Tip of the Spear Ventures

A Family Office that behaves like Venture Capital | Private Equity | Business Consulting

stakeholder centered coaching

5 Benefits from Stakeholder Centered Coaching and Centered Executive Coaching

By

The Point: Stakeholder Centered Coaching (SCC) is the brainchild of Marshall Goldsmith, a UCLA PhD, and one of the most well-respected leadership executive coaches in the world. His SCC method is considered highly effective and efficient by diverse voices in the business world. Even we at Tip of the Spear hold on to the SCC principles (It formed the foundation for our Centered Executive Coaching, consisting of Leader Centered Coaching, Stakeholder Centered Coaching, and Business Centered Coaching). Here we outline the top 5 benefits of this centered executive coaching methodology so you know a little more about why it can work for you/your company as well… Enjoy!

5 Benefits from Stakeholder Centered Coaching

It is Simple…

Goldsmith is often quoted saying ‘Coaching is simple, but not easy!’ But SCC is easy to understand and highly practical as well. Not to mention, Stakeholder Centered Executive Coaching also differs from popular leadership training programs. Most leadership coaches teach that success owes itself largely to inherent traits. While Stakeholder Centered Executive Coaching doesn’t deny this, but it explains how sometimes these inherent traits can actually stand in way of you/your organization’s success.

On the Job Development

SCC is both cost and time effective, and you are able to accelerate leadership growth on the job. By integrating stakeholder feedback as part of the training, the coach is able to bring about sustainable behavioral change without exhausting company resources.

A Change of Attitude

A recurring theme of SCC is helping leaders understand that the mindset that helped them achieve success in the past may now actually be disastrous for the growth of the company in the face of present complexities. Marshall describes these as ‘belief barriers’ to a leader’s success.

Measurable Impact

Most leadership development and executive coaching programs focus assessing leadership effectiveness and action planning so that the leader comes to recognize their strengths and weaknesses. But while this is a critical step to initiate the coaching process, it can result in a list of areas of improvement areas that is so long that it hinders any action from being taken.

Stakeholder Centered Coaching on the other hand ‘takes the action’ right into the leader’s work environment with the stakeholders. The stakeholders then provide important and insightful suggestions for behavioral change to help the leader become more effective for the organization.

And this valuable feedback is not brushed aside for future deliberation, instead it is implemented and followed through to achieve sustainable behavioral change, thus creating more effective leadership behaviors and habits. If the change implemented is not sustained, recognized, and acknowledged by stakeholders in the workplace, then the coaching program has failed. Simple as that.

From Trainee to Trainer

Finally, once leaders themselves have been coached for about a year, they themselves become equipped to coach their own subordinates. Hence, the behavioral changes further become sustainable to the point they become engrained in the company culture.

Summary

For all these leadership development reasons, SCC is a ‘must have’ leadership development skill for effective leaders. For more information on Centered Executive Coaching, the other Tip of the Spear Business Advisory Services, and/or information on leadership development through our affiliation with The Javelin Institute, use the Contact Us page.

 

What Marshall Goldsmith Doesn’t Want You To Know About Stakeholder Centered Coaching

By

The Point: Warren Buffet tells us to keep shareholders happy. However, if you go just one step further and link your business aims (and business results) to your stakeholders, you will create both a mindset and a company culture that not only drives you towards success, but helps you achieves goals faster as well. Stakeholder Centered Coaching (SCC) trains leaders on making behavioral changes that have a long-term impact on an organization’s success. In this post, we discuss what this Centered Executive Coaching offering is all about, and what Marshall Goldsmith (the developer of this method) doesn’t want you to know… Enjoy!

What Marshall Goldsmith Doesn’t Want You To Know About Stakeholder Centered Coaching

Defining Terms

Have you ever heard of SCC? Most business leaders reply that they have not! If you’re in that camp, then you’re not alone… Basically, Stakeholder Centered Executive Coaching focuses on leadership traits (sometimes highlighting only aspects of a leader’s behavior) to elicit notable results for all stakeholders of a department/company. The hallmark of the Goldsmith coaching system is change based on constant feedback.

Who is Marshall Goldsmith?

Dr. Marshall Goldsmith is one of the most well respected executive coaches in world, the proof of which is:

  • He was listed as one of 50 great thinkers and leaders who have influenced the field of management over the past 80 years by the American Management Association.
  • He was ranked among the most influential practitioners in the history of leadership development by Business Week
  • The Times (UK) considers him one of the 50 greatest living business thinkers
  • Forbes named him among the five most-respected executive coaches

The fact that his training has helped several Fortune 100 companies achieve tremendous results is testimony to the effects of SCC. At Tip of the Spear, our Executive Coaches practice this same discipline in order to provide lifelong client value to the leaders who employ our services in the form of Centered Executive Coaching (consisting of Leader Centered Coaching, Stakeholder Centered Coaching, and Business Centered Coaching).

What Dr. Marshall Doesn’t Want You to Know

While an entire post can be dedicated to the intricacies of the SCC (See our post titled ‘5 Benefits from Stakeholder Centered Coaching‘), here we will zero in on one central concept: Leadership coaches at large teach you that in order to become successful, you need to be self-confident. And they are not entirely wrong when they say that!

But what Marshall Goldsmith doesn’t want you to know is that success can often lead to arrogance. When you are on a roll and your stakeholders are happy, you will ironically become resistant to change, and hence treat any feedback or suggestion from your team as insignificant (think of it as the brush-off effect!) The problem is that success doesn’t always last forever, and as the business world becomes more complex with changing technology and global outlook, the last thing you need is an attitude that is resistant to change.

Why So Arrogant?

