Presenter
Chris Coffey
1.The Belief Set of Successful Leaders (+ and -), and who to make the investment in. 2.The key principles of this “unique coaching process”. 3. Key considerations when developing an organizational approach to implementing stakeholder-centered coaching, such as: •Positioning and buy-in •Selection of coaches and leaders to be coached •Program development & methods •How the results are measured and the benefits to individuals and the organization. 4. Lessons learned by everyone involved in the process.
Key Takeaways
- 1.Marshall Goldsmith’s stakeholder-centered coaching provides a unique process for measuring and documenting change.
- 2.An effective leadership coaching strategy is crucial for developing the performance capabilities of key contributors.
- 3.The success of a coaching program depends on both the program design and the ability to measure its effectiveness.
- 4.A case study at MSA demonstrated an 82.5% improvement in participant goal attainment from baseline using this coaching method.
- 5.Stakeholder-centered coaching can align leadership development with an organization’s specific business goals.
The Imperative for Measurable Leadership Development
To succeed in the modern business landscape, organizations must operate at the highest levels of performance. This is particularly true for managers, supervisors, and other key contributors in leadership roles. An effective, measurement-based leadership coaching strategy is a critical tool for developing and supporting the performance capabilities required to achieve strategic business goals.
A Proven Methodology: Marshall Goldsmith's Stakeholder-Centered Coaching
This webinar provides a detailed overview of Marshall Goldsmith’s stakeholder-centered coaching process, a unique and proven methodology for both internal and external coaches. The approach is distinguished by its emphasis on measuring and documenting behavioral change, ensuring that coaching efforts translate into tangible results.
The core of the process involves the leader who is being coached selecting key stakeholders—such as managers, direct reports, and peers—who provide confidential feedback. The leader then commits to a development plan and follows up with stakeholders to ensure they are demonstrating measurable progress.
Case Study: Implementing Stakeholder-Centered Coaching at MSA
Judy Bradle, an OD Specialist at MSA in Pittsburgh, shares her direct experience developing and implementing a stakeholder-centered coaching program. The program was designed to increase the performance capabilities of identified managers, supervisors, and key contributors to meet MSA’s specific business objectives.
Key Results and Lessons Learned
MSA's program provides a compelling example of the methodology's effectiveness. Key outcomes and lessons learned from the implementation include:
- Quantifiable Success: The program achieved an 82.5% improvement in participant goal attainment from their initial baseline measurements.
- Strategic Alignment: The initiative successfully developed leadership coaching strategies that directly supported the company's business goals.
- Implementation Insights: The case study offers valuable lessons for other organizations on program design and execution to ensure measurable impact.
This session explores how measurement-based leadership coaching can drive organizational capability and elevate performance, particularly for key leaders. It delves into Marshall Goldsmith's stakeholder-centered coaching process, emphasizing concrete methods for measuring and documenting behavioral change to ensure tangible results.
What you'll learn
- An in-depth overview of Marshall Goldsmith’s stakeholder-centered coaching methodology.
- Techniques for measuring and documenting the effectiveness of leadership coaching initiatives.
- How to design and implement a successful stakeholder-centered coaching program within an organization.
- Real-world insights and lessons learned from a case study at MSA, including quantifiable results like an 82.5% improvement in participant goal attainment.
- Strategies for developing leadership coaching to enhance performance capabilities for managers, supervisors, and key contributors.
Who this webinar is for
- HR leaders, OD specialists, and talent development professionals.
- Internal and external coaches seeking structured, measurable coaching methodologies.
- Organizational leaders interested in strategic approaches to improve performance and capability.
- Professionals looking for practical examples of successful coaching program implementation.
Why it matters now
Organizations continuously seek ways to operate at peak performance, and effective leadership is central to achieving this. In today's dynamic business environment, developing and supporting leaders' capabilities through structured, measurable coaching remains a critical imperative. Adopting methodologies that link coaching directly to measurable outcomes ensures that development efforts contribute tangibly to business goals and organizational resilience. This focus on demonstrable impact is more relevant than ever for justifying investments in talent development.
How leaders can apply this
Leaders can apply these principles by integrating measurement-based coaching into their HR and talent development strategies. Implement Marshall Goldsmith's stakeholder-centered coaching where leaders receive feedback from and commit to improvement with key stakeholders, ensuring accountability. Establish clear metrics for success from the outset, such as specific behavioral changes or performance improvements, to track the ROI of coaching initiatives. Use the insights from programs like MSA's to tailor coaching interventions that align directly with organizational business goals and identify high-potential individuals for targeted development.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on Growth. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Chris Coffey's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for systemic collaboration inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about Growth.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.
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