Stakeholder Centered Coaching is a proven coaching methodology and philosophy created by Marshall Goldsmith that demonstrates behavioral change and dramatically increases the likelihood of a successful coaching engagement.
It’s a process you can use with your clients to create any transformational change. Even better, when coupled with Coachmetrix, you’ll be able to implement a coaching methodology and technology that completely complement each other to measure behavioral change and involve stakeholders in the task of helping effective leaders be better every year.
Key Takeaways:
- A Gap in Leadership and Executive Coaching
- 4 Differentiators that make Stakeholder-Centered Coaching Unique
- 5 Steps of Stakeholder-Centered Coaching
- Optimizing Your Coaching Process
A Gap in Leadership and Executive Coaching
US companies spend $14+ billion annually on Leadership development. Most don’t know if their efforts are successful. Do you?
A major gap in Leadership and executive coaching is the lack of measurement on whether a leader has changed as a result of the coaching engagement. Most coaching engagements are measured by coach satisfaction surveys and anecdotal data, but rarely do coaches measure whether the coachee is actually changing.
We can – and must – measure our coaching impact if we want to be seen as credible coaches in the marketplace.
Implementing a Stakeholder Centered Coaching approach along with Coachmetrix will aid you in differentiating your coaching business by measuring change and demonstrating a return on investment to your executive sponsors. After all, executives pay for results, not coaching.
What is Unique About Stakeholder-Centered Coaching?
There are several key differentiators about the Stakeholder Centered Coaching approach:
Differentiator #1: Success isn’t determined by the the Leader being coached, but by people impacted by their behavior. With Stakeholder Centered Coaching, your clients will learn how to engage others who are impacted by their behavior, follow up, and implement suggestions that will result in both behavior and perception change.
Differentiator #2: The Stakeholder Centered Coaching process not only impacts the Leader, it impacts the Stakeholders supporting the Leader. Stakeholders are people who are impacted by the Leader’s behavior and willing to support them on their leadership development journey. Engaging Stakeholders not only helps the leader, but it has a multiplying impact because Stakeholders are often motivated to make change on their own as a result of supporting the coachee.
Differentiator #3: Stakeholder Centered Coaching emphasizes feedforward instead of feedback. Feedback is about the past, and no one can change that. Feedforward is providing ideas and suggestions for the future – that is within everyone’s control.
Differentiator #4: Stakeholder Centered Coaching is focused on both Behavior Change and Perception Change. It’s one thing to change behavior. It’s another to change how others perceive the coachee.
We’ve probably all been in a situation where we’ve made an immediate change but others did not recognize that change or upon the first misstep didn’t believe the change we made was real.
There’s always a gap between when a leader makes a change and others perceive it, but when using a Stakeholder Centered Coaching approach, you’ll help your leadership and executive coaching clients address both.
Stakeholder-Centered Coaching Overview
There are many ways to enhance the Stakeholder Centered Coaching approach, but all Stakeholder Centered Coaching engagements include the following basic 5 steps:
Step 1: Identify a Clear Development Goal and Stakeholders
The first step in the Stakeholder Centered Coaching process is for the Leader to identify a clear development goal and stakeholders.
Step 2: Go Public
Next, the Leader goes public with their goals. In other words, they share their goals with their Stakeholders so that their Stakeholders know what to observe. This is a very powerful step. When a leader goes public with a plan, it serves as an example for others to do the same.
Step 3: Build an Action Plan
In step 3, the Leader builds an action plan based on input from Stakeholders. With a platform like Coachmetrix, the action plan is built online and easily shared with Stakeholders so that Stakeholders know what to look for when providing input.
Step 4: Follow-up with Stakeholders
Now for the important part: the Leader follows up on a monthly basis with Stakeholders to gain ideas on how to continue to improve in their development area. With this input, the Leader can update their action plan and focus areas for the next 30 days.
The other benefit of following up with Stakeholders is that it reminds Stakeholders that the leader is still working on their development area. It helps close the perception gap when the Leader follows up every 30 days.
Step 5: Measure
Now to prove results… The measurement process happens through mini-surveys every 6-12 months to demonstrate change. In Coachmetrix, we think about this as the pulse feedback process and advocate for more frequent measurement to give the Leader data along the development journey more often.
Optimize the Stakeholder Centered Coaching Process
Coachmetrix is a cloud-based tool that helps optimize the entire Stakeholder Centered Coaching process:
- Online action planning
- Sharing action plans with Stakeholders
- Measuring behavioral change
- Optimizing communication between your coaching sessions
Coachmetrix has everything you need to help set your business apart and implement a Stakeholder Centered Coaching process in the modern-day environment.
Start your free trial today to see how Coachmetrix can help you stand out from the crowd: https://projects.coachmetrix.com/register
