Organisations face uncertain and confusing times.

Today, business leaders face the triple pressure of volatile financial markets, scarce and expensive talent and global supply constraints. And yet they still need to deliver results.

Never has effective leadership been more crucial.

The reality is that many leaders struggle to be effective at the most senior levels

60% of HR leaders state that leader effectiveness is their #1 priority this year…

…but a quarter admit their current leadership development approach does not prepare leaders for the future of work.

That’s a lot of leaders not equipped to be successful…does your leadership development pass the test?

While effective leadership is crucial to navigate these turbulent and volatile times, only 15% of companies say their leaders are ‘very effective’ at meeting business goals and 71% of organizations don’t believe their leaders are able to lead them into the future.

The reality is that many leaders struggle to be effective at the most senior levels, even if they’re smart, motivated and have been successful previously.

I understand the challenges that leaders face as they learn to navigate the most senior levels of an organisation. I’ve spent the last 20 years working with leaders across the globe and this has provided me with an unique insight into the difficulties leaders face and the real things they struggle with.

The key is to provide impactful leadership coaching in the areas where leaders typically get stuck – confidence, communication, influencing, building and leveraging relationships and executive presence.

But traditional executive coaching doesn’t always work as expected.

This is because it’s highly dependent on the skill of the individual coach and even if the coach is good, it’s difficult to show a clear ROI on the investment.

Coaching requires a significant amount of time and money, and this investment feels like a big ask when you don’t even know if it will work.

What’s needed is a leadership coaching program that’s:

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Risk free: Only pay in full when results are achieved

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Proven to work: 95% of leaders improve their effectiveness

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Credible: Developed by the worlds #1 leadership coach

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Time efficient: Time consuming coaching sessions aren’t necessary

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Tested: Trusted by 1 in 3 Fortune 500 companies

You’re tired of leadership coaching that costs a fortune but doesn’t work

Introducing

The Marshall Goldsmith Stakeholder Centered Coaching Program

A proven leadership coaching program that guarantees measurable leadership growth.

My Leadership Coaching Program uses the Stakeholder Centered Coaching methodology developed by Marshall Goldsmith, the Thinkers 50 #1 Executive Coach and only two-time #1 Leadership Thinker in the world.

A few of Marshall’s accolades:

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Top leadership thinker in the last 30 years

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NY Times bestselling author (many times)

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America’s #1 executive coach

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Most credible executive coach

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Worlds #1 leadership thinker

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50 great leaders of America

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America’s preeminent executive coach

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Five most respected leadership coaches

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Top 10 executive educators

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Top 50 mgt leaders of the last 80 years

Stakeholder Centered Coaching is a highly effective, proven approach to leadership coaching used by 1 in 3 Fortune 500 companies.

The world’s leading organizations use Stakeholder Centered Coaching because research shows it works. Involving stakeholders produces real behaviour change in leaders.

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Leaders who involved stakeholders improved leadership effectiveness.

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A few prominent Stakeholder Centered Coaching success stories:

A few prominent Stakeholder Centered Coaching success stories 1

Alan Mullay, Former CEO Ford Motor Company

A few prominent Stakeholder Centered Coaching success stories 2

Frances Hesselbein, Former CEO Girl Scouts

A few prominent Stakeholder Centered Coaching success stories 3

Jim Yong Kim, 12th President of the World Bank

A few prominent Stakeholder Centered Coaching success stories

Herbert Joly, Former CEO Best Buy

Here’s why

You’ll want Stakeholder Centered Coaching to improve leadership effectiveness in your organization:

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Credible: It’s designed and used by the worlds #1 executive coach.

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You’ll be in good company: It’s used by 1 in 3 Fortune 500 companies.

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It works: Yes, It has a 95% success rate of improving leadership behaviour!

Enquire now to find out how 95% of leaders improve their leadership behaviours – and how you can improve leadership effectiveness in your organisation too.

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How Stakeholder Centered Coaching Works

This is the exact process Marshall Goldsmith uses with his coaching clients – a list that’s a who’s who of the highest level global CEOs.

The Stakeholder Centered Coaching methodology is a simple process that’s neither time consuming or difficult to understand.

This highly effective coaching process helps leaders identify the key behaviors they need to focus on to become more effective. These key behaviors become the focus for the coaching engagement and are embedded in day-to day interactions on the job. Stakeholders give feedback to the leader, and the process is repeated until the desired behaviour change is achieved.

