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MEASURABLE GROWTH IN LEADERSHIP EFFECTIVENESS. GUARANTEED!
95% OF LEADERS WHO INVOLVED STAKEHOLDERS IN THEIR LEADERSHIP DEVELOPMENT IMPROVED THEIR EFFECTIVENESS
Results from 11,000 business leaders in 6 multinational companies on 4 continents. "Leadership is a Contact Sport" Strategy + Business by Marshall Goldsmith and Howard Morgan,
How it Works
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Leader chooses a development goal from 360 assessment or behavioral interviews to improve his/her effectiveness in delivering the organization’s key strategic priorities for his/her role.
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Leader involves a small group of stakeholders by sharing the development goal and asking for ongoing feedback and “feedforward” (suggestions).
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Leader’s improvement is measured by periodic mini-surveys of stakeholder observations.
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Coach provides ongoing support and suggestions, ensuring that leader follows up with stakeholders.
Why it Works
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“Going public” with a goal increases the leader’s accountability to achieve it.
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Changing behavior and perception in tandem ensures that a leader’s efforts to improve are visible to stakeholders and to the organization.
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Disciplined and time efficient process emphasizes stepwise change over time to achieve the development goal.
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Stakeholder mini-surveys measure improvement, something that is almost never even attempted in coaching or leadership development.
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Substantial research on the methodology shows that leaders who consistently involve stakeholders in their performance improvement efforts achieve results far superior to those who don’t.
Leadership Growth in Their Own Words
Working with Dan Sitner was a long, meaningful journey and I do believe that this coaching has changed my professional life. It gets into what you did not know about yourself. Even though it is tough to listen to the critics, it’s crucial to know how they perceive you. What I thought I was doing to help the team was actually hurting them and us. I would recommend Stakeholder Centered Coaching® for any successful business leader who wants to get even better and earn respect from their peers.”
- Jim Ico Hiatt, Transportation Supervisor Portland, Oregon
The honest feedback I received was very valuable! it made me aware of some blind spots. Checking in with Stakeholders enhanced relationships and allowed for mutual growth. A VERY good process for the formation of habits vs the excitement and short-lived energy created in a one-day conference that quickly dissipates. The process is effective for long term behavioral changes and not a momentary experience all to soon forgotten.
- John Lee, Terminal Manager Eugene, Oregon
Working with Dan Sitner and the Stakeholder Centered Coaching® process, I learned a lot about myself and had to eat some, "Humble pie" if you will. You are never as good as you think you are. You don’t know how others perceive you until you go through something like this. The process encourages others to give feedback and support. My team has become more open with me as I have become a lot more approachable.
- Gary Irby, Delivery Operations Supervisor, Portland Oregon
The Stakeholder Centered Coaching® process was invaluable vs other leadership development programs. As a "part-time" introvert, I learned to proactively welcome open dialog about myself. The process hit it head on with direct feedback and suggestive tools. The most beneficial part of the process is involving many different stakeholders. Their engagement created a foundation for trust, removed perceptions, aligned peers, direct reports and other leaders. The on-going open dialog generated a constant effort around improving leadership and engagement. Dan, as my coach, was concise, consistent and held me accountable. I highly recommend this coaching program to any successful leader that desires to become even better. - Bill Sands, Director, Manufacturing, Beaverton, Or.
Dan Sitner is a coach in our network who exemplifies what we look for in a coach who uses our process of Stakeholder Centered Coaching®. He was trained in the methodology back in 2017 and was certified in both the individual process and the team process. Since that time, he has helped many leaders achieve a positive change in behavior as acknowledged by their stakeholders. What I especially like about Dan's approach is how he utilizes the Daily Checklist discipline by the leaders he coaches that can be found in many of my bestselling books.
- Marshall Goldsmith | Thinkers50 Hall of Fame | #1 Executive Coach | #1 Leadership Thought Leader | #1 NYT Bestselling Author
Organizations That Use Marshall Goldsmith Stakeholder Centered Coaching for Guaranteed and Measurable Leadership Growth
More than 150 of the Fortune 500 companies and other notable organizations have been using Marshall Goldsmith Stakeholder Centered Coaching to measurably grow the leadership effectiveness of their executives and their teams. Hereunder is a sample of some of their recent clients.
Our unique value proposition - guaranteed results!
Stakeholder Centered Coaching differs from other more traditional coaching by bringing in the people who are affected by a Leaders behavior (Stakeholders) and its pioneering use of measurement at the end of the coaching assignment.
Why involve Stakeholders?
Systematic involvement of Stakeholders is the key to the process, essential for highly effective coaching and has a number of positively reinforcing factors:
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Enables quick identification of specific leadership behaviors that are most impactful for the leader to work on improving.
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Leverages those who work with the leader (Stakeholders) as the "experts" to drive change through daily execution on the job.
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In addition to the leader improving, co-workers perceive the progress, thus building the leader's status and bench strength in the organization.
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The Leader's Manager, Peers & Direct Reports (along with the coach) participate and support the Leader's change process resulting in an environment more conducive to change.
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Allows us to measure results. Stakeholders determine the degree of improvement, not the person being coached or the coach, through the periodic mini-survey process. Something rarely done in coaching.
This process is so effective we guarantee results and only get paid in full when positive, measurable change in leadership behavior occurs.