The foundation of our coaching process
As coaches, we tend to take any assignment that comes our way, sometimes with mixed results. Sometimes, coaches get hired for the wrong reasons, from supporting bad behaviors to fixing someone who is not invested in the process. Time, energy and resources that could have been spent elsewhere. Now, ask yourself, how great would it be to sit in the driver's seat of your coaching career? To not only impress leaders during chemistry meetings, but shift the power paradigm and have them impress you? Marshall Goldsmith Certified Executive Coaches have been doing this for years, and here is our secret mantra:
We only work with leaders who WANT to become even more successful.
This means leaders that have a clear goal to work towards, shares this information with their stakeholders, uses their stakeholders' input in creating an action plans, and follows up with these stakeholders. When we assess a leader's coachability, there are three virtues that we look for in a leader before we choose to coach them. These virtues are:
Three virtues. Simple enough, right? Simple, but not easy. We know the qualities of great leaders and most leaders that have achieved great levels of success know the challenges of abiding by Courage, Humility and Discipline. And to get even better, a leader needs to have these three virtues throughout the entire process and beyond.
Let's take a closer look at these virtues and what they mean for the leadership development process.
Courage means to look in the mirror. As a leader, this is making the leadership development process about YOU. Only YOU can make YOU better. Get out of your comfort zone, be vulnerable, try new things, rethink your deeply held beliefs. If the results you are looking for are not achieved, try something different. Remember: There is no comfort in the change zone and no change in the comfort zone. For leaders, this means:
- Communicating to others what you are working on to improve
- Asking others for personal feedback/suggestions regarding your behavior
- Avoiding procrastination or waiting for a better time to try new behaviors
- Looking at what behaviors you would benefit from stopping, starting or changing
Humility means to admit you can change and improve. Involve stakeholders on the job, consider their suggestions, admit that you are not perfect while demonstrating leadership growth. Make that which is important to the people you lead equally important to you. The quicker we shift from a "ME" centered perspective to a THEM centered perspective, the easier change becomes. For leaders, this means:
- Asking others to "help you" while working on your personal growth as a leader
- Truly "listen" to feedback and suggestions about your leadership
- Show genuine appreciation for feedback/suggestions on your leadership by saying "Thank you"
- Keep your "ego" in check
Discipline means to follow-up, to talk to people, to work day after day; to implement and to hone more effective behaviors, habits and processes. This includes listening to suggestions from stakeholders, thinking them over and possibly adding new suggestions before making an action plan. Thereafter, disciplined execution of action plans is the only path to making change visible. For leaders, this means:
- Sticking to a monthly routine of following up with others you asked to support you
- Managing any defensive reactions when others point out what you have not done well or could do better
- Spending the needed time to change a behavior that is not comfortable for you
- Spending a few minutes every day reviewing a checklist of actions you are implementing from your plan to improve
Stakeholder Centered Coaching
These virtues form the foundation of Marshall Goldsmith's Stakeholder Centered Coaching process, which is being used by Marshall Goldsmith Certified Executive Coaches around the world to assess. We only work with leaders who want to be even better.
Assessing Coachability allows coaches to protect themselves first and foremost. If, for whatever reason, the leader does not have the courage, humility and discipline to commit to the process, it will undermine leadership growth and efficient use of resources for everyone involved. Effectively assessing Coachability is one of the key components to achieve success.
As a Marshall Goldsmith Certified Executive Coach, you will be able to leverage success, guaranteed. Scroll down for details on joining the world's largest network of executive coaches and be at the forefront of your coaching career.
Marshall Goldsmith Certification
The complete package to accelerate your coaching career.
Certification in Marshall's Process
- Stakeholder Centered Coaching
- Global Workshops
- Better, Measurable Results
Business Development Tools
- Personalized Dashboard
- Marketing & Branding Materials
- Online Library of Resources
- Lifetime Coaching Support
- Dedicated Development Team
- Access to Our Network Database
What We Offer
- Marshall Goldsmith Stakeholder Centered Coaching – Become a Certified Executive Coach licensed to carry out 1-on-1 executive coaching using Marshall Goldsmith’s Stakeholder Centered Coaching Process. Measurable results, guaranteed.
- TEAM Stakeholder Centered Coaching – Add infinite scalability to your coaching engagements. Take Stakeholder Centered Coaching to the next level by coaching corporate teams to enhance leadership growth and team effectiveness.
- Coaches / Consultants – You are looking to expand your coaching practice. You want to affiliate with an executive coaching brand that builds your credibility with executive clients. You are a learner and want to turn learning into measurable leadership results.
- Executive Coaches – You have experience coaching at the executive level. You want to involve stakeholders to make change happen and a systematic process for involvement. You’re established and ready to take your coaching to the next level.
- HR – You understand people processes and the value of involving stakeholders in leadership development. You want to create internal processes to develop leaders and introduce a transparent and transferrable coaching process internally.
- Professionals transitioning into coaching – You want to smoothly transition from where you are now to where you want to be. You want a powerful coaching process that delivers immense results for your clients. You want to kickstart your coaching career today.
You will receive 15CCEU’s for the Full Coaching Suite as an ICF member.
Marshall Goldsmith Workshop Program
Certification covers the following skills and competencies:
Determine Leadership Growth Areas
- Coachability / Readiness for Leadership Growth
- Behavioral Goal Setting
- Defining an Authentic Leadership Model
- Defining the Value of Leadership Growth for Leader and Stakeholders
Leading Change Involving Stakeholders
- Accountability for Leadership Growth
- Leading Questions and Impact Questions
- Involving Stakeholders in the Leadership Change Process
Scalable leadership = scalable coaching
- Action Planning for Behavioral Change
- Behavioral Reinforcement
- Measuring Leadership Growth
- Selling Your Coaching Services
- Building Your Coaching Brand
What great coaches are saying
"After 25 years of coaching/consulting and many courses with world-class teachers, this is the most effective and efficient leadership coaching system I’ve come across."
- Denis Corthier, Belgium
"After 20 years of corporate experience as a leader & executive coach, I must say that I wish that I had attended this program much earlier on in my career."
- Ashwini Kumar Sharma, India