Here’s how it works…

01. Set Foundations

+ Conduct 360 feedback

+ Select areas for development

+ Create action plan

+ Share plan with stakeholders & manager

02. Change Behaviour

+ Implement action plan

+ Brief follow up with stakeholders monthly

+ Coaching sessions

03. Measure Results

+ Stakeholder Mini-Survey at 5 months

+ Stakeholder Mini-Survey at 11 months

+ Create transition plan

Let’s break it down

How Stakeholder Centered Coaching Works

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STAGE ONE

Set Foundations

To achieve positive, measurable, long-term change in leadership behaviors, this critical first step in the coaching process puts a strong foundation in place and sets the leader up for success.

+ Conduct 360 feedback: I conduct feedback meetings with nominated stakeholders to gain insight into the leaders style, strengths and areas of development.

+ Select areas for development: Based on the 360 feedback, the leader chooses one or two leadership behaviours to improve.

While leaders often want to tackle more, it’s crucial they’re selective and focus in on the one or two areas that will move the needle for them.

+ Create action plan: Using the feedback and suggestions provided by the stakeholders, the leader drafts an action plan to improve the chosen leadership behaviours.

+ Share plan with manager and stakeholders: The leader goes public with their action plan and shares it with their manager and stakeholders – this is important so they know what behaviours to look out for over the coming months.

This takes courage and humility on the part of the leader!

STAGE TWO

Change Behaviour

This is where the real work begins to change the leader’s behaviour. With input from their stakeholders and support and coaching from me, the leader evolves and changes their leadership behaviour over time.

+ Implement action plan: The leader gets to work implementing their action plan and practising their new leadership behaviours, day-to-day on the job.

+ Brief follow up with stakeholders monthly: Each month the leader has a brief, 5 minute, conversation with each stakeholder to request feedback on the last month and get suggestions for the coming month.

+ Coaching sessions: We have monthly coaching sessions (via MS Teams) where we’ll review progress and collaborate on what to add, change, or modify for the coming month based on stakeholder input.

Stage 2 Change Behaviour

A key part of these coaching sessions is to develop capability in the required leadership behaviours.

Often the leader knows what they need to do but actually doing it is quite another matter. Leaders are smart people. They’ve read the leadership books and attended the training courses. They often know what to do but for some reason they’re not doing what they know.

It’s typically limiting beliefs, behaviours and habits that are holding them back and getting in the way. So, that’s what we tackle in our coaching sessions.

This ensures the leader knows what to do to improve their leadership effectiveness, and are also able to do what they know – consistently.

How SCC works
How it works

STAGE THREE

Measure Results

The success of the coaching engagement is determined by the stakeholders. Not the leader. And not me as their coach. To do this, we conduct a very short, anonymous, online mini-survey, with each of the stakeholders.

These mini-surveys focus only on the leadership behaviours the leader has chosen to work on, and hones in on the perceived improvement – not effort or intention.

+ Stakeholder Mini-Survey at 5 months: Half way through the coaching engagement we conduct the first survey.

With the results of the mini-survey, the leader does an After Action Review to pinpoint what happened, why and what learning to take forward into the future.

+ Stakeholder Mini-Survey at 11 months: The second survey is done towards the end of the coaching engagement, and again the leader conducts an After Action Review.

+ Create transition plan: One of the great benefits of stakeholder centered coaching is that the leader learns how to coach themselves.

So, we round out the coaching engagement with a transition plan, to build on the success achieved to date, and support the growth and development of the leader into the future.

The Process

Here’s the roadmap to improve leadership behaviour and become an exceptional leader…

The Stakeholder Centered Coaching Process 5

How & Why Stakeholders Are Involved

Stakeholder Centered Coaching is so successful as it emphasizes the involvement of stakeholders in the development of the leader. Stakeholders are the individuals who are effected by the leaders behaviour (manager, peers and direct reports) and so have a vested interest in seeing the leader improve.

These stakeholders are in the best position to provide input into what the leader needs to change, as they observe and experience the leader’s behaviour, day in, day out. They’re truly the experts in what the leader needs to improve!

Stakeholder Centered Coaching is based on 3 fundamental principles:

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Focus on stakeholders: Place the attention and focus on the stakeholders as the true experts in what the leader needs to change.

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Emphasize ‘feedforward’ not just feedback: Feedforward provides clear and tangible suggestions for what the leader can do more of, and less of, in order to improve.

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Change behavior and perception in parallel: As the leader practices and refines their new leadership behaviours, we need to also raise the stakeholders’ awareness that this is actually happening.

We can’t expect stakeholders to just spontaneously notice that the leader has improved – they’re busy people after all.

By involving stakeholders regularly, asking for feedback and feedforward, the leader raises the awareness and recognition that behaviour change is in fact happening.

