Leadership Coaching

Be the kind of leader that you would follow

Business change is challenging and there’s no shortage of people out there who can help. Consultants are circling and it’s hard to know who to trust – you simply can’t risk a wrong move. One poor decision can stall the change, damage your career and your business so failure isn’t an option.

The only way to achieve success is to get your people heading in the same direction and committed to a shared goal. With many competing demands for your time, you need advanced skills and effective, simple approaches and you need them now.

I am a Marshall Goldsmith Certified Leadership Coach and deploy the Stakeholder Centered Coaching to help my clients discover how to use change effectively and easily to make it happen.

Ranked as the World’s #1 Leadership Thinker by Harvard Business Review and Thinkers 50, Marshall Goldsmith’s coaching process has been used by more than 150 of the Fortune 500’s top leaders to take their performance to the next level.



Two comprehensive studies were carried out by Marshall Goldsmith and Howard Morgan. The first one was in 2004 with 86,000 executives globally. The second was completed in 2014 with 248,000 people.

The Marshall Goldsmith Stakeholder Centered Coaching (MGSCC) is a 7-phased systematic methodology that is highly effective, transparent and time efficient. The efficacy of MGSCC approach has been clearly demonstrated in a comprehensive study among 11,000 business leaders on 4 continents which concluded that 95% of leaders who consistently applied the Stakeholder Centered Coaching process measurably improved their leadership effectiveness. This isn’t based on the opinion of the coach or the person being coached, but on the opinion of their 86,000 stakeholders.

One of the tools available under the Stakeholder Centered Coaching process is the Global Leader of the Future (GLOF). This 360 degree leadership assessment was co-created by Marshall and has been designed by multinationals for multinationals. The assessment is used for leaders in a globalizing business environment and is based on in-depth research involving CEOs of Fortune 100 companies, 18 global thought leaders and 300 international business executives at 200 organizations of 120 multinationals on 6 continents. The GLOF measures the skills and competencies that today’s global leaders need to master and shows emerging leaders the areas they need to develop in order to succeed as effective leaders in a globalizing and competitive business environment.

Explore, discuss, experience our MGSCC services solution! Connect with us now!

Partial list of Clients using MGSCC

Apple | Dell | HP | Intel | Cisco | GE | Microsoft | AT&T | Bayer | Glaxo Smithkline| Johnson & Johnson | McDonalds | Coca-Cola | Hyatt Hotels Resorts | Ford | Bank of America | Goldman Sachs | Syngenta

When we do what we have to do we are compliant.
When we do what we choose to do we are committed.

2-imgGuaranteed & Measurable Leadership Growth for leaders who are seriously committed to achieving success

Frequently Asked Questions

What is Stakeholder Centered Coaching?

Developed by Marshall Goldsmith, (ranked by Harvard Business Review as the World’s No. 1 Leadership Thinker and the top-ranked executive coach at the 2013 biennial Thinkers50 ceremony in London), Stakeholder Centered Coaching helps highly successful people achieve even greater success through positive leadership behaviour change.

This comprehensive, structured yet clear and simple, coaching program creates positive behaviour change that is sustained, recognised and acknowledged by others.

Why would I do it?
  • You’re ready to unlock your leadership potential and discover what you’re truly capable of
    You’re highly motivated and seriously committed to becoming the best leader you can possibly be.Maybe you’ve completed other leadership development or executive coaching programs and you’re ready to take your leadership effectiveness to a whole new level of success.
  • You need to change others’ outdated perceptions of you
    If you’ve been working in your organisation for a while, you’ll have a defined reputation which may be limiting your ability to progress into different or more senior leadership roles.The only way this can happen is by helping influencers and decision makers see and experience your strengthened leadership effectiveness.Until now, your peers and colleagues haven’t been actively involved. Although you’ve worked hard to build your strengths and address your gaps, their perception of you is outdated.
  • Ever-increasing demands and expectations on you and your team
    The pressure is on your team to step up and deliver even greater results. Everyone is time-poor and there will never be enough resources, yet expectations and demands continue to rise. You’re expected to do more with less and it feels like there isn’t enough time to build your team’s ability and confidence to deliver.Gaining valuable insights, tools and techniques through Stakeholder Centered Coaching will help you coach and develop your team. This ripple effect will fast track your team’s success and significantly increase the ROI of the program.
  • You know what you need to change but haven’t been able to make it stick
    Most senior leaders have been through a range of extensive assessments including 360 reviews, LSI, DiSC, psychometric and in-house Assessment Centres. They know what they need to do and that’s not more leadership courses.If this feels familiar, you probably don’t need more ‘KNOW HOW’! What you do need is ‘SHOW HOW’ – the ability to listen, take on feedback, modify behaviour and visibly demonstrate expanded leadership effectiveness.Knowing what you need to do and others recognising your ability to grow and change are two different things and that’s where Stakeholder Centered Coaching comes in.
How is Stakeholder Centered Coaching different?

Only Stakeholder Centered Coaching makes leadership change visible, measurable and sustainable.

Being self-aware and making necessary behavioural change (typical of most coaching programs), is only half of the story! Unless your stakeholders – those on the receiving end of your leadership – are involved in and recognise the change, your success will be limited.

Awareness and Acceptance is not enough!
Many other coaching approaches focus on leadership assessments and action planning which results in a strong emphasis on awareness and acceptance. As a result the leader intellectually understands where leadership change would be desirable and how leadership change would lead to higher effectiveness.

