Marshall Goldsmith Stakeholder Centered Coaching MGSCC

Why & How MGSCC works

MG Stakeholder Centered Coaching

MGSCC is highly successful approach for executive development and coaching includes a strong emphasis on involvement of stakeholders, implementation of change and follow-through to measure growth in leadership effectiveness. 

In the end the only thing that counts is leadership growth i.e. leadership (behavior) effectiveness on the job as perceived by stakeholders.

Dr. Marshall Goldsmith has been recognized as one of the Top Ten Business Thinkers in the World and the top-rated executive coach at the Thinkers50 ceremony in London since 2011. 

Hana has been Trained by Marshall Goldsmith as Trainer of Stakeholder Centered Leadership SCL, and Stakeholder Centered Coach.

As Marshall puts it: “Leadership Change and Coaching are simple but not easy!” Stakeholder Centered Coaching developed by Marshall Goldsmith is a highly effective, transparent, structured and time efficient process that works.

Top leaders around the world use Stakeholder Centered Coaching to take their performance to the next level, such as:

Why Stakeholders are Important in Leadership Development

The Lag between: 

when a leader makes a change & when others notice that change. 

Data show us that there is always Lag between when a leader makes a change & when others notice that change. 

The bottom line is that a leader faces two challenges in their leadership development. 

Challenge #1: How do I change my behavior? 

Challenge #2: How do I change the perceptions that others have of me? 

In MGSCC process, we address both of these challenge with measured result.

For Whom is MG Stakeholder Centered Coaching

 Leadership change is SIMPLE BUT NOT EASY

Courage, Humility, Discipline

Leadership change is SIMPLE BUT NOT EASY. Leaders that have been successful in changing themselves and their teams to be more effective and grow as leaders display the following crucial characteristics to guarantee leadership growth: 

• Courage

Leadership and change is about having the courage to address issues that are 'uncomfortable' and to try new things, which takes you out of your comfort zone. This includes involving stakeholders and asking them for feedforward suggestions that leaders can use in their implementation action plan for change and growth.

• Humility

Real leadership is not really about YOU (the leader) but all about the team and the business/mission. Therefore leaders need to balance courage with humility and not let their ego get in the way of the change process. With humility the leader recognizing the help from stakeholders is too valuable to ignore.

• Discipline

Making leadership change stick is about creating more effective habits and processes that require disciplined execution of an action plan along with consistent follow up with stakeholders. The world is a better place because of what leaders do, not what they know