“Change is not a one way street – it involves two parties: the person who is changing and the people who notice it.”

Marshall Goldsmith

In the Spotlight

Stakeholder Centred Coaching in Numbers

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Respondents surveyed about the leader’s development journey using Stakeholder Centered Coaching.

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Of leaders who embraced the process reported significant improvements in their leadership effectiveness.

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Fortune 500 companies trust Stakeholder Centered Coaching to sharpen their competitive edge and make an impact.

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How is Stakeholder Centered Coaching different to traditional coaching?

Often, there’s a lot riding on the success of a coaching engagement, both for the leader and for the organization, so it’s important to find the right coaching approach that suits your organization.

The Stakeholder Centered Coaching process is unique, and differs from traditional coaching in several key ways:

Stakeholder Centred Coaching

+ Measures and documents leadership growth throughout the process.

+ Sponsor only pays in full if positive, measurable change in leadership behaviour occurs.

+ ROI has been researched in two comprehensive studies demonstrating a 95% success rate involving 334,000 leaders worldwide.

+ The coaching process involves the leader’s stakeholders. The benefits of this are accelerated growth, heightened awareness, enhanced collaboration and buy-in from others. This creates a culture of trust and positive change.

+ The involvement of stakeholders creates a positive ripple effect in the organisation. The stakeholders also learn about the coaching process and often improve their leadership behaviours too. This starts to create a ‘coaching culture’ in the organisation.

+ Parts of the coaching engagement are confidential, other parts are not.

The coaching conversations between the leader and the coach are confidential.

The leader goes public and shares their coaching goals and action plan, connecting with each of their stakeholders regularly to ask for feedback and feedforward. This part isn’t confidential.

+ Coaching goals are identified and agreed up front. Coach and leader identify 1-2 high value behaviors that accelerate leader’s performance while aligning with key corporate goals.

+ Highly transferable coaching process where leader learns how to coach themselves and also apply it with others too. In fact, many leaders often become SCC Certified Coaches.

Coaches have complete access to the process and tools to use with others. Paying it forward is the greatest compliment SCC coaches receive!

Traditional Executive Coaching

Doesn’t typically measure growth. Sponsor cannot be sure if leadership growth occurs or ROI.

Billing based on time spent with the client and exercises completed – not on outcomes achieved.

No such research on this scale has been done that we know of.

The coaching process focuses on the 1:1 relationship between the leader and coach. They meet at set times. It generally doesn’t extend beyond this from a coaching perspective.

The impact of coaching is seen and experienced in smaller circles.

Often highly confidential. Other than the sponsor, no one may know of the coaching relationship.

Focused more on the moment without driving to a defined outcome that adds strategic ROI. What is the problem or challenge the leader is facing today? What would you like to discuss today?

Most traditional coaches don’t leave any process for the client to share or repeat. It’s based more on an inquiry process. Few coaches share their process and tools with clients.

Are you wasting time on leadership programs with no measurable improvement in leadership effectiveness to show for it?

Let’s talk about how we can work together to finally improve leadership effectiveness in your organisation. I only take on a limited number of coaching clients at any one time, so complete the form below to enquire about my availability.

More than 335,000 leaders have taken part in Stakeholder Centered Coaching globally.

Here’s what some of them had to say:

“Consistently working my plan has helped me be more conscious of my behavior and the behavior of other people. I need to make more opportunities to follow up with people and ask if they have noticed a difference. In the past, this felt awkward to me and a little too staged. Now, I have informed stakeholders who expect that I will do this, so I feel more at ease asking. Stakeholders do notice hard work and appreciate it. I felt good that people acknowledged it.”

 

Chief Financial Officer

“Another insight I have gotten from this is that I cannot be visible enough whether it be with the business, my peers, or my staff.  The more visible I am the easier things seem to go. I can deescalate situations more quickly to allow better rational discussion to get things resolved. I have worked hard to create an environment where people feel safe to express differing opinions and make suggestions.”

SVP IT

“Changing my own behavior is not easy, especially when my day fills up with meetings and I’m playing catch up but the coaching plan has become part of my thought process DNA and I know I’ll carry with me. The coaching has been invaluable.”

 

SVP Sales

“Although when I first started this program I had a negative attitude, at the present time, I realize that thanks to the coaching I was saved from a possible career setback and overall found the experience to be rewarding in many ways: a happier life, stronger relationships (both internally and externally), better negotiating skills and more. I am committed to continue with this program’s concepts and values because I believe in it and I’ve seen the positive results for me and the firm.”

General Manager

Success Guarantee

My promise to you? I only get paid in full if positive, measurable change occurs.

