the internal resources to transition needed knowledge into skill
Learning is an important first step. The second step is to transition what is learned into disciplined action. Marshall Goldsmith has described this need in the following way: “There is no evidence the world is a better place because of what we know. The world is a better place because of what we do.”
The Marshall Goldsmith Stakeholder Centered Coaching (commonly known as MGSCC) is a disciplined practice that helps certified MGSCC coaches apply a proven process to help leaders effectively change behavior. This unique methodology pioneered measuring leader improvement to determine the value of leadership coaching. Stakeholder Centered Coaching® has demonstrated a remarkable track record of success as measured by our Mini-Survey™ tool.
The Mini-Survey™ is a short, easy to use, confidential online assessment where stakeholders who have supported a leader working to become a better leader share their perception of positive change in behavior achieved by a leader. The Mini-Survey is a vital part of how we differentiate our coaching service and live up to our mission.
Only Stakeholder Centered Coaching® makes leadership change both visible and measured
Many coaching approaches focus on leadership assessments, goal setting, and action planning between the leader and the coach. Often the major outcome from such efforts is increased awareness and acceptance. As a result leaders intellectually understands where change would be desirable and how they could move to higher levels of effectiveness through action planning. The coach then reviews, with the leader in private, the progress made on the plan and revises the plan based on these conversations
Taking Action and Acknowledgement of Progress is key!
Marshall Goldsmith’s Stakeholder Centered Coaching® process takes the leadership change process much further, taking it outside the leader’s office, and into his work environment with the leader’s stakeholders. Stakeholders are in the best position to provide important and insightful suggestions for improvement and behavioral change on the job. In light of this, the Stakeholder Centered Coaching® process includes a much stronger emphasis on follow up, implementation and reinforcement by involving a much wider network of people in a disciplined way than traditional coaching. The Stakeholder Centered Coaching process delivers real value through the implementation of change that is sustained, recognized and acknowledged by stakeholders in the workplace.
The Mini-Survey™ Process
Marshall Goldsmith created and pioneered the use of the Mini-Survey™ to measure the degree to which stakeholders see improvement on a goal chosen by the leader. This short online survey asks only four questions. These are:
- To what degree has this leader become more effective on their goal of…? (Choosing from a 7-point scale from “Less” to “More” effective)
- How frequently did this leader follow-up with you to ask for feedback and suggestions? (Choosing from a 5-point scale from “None” to “Frequently)
- What has this leader done in the past few months you have found particularly effective?
- What is one thing you would like this leader to do differently?
The use of the Mini-Survey™ is a differentiator for coaches using Stakeholder Centered Coaching®. And is a requirement for any coaching to be considered a Stakeholder Centered Coaching® engagement. Additionally, it is required for a coach to reach Advanced and Master Level Certification. The results from the Mini-Survey™ serves as evidence that we are succeeding on our mission of “to measurably improving leadership behavior around the world.”
How Marshall Goldmsith Stakeholder Centred Coaching Works
5 Reasons Why Marshall Goldsmith Stakeholder Centered Coaching® Is The World’s #1 Coaching Development Program
There are a multitude of different coaching methodologies, processes, and certifications available out there.
What makes Marshall Goldsmith Stakeholder Centered Coaching different from the others? The uniqueness lies in our unique 5-step process.
- Define important leadership growth areas with the leader
- Involve stakeholders within the process
- Stakeholder-based planning
- Monthly stakeholder input
- Measurable leadership growth using our proprietary Mini-Survey
- Define important Leadership Growth Areas with the leader
We always encourage our leaders to focus on 1-2 key areas of improvement throughout the whole coaching engagement. Establishing the focus of the coaching process is crucial to our methodology as it recognizes the need of successful leaders to be the ones choosing their own goals. This includes a cost-benefit analysis that will help the leader determine “Is it worth it” to proceed with pursuing their goal.
We will also involve the leader’s supervisor and ensure that they agree with the Leadership Growth Areas that the leader has chosen.
- Involving stakeholders in the coaching process
As stakeholders are on the receiving end of leadership, therefore the stakeholders are an integral part of our coaching process. Once the leader acknowledges their Leadership Growth Areas, we will ask them to choose who are the relevant stakeholders that we should involve throughout the process. The list of stakeholders will also be validated by the leader’s supervisor.
The stakeholders will be actively involved in the process of the leader’s journey to leadership improvement on an ongoing basis. They will be asked to provide feedforward suggestions for the leaders and participate in anonymous Mini-Surveys to determine the progress of the leader’s improvement.
- Stakeholders-Based Action Plan
Based on the suggestions provided by the stakeholders, the leader and the coach will then collaborate and put together a stakeholder-based action plan. This plan will be broken down into a daily checklist for the leader and will be distributed to the stakeholders so they are aware of what to look for in terms of providing suggestions for the leader.
- Monthly Stakeholder Input
Every month, the leader will use the 7-step “do’s and dont’s” to check in with each stakeholder. During this brief 3-5 minute check-in, the leader will ask for feedforward on the past 30 days and any suggestions moving forward. The leader will take note of every suggestion provided by the stakeholders and share the results with the coach. Together, the leader and the coach will add, change, or modify the action plan based for the coming month based on the stakeholder input. The stakeholders will be updated on the changes to the action plan.
- Measuring Leadership Growth with The Mini Survey
Typically, at the end or halfway through the coaching process, a formal mini-survey will be conducted with the stakeholders to assess the leader’s progress on their Leadership Growth Areas. The mini-survey will be fully anonymous, and its main purpose is to validate the improvement achieved by the leader and to gauge whether the stakeholders are recognizing the change.
Based on the results gained from the mini-survey, the leader will do an After Action Review to reflect on what happened, the reasoning behind it, and what key learnings they should take moving forward into the future.
Ready to start your leadership journey?
These 5 key points are what makes the Marshall Goldsmith Stakeholder Centered Coaching® unique and dubbed as the World’s #1 Coaching Development Program by Global Gurus. With our award-winning and field-proven Stakeholder Centered Coaching methodology, we can guarantee behavioural change and leadership improvement for our coaching clients.