The SCC process starts with the coach assessing the leader’s personality and determining 1-2 key areas that need change (This can be accomplished typically through a 360* Review). This is followed by taking feedback from stakeholders on behavioral progress examples and future growth opportunities. Based on this, the executive coach works with the leader and sponsoring committee at the organization to develop a plan of action, and throughout the duration of the coaching, progress is reviewed with all parties to assess progress/areas of improvement opportunity.

So What Can You Learn?

If all goes well, you will learn:

  • Placing focus on the people you work with is important
  • Instead of delving on past successes, a leader should always look towards the future
  • Instead of unfounded optimism, a leader has to keep monitoring feedback and adapting to changing business circumstances

Summary

Any organization and its stakeholders want to see continuous improvement in all leaders in the results they achieve for themselves/the business. SCC proves highly useful in this regard. For more information on Centered Executive Coaching, the other Tip of the Spear Business Advisory Services, and/or information on leadership development through our affiliation with The Javelin Institute, use the Contact Us page.

 

5 Benefits from Stakeholder Centered Coaching

By

The Point: Stakeholder Centered Coaching (SCC) is the brainchild of Marshall Goldsmith, a UCLA PhD, and one of the most well-respected leadership executive coaches in the world. His SCC method is considered highly effective and efficient by diverse voices in the business world. Even we at Tip of the Spear hold on to the SCC principles (It formed the foundation for our Centered Executive Coaching, consisting of Leader Centered Coaching, Stakeholder Centered Coaching, and Business Centered Coaching). Here we outline the top 5 benefits of this centered executive coaching methodology so you know a little more about why it can work for you/your company as well… Enjoy!

5 Benefits from Stakeholder Centered Coaching

It is Simple…

Goldsmith is often quoted saying ‘Coaching is simple, but not easy!’ But SCC is easy to understand and highly practical as well. Not to mention, Stakeholder Centered Executive Coaching also differs from popular leadership training programs. Most leadership coaches teach that success owes itself largely to inherent traits. While Stakeholder Centered Executive Coaching doesn’t deny this, but it explains how sometimes these inherent traits can actually stand in way of you/your organization’s success.

On the Job Development

SCC is both cost and time effective, and you are able to accelerate leadership growth on the job. By integrating stakeholder feedback as part of the training, the coach is able to bring about sustainable behavioral change without exhausting company resources.

A Change of Attitude

A recurring theme of SCC is helping leaders understand that the mindset that helped them achieve success in the past may now actually be disastrous for the growth of the company in the face of present complexities. Marshall describes these as ‘belief barriers’ to a leader’s success.

Measurable Impact

Most executive coaching programs focus assessing leadership effectiveness and action planning so that the leader comes to recognize their strengths and weaknesses. But while this is a critical step to initiate the coaching process, it can result in a list of areas of improvement areas that is so long that it hinders any action from being taken.

Stakeholder Centered Coaching on the other hand ‘takes the action’ right into the leader’s work environment with the stakeholders. The stakeholders then provide important and insightful suggestions for behavioral change to help the leader become more effective for the organization.

And this valuable feedback is not brushed aside for future deliberation, instead it is implemented and followed through to achieve sustainable behavioral change, thus creating more effective leadership behaviors and habits. If the change implemented is not sustained, recognized, and acknowledged by stakeholders in the workplace, then the coaching program has failed. Simple as that.

From Trainee to Trainer

Finally, once leaders themselves have been coached for about a year, they themselves become equipped to coach their own subordinates. Hence, the behavioral changes further become sustainable to the point they become engrained in the company culture.

Summary

For all these reasons, SCC is a ‘must have’ leadership development skill for effective leaders. For more information on Centered Executive Coaching, the other Tip of the Spear Business Advisory Services, and/or information on leadership development through our affiliation with The Javelin Institute, use the Contact Us page.

Are Your Leadership Beliefs Limiting Your Success?

By

We had an executive coaching conversation with a client recently.  The leader in the conversation was a highly successful 30-something that grew his Inc 500 organization from scratch, but was now in position to realize that his leadership beliefs were limiting growth.  He realized the following two business aspects were present now that he achieved lift-off for his organization:

  1.  PLATEAU – The organization wasn’t a startup anymore. He had successfully grown from thought/ideation, creation, implementation, launch pad to lift off, but now the organization had achieved a plateau.
  2. POTENTIAL – The organization (or a leader therein) had achieved growth, but he realized that they’d only achieved Point A results (When Point B is where they should be).

We asked several questions to him, with the majority revolving around “How will you push through that plateau and/or achieve full potential?”  That’s why we created Tip of the Spear’s Centered Executive Coaching programs for leaders just like him to solve exactly those challenges.

In our experience as Marshall Goldsmith Stakeholder Centered Coaches we’ve seen leaders behave in dramatically different ways, and several facets of leadership belief modification that have made Centered Executive Coaching so impactful for leaders and their organizations.

It’s a paradox for most leaders… What made them successful might be limiting them from achieving their full future potential. As Marshall Goldsmith said, “What got you here won’t get you there!” At the heart of this is a “core” leadership belief system which accounts for much of their success:

  • I am successful
  • I choose to succeed
  • I will succeed

At risk is something akin to implementing a change initiative… You might get worse before you get better! Most leaders are not willing to risk getting worse, and therefore continue to go to the well they know.

What’s the Point? The next time you’re not pushing through those plateaus, or achieving full potential your beliefs just might be limiting your success. How you modify those beliefs will spell the difference between future success and failure.

If you’d like to learn more about our Centered Executive Coaching programs, and how they can help you/your organization achieve results in less time contact us.