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Because Stakeholder Centered Coaching is so effective, I guarantee success. Clients pay in full only if positive, measurable change in leadership behaviour occurs.

The improvement we’re focused on is in the pre-selected leadership behaviors that have been worked on in the coaching engagement.

And this improvement is determined by the stakeholders, not the leader and not me as the coach – as measured by the anonymous mini-survey.

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Hello

I'm Jenny Ostick.

As an Organizational Psychologist and Leadership Coach I'm on a mission to make good leaders exceptional leaders.

I've spent the last 20 years working with leaders across the globe and have had the privilege of working with over 1000+ leaders during this time.

I've worked with the likes of Deloitte, Virgin, Nestle and Coca-Cola to name just a few, and this has provided me with a unique insight into the difficulties that leaders face and the real things they struggle with.

My lifework is to help leaders overcome the unhelpful beliefs, behaviours and habits that are holding you back, so you can become the exceptional leader you're capable of being.

learn more

Why Work With Me?

There are many coaches, consultants and trainers out there and it can be tricky to decide who's the right one for you.

Here's what makes me a bit different:

Track Record

I have over 20 years experience working with leaders across the globe. I've had the privilege of working with over 1000+ leaders during this time.

I am Highly Qualified

I’m a Chartered Organizational Psychologist registered with the British Psychological Society. I’m also a Certified Master Coach. I was trained by the worlds #1 Coach*

Measurable Results

I use 360° stakeholder feedback at the beginning and end of leadership coaching engagements to demonstrate the clear and tangible results that coaching has achieved.

Evidenced Based

My leadership coaching approach is proven - research shows that 95% of leaders improve their leadership effectiveness with Stakeholder Centred Coaching.

Structure & Flexibility

The Confident Leader Blueprint provides rigour to ‘what’ we cover in development while the ‘how’ is bespoke and tailored to you and your specific needs.

I Care

I genuinely want to see every one of my clients excel and thrive as a leader. Your success is my success, and I'll support and challenge you until we get there!

* Marshall Goldsmith has been recognized for over a decade by Thinkers50, Fast Company, INC Magazine, Global Gurus as the World’s Leading Executive Coach. He is the only Thinkers50 two-time winner as the World’s Most Influential Leadership Thinker.

Are we a good fit?

Is Stakeholder Centered Coaching right for me and my organization?

This leadership coaching program is ideal for leaders who want to improve their behaviours in the areas of executive presence, communication, influencing, building and leveraging relationships and confidence.

Here’s some coaching goals that are a great fit for Stakeholder Centered Coaching:

+ Develop executive presence

+ Speak up in meetings & contribute with confidence

+ Communicate articulately and concisely

+ Adapt communication to meet needs of audience

+ Create better connection and rapport with others

+ Build and leverage mutually beneficial relationships

+ Develop ability to influence and align stakeholders

+ Present ideas and POV persuasively

+ Collaborate with others

+ Become more assertive

+ Address conflict and have difficult conversations

+ Manage energy for social interactions

+ Manage perfectionist tendencies

+ Better prioritize work

+ Become more decisive

+ Delegate more effectively

+ Overcome impostor syndrome

+ Present self with confidence

+ Hold others accountable

+ Manage tendency to be a people pleaser

+ Learn to say no and stand firm

+ Take appropriate risks

+ Be open to the opinions and perspectives of others

+ Accept praise and credit comfortably

+ Promote and advocate for self

While Stakeholder Centered Coaching is extremely successful in improving leadership effectiveness, it’s not right for all people and all situations.

Here’s when Stakeholder Centered Coaching won’t work:

Lack of commitment: If the leader lacks commitment and isn’t willing to make a sincere effort to change their behavior then Stakeholder Centered Coaching won’t work.

This lack of commitment may be due to the some of the following beliefs:

  • I don’t need to change my behaviour – it’s actually others that need to change
  • It’s a weakness to admit I need help and support to change
  • It’s better for me to work privately with a coach, without involving stakeholders

Any combination of these beliefs will prevent the leader from fully engaging with the Stakeholder Centered Coaching process – so it won’t work.

Wrong background: If the leader lacks the intelligence, experience, qualifications or functional skills to do their current job, then Stakeholder Centered Coaching won’t help. The focus here is on improving leadership behavior, not on creating technical expertise required to do the role.

Wrong mission: Stakeholder Centered Coaching won’t help the leader work out where to go. If the leader has the wrong mission, strategy, business priorities or is heading in the wrong direction, this isn’t a good fit for this type of coaching.

The focus isn’t to help the leader create a better mission or strategy – it’s to improve leadership behaviors so the leader can make good on the mission and strategy the business has agreed on.

