1 on 1 Yearlong Executive Coaching Program using Stakeholder Centered Coaching for Guaranteed & Measurable Leadership Growth

Most successful executives today have a good intellectual understanding of the various management tools required to lead an organization successfully. Experience has shown that the same behaviors that contribute to initial career success often do not guarantee future leadership success. The coaching process therefore focuses on further developing the ‘I am successful because of ….’ behaviors and reducing the ‘I am successful despite of ….’ behaviors. Hereunder a more detailed step by step outline of how a typical coaching process is structured though in many cases the process is customized to fit the needs of the leader or the organization.

Phase 1. Introduction to Marshall Goldsmith Stakeholder Centered Coaching (+ 2 hours)

During the initial session the coaching process is explained to the leader in detail and the coach interviews the leader to understand the leader’s awareness of areas for development as well as their commitment to real leadership change. Leaders can only change if they want to change!

Phase 2. Behavioral Interviews and Assessments

Behavioral Interviews (10-15 hrs)

Structured in-depth behavioral interviews with the most important people around the leader produce a detailed & colorful overview with real life examples of strengths and areas for development.

(1800 – 3600) structural assessment

The multi-rater structural assessment provides objectivity and structure to the assessment process and aside from relevant psychometrical content, it creates buy-in from the leader. The undermentioned two assessments are most suitable and most frequently used. However the coach (or the leader) could decide to select another qualified multi-rater assessment.

2.1 Global Leader of the Future (GLOF) by Marshall Goldsmith

The GLOF includes all relevant leadership skills to measure the effectiveness of leaders operating in an international business environment. This unique assessment developed by Marshall Goldsmith and Accenture in collaboration with 200 international organizations on 6 continents measures skills related to leadership communication, managing diversity, global & strategic thinking, leading change, technology savviness, engaging people and much more which competencies modern leaders require to succeed in an globalizing business world.

2.2 Leadership Styles Inventory (LSI, Human Synergistics USA)

The LSI identifies the underlying thoughts and motivations that guide an individual’s behavior. Often referred to as personal styles, management styles and leadership styles, they represent the essence of individual leadership effectiveness. The LSI is a versatile assessment for change at the individual development level. The LSI measures interpersonal effectiveness, job related thinking & behavior styles, professional achievement, personal satisfaction, collaboration with others and the quality of relationships at work.

The assessments in this phase create aside from content (objectivity, structure, color and real life examples), a strong involvement from the stakeholders as well as buy-in and commitment from the leader for the coaching and leadership growth process.