Though this step is critical at the outset of the coaching process as it defines the ‘intent of the leader to change’, it often times results in a long list of good action intentions that might not see the light of day

Action and Acknowledgement is key!
Marshall Goldsmith’s Stakeholder Centered Coaching process takes the leadership change process further, outside the leader’s office, and into his work environment with the stakeholders. Stakeholders can provide important and insightful suggestions for leadership growth and behavioural change that would help leaders to become more effective on the job.

The Stakeholder Centered Coaching process includes a strong emphasis on action implementation and follow through to make change stick and thus creating more effective leadership behaviors and habits. Leadership growth has only real value through implementing change that is sustained, recognized and acknowledged by stakeholders in the workplace. Perception is reality.

With Stakeholder Centered Coaching, your stakeholders are actively involved in the process and become collaborators in your success! Here’s how they are engaged:

  • At the start of the program you and your stakeholders assess your leadership effectiveness through a Global Leader of the Future 360 degree feedback survey and 1:1 interview with your coach to share how they perceive your strengths and potential growth areas
  • Each month you meet with them to gather feedforward (1 – 2 positive ideas and suggestions to help you improve in your chosen leadership growth area/s)
  • Each quarter they complete a short, online Leadership Growth Progress Review to help you measure your progress.
  • In between time, your stakeholders provide on-the-job, real time feedback to help you make small, micro-changes. Seeing and experiencing the changes you make strengthens their perception of your leadership.
How do you know it works?

The efficacy of Marshall’s Stakeholder Centered Coaching approach has been clearly and extensively demonstrated globally:

  • More than 1000 great top executives, great leadership thought leaders and HR development professionals have experienced the benefits of the Stakeholder Centered Coaching process firsthand for themselves and their organizations.3-img
    Results from 11,000 business leaders in 8 multinational companies on 4 continents. Source: ‘Leadership is a contact sport‘ (Strategy & Business)
  • A comprehensive study among 11,000 business leaders in 6 multinational companies on 4 continents concluded that 95% of leaders who consistently applied the Stakeholder Centered Coaching process measurably improved their leadership effectiveness. This study is described in ‘Leadership is a Contact Sport‘ (Strategy & Business, September 2004).
    NO GROWTH, NO PAY – guaranteed measurable leadership growth and behavioral change
  • The Stakeholder Centered Coaching program includes a success guarantee. Our commitment is to support leaders to become more effective in their organisation, and that commitment is demonstrated in our coaching service fee structure where 50% to 100% of the coaching fees for the year long program are subject to measurable change of the leaders as assessed by his/her stakeholders
  • This program does not require any ‘extra valuable time’ from busy business executives as the coaching and leadership change process is integrated in his/her leadership role on the job.
What’s involved – what would I have to do?

Stakeholder Centered Coaching follows a simple, 5 step process, carried out over 12 months:

1. Select 1-2 leadership growth areas
In consultation with the coach the leader selects 1-2 specific behaviors that are important for his/her leadership growth (e.g. empowerment and delegation). Usually one or more leadership assessments are used to help you choose your leadership growth areas.4-img

2. Get feedforward suggestions from stakeholders
The leader selects a handful of stakeholders mostly boss(es), direct reports and peers. On a monthly basis the leader asks his stakeholders for “feedforward” suggestions (e.g. ‘As you know I want to get better at delegation, what suggestions would you have?’).

3. Create the action plan
Based on the input from stakeholders the leader selects relevant suggestions and makes an action plan for the next 30 days together with the coach.

4. Implement and Make change visible
Throughout the month, the leader implements his/her action plan and demonstrates to the stakeholders through his/her actions that he/she is working to make change visible and grow his/her leadership effectiveness in the two selected focus areas.

5. Complete Quarterly Leadership Growth Progress Review (LGPR- mini-survey)
The coach checks in with the stakeholders every quarter through a short on line survey to gauge the stakeholders’ perceptions on how they see the leader’s development in the 1-2 chosen leadership growth areas.

This Leadership Growth Progress Review (LGPR) is reported back to the leader so he/she can gauge how his/her leadership change efforts have been perceived by the stakeholders. The LGPR also plays a key role in guaranteed and measurable leadership growth for the leader and the organization.

This time-efficient program recognises that leaders and their colleagues are busy people! Development happens ‘on the job’ and once the initial assessment is done and leadership growth areas are selected, the only additional time required is:

  • Engage with 6 – 8 stakeholders (~ 1 hour per month)
  • Monthly Coaching Session to review progress and set your Action Plan or the next month (~ 1 – 2 hours per month)
What Leadership growth areas could I improve?

Your Leadership Growth Areas will be identified through a comprehensive initial 360 degree survey and behvaioural interviews. Based on the information you receive, you get too choose 1 – 2 growth areas that are important to you and your organisation. These could include:


  • Active listening (eg. not talking over the top of others)
  • Decision making ( eg. speed of decision making, including opinions of others in decision making)
  • Be more assertive (eg. speaking up for own beliefs & opinions)
  • Manage conflict constructively, timely and effectively
  • Persuasive influencing

Developing organizational culture & leaders:

  • Managing diversity
  • Build cross-functional relationships
  • Cross cultural management
  • Stand up to individuals who undermine teamwork
  • Collaborate better with others (incl. being more respectful to others)
  • Build trust with stakeholders
  • Executive presence
  • Self-confidence
  • Driving Team / culture change
  • Coach and mentoring

Managing performance

  • Delegate effectively
  • Empower direct reports
  • Execution for results (incl. focus execution and resources on few critical business issues)
  • Strategic Thinking
  • Be more entrepreneurial
  • Take calculated risks
  • Hold other accountable for results
  • Deal timely with performance problems

Discover how Stakeholder Centered Coaching would work for you or your organisation. Connect with us now!