The leader has been written off: If a leader has been written off by the organization and coaching is being used to show the company is ‘doing the right thing’ before the person is let go.

For what ever reason, sometimes the organization has already decided that this person needs to leave. This obviously isn’t a suitable scenario to engage in Stakeholder Centered Coaching as the leader won’t be given a fair opportunity to show their improvement.

Ethics problem: If there’s issues around the leaders ethics and integrity – such as lying, cheating, stealing, saying one thing but doing the other – these deep seated issues aren’t likely to be changed using Stakeholder Centered Coaching. This leadership coaching cannot change a person’s moral compass.

what others have asked…

Frequently Asked Questions

Below you’ll find a list of the commonly asked questions I get about my leadership coaching program. If you have other questions, get in touch – I’m here to help.

Leaders in my organization are busy – does Stakeholder Centered Coaching take up a lot of time?

No – the beauty of Stakeholder Centred Coaching is that it’s extremely time efficient. Once the initial 360, selection of areas for development and the creation of the action plan is done, the majority of the development happens day-to-day on the job.

The monthly catch-ups with stakeholders only takes 5 minutes each conversation. And our coaching sessions take place once a month. I’m available to the leader throughout the coaching engagement for calls and to answer questions, though this is dialled up or dialled down as the leader needs.

It’s an efficient use of the leaders time and resources – time consuming 90 minute coaching sessions every week aren’t needed!

Is this coaching process confidential?

Yes and no. Our coaching sessions are confidential – this is a safe space for the leader to explore the challenges they’re facing, to practice and to develop capability in the behaviours they’ve chosen to work on.

Details about the leadership behaviours that are the focus on the coaching engagement and the action plan the leader has created aren’t confidential.

A key part of the Stakeholder Centered Coaching process is for the leader to go public with their action plan, to engage their stakeholders and to get consistent monthly feedback and feedforward on their leadership behaviours.

For this leadership coaching to work, it requires the leader to have the courage, humility and self-discipline to share what they’re working on and to ask for input and support from their stakeholders regularly.

Tell me more about the research that shows 95% of leaders improve using Stakeholder Centered Coaching.

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. 31 different companies were included in the research, varying in size, sector and geography.

These 334,000 leaders were coached using the Stakeholder Centred Coaching process – identify a coaching goal, develop an action plan, ask stakeholders for feedback and feedforward regularly and do mini-surveys to assess improvement in the chosen leadership behaviours.

Both studies came out the same:

When leaders did no follow-up with stakeholders the perceived leadership growth was random chance at best. But when leaders kept with the coaching process and consistently followed-up with stakeholders, this resulted in a huge improvement –  95% of leaders improved their leadership effectiveness.

Marshal Goldsmith published the research results in The Journal of Strategy and Business in a article called, “Leadership is a Contact Sport”. Read the article here. Also, Marshall and Howard created a video to introduce the key findings from the second research study, which you can watch here.

For a brief summary of the research and findings, read the Leadership is a Contact Sport Spotlight article.

How many stakeholders are needed for Stakeholder Centered Coaching to work?

There’s no set number of stakeholders that are needed, though 5-10 stakeholders works well. You need enough to get a true reflection of the different opinions of those impacted by the leaders behaviour – manager, peers and direct reports – without having so many that it becomes disruptive for the organization and difficult to co-ordinate and manage.

How long is a Stakeholder Centered Coaching engagement?

Stakeholder Centered Coaching is unique in that it focuses on results – a change in leadership behavior – not on time spent coaching. This means there isn’t a fixed duration for the coaching engagement. It lasts for as little or as long as it takes to secure a change in leadership behavior as judged by stakeholders in the mini-survey.

While there isn’t a set time frame, it does typically take 6-12 months for a leader to change behavior, and importantly, for stakeholders to recognize and acknowledge this change in behavior has happened.

How does your guarantee work?

Because Stakeholder Centered Coaching is so effective, I guarantee success. Clients pay in full only if positive, measurable change in leadership behaviour occurs.

The improvement we’re focused on is in the pre-selected leadership behaviors that have been worked on in the coaching engagement.

And this improvement is determined by the stakeholders, not the leader and not me as the coach – as measured by the anonymous mini-survey.

You’re closer to improving leadership effectiveness in your organization than you think…

Stakeholder Centered Coaching is the only leadership coaching program that’s proven to have a 95% success rate and guarantees a measurable improvement in leadership effectiveness.

Get in touch and let’s talk about how Stakeholder Centered Coaching can improve leadership effectiveness in your organization.

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