THE GLOBAL TEAM

  1. STAKEHOLDER Centered Coaching for Guaranteed & Measurable Leadership Growth

 

The TEAM coaching programs have proven to be highly effective and resource efficient in supporting leaders with their leadership growth and improving team effectiveness at the same time. Thus, TEAM coaching engagements create measurable leadership growth for the leader as well as for the team as whole using Marshall’s unique Stakeholder Centred Coaching process.

 

The year-long TEAM coaching programs are typically structured as follows (min. 5 team members):

  • 2 days TEAM coaching workshop to initiate the coaching and leadership growth process 

  • 11 Monthly TEAM Coaching and Monthly Action Planning sessions (2-3 hours per session). This includes time for focused skill development as it relates to their leadership growth areas. During the coaching engagement the coach works with every team member individually and/or with the team as a whole (depending on the TEAM coaching program selected).

  • 3 Quarterly Leadership Growth Progress Reviews.

The various TEAM coaching programs are based on the same highly effective process as the 1on1 coaching engagements (see pages 6-8) and have been adapted to fit a team environment and related team objectives. This allows for applying Marshall’s Guaranteed & Measurable Leadership Growth also in TEAM coaching.

TEAM Coaching -  Year long Executive Coaching program using Stakeholder

 

Advantages of TEAM coaching:

  • Changing leaders and teams at the same time

The team as a whole articulates one leadership growth area and each team member defines their own leadership growth area that relates to the team focus. This creates an interdependent team effort with a common focus on producing results for their individual effectiveness and team productivity simultaneously.

  • Insider expertise

Team members should be in a position to provide expert advice and an insider view to each other as it relates to their business, their people, and their team culture challenges. They become de facto coaches.

  • Openness to continuous change

When team members collaborate as stakeholders in the TEAM coaching programs, it creates an open culture for leadership and team culture change. Furthermore team members feel comfortable to use feedback and feedforward around the organization to drive change for themselves and their teams.

  • Coaching is a leadership skill

Many organizations use coaching as an 'executive intervention' or to 'fix a problem', but this is a suboptimal approach to coaching. Coaching is a leadership skill and leaders in organizations should be skilled coaches to help their teams develop and grow. Same as we expect effective leaders to be highly skilled in e.g. communication, decision making and empowerment, leaders should be highly skilled in coaching others. TEAM coaching is a great program to instill coaching as a leadership skill in the organization.  

  • Resource efficient

Since one executive coach works with all team members supporting each other in this TEAM coaching process the whole coaching program is very time efficient and reduces coaching fees per team member.

 

As thinking about and intending to change are not the same as actual change in behaviour acknowledged by stakeholders, coaching for leadership growth and team effectiveness is a lot about 'a disciplined process of implementation' and not about 'participating in coaching workshops'. An important part of TEAM coaching is team members supporting each other as stakeholders and coaches, while implementing their action plans to make change visible. Therefore, this program is ideally suited for leaders and their (cross functional / project) teams to measurably change their individual and collective effectiveness as they lead and develop their teams, and at the same time develop their coaching skills to further role out this coaching process with their direct reports. TEAM coaching can be a very effective and cost efficient way to grow leaders, change teams and develop the organizational culture.

“Marshall Goldsmith Stakeholder Centred Coaching was about me and about my life. I found it far more powerful than any other programs I had experienced because it dealt with the whole-me and not just me-at-work. Anyone working in a stressful, uncertain world would benefit from discovering and advancing their own life plan while contributing to their employer’s plan”  

 

David Barnes, Strategist LG Displays

TEAM Coaching - Yearlong Executive Coaching program - 2 Day Workshop

 

Objectives:

  • Leveraging Marshall Goldsmith Stakeholder Centred Coaching to enhance leadership & team effectiveness.

  • Define interconnected leadership growth areas for the team and each team member

  • Creating buy-in from team members in being coached as well assessing their coachability.

  • Overcoming obstacles in coaching and creating a culture of continuous change, growth and improvement.

  • Growing coaching expertise as a leadership skill to implement a system for continuous leadership growth for themselves and the team as a whole.

 

Day 1 – Defining the TEAM Development & Leadership Journey  

 

 

09:00 Introduction to Marshall Goldsmith Stakeholder Centred Coaching (30 mins)

Marshall's coaching process involving stakeholders guarantees measurable leadership growth for each team member. TEAM Stakeholder Centred Coaching is an extremely powerful approach to accomplish leadership growth through behavioural change. The leaders will use this process as a basis for their interaction with team members and other stakeholders.

 

 

09:30 Authentic Leadership builds Leadership Brand (120 mins)

Leaders combine their personal values and role model examples with Marshall’s Global Leadership competencies and define their authentic leadership model as well as their personal leadership brand. This creates a very powerful aspirational leadership model for the leaders that drives their leadership change into action throughout the workshop and during the entire yearlong coaching process.

 

 

13:00 MY Leadership Journey (120 mins)

  The Global Leadership 360 assessment report guides leaders to review their leadership effectiveness. To complement their personal assessment results, leaders interview each other using the impactful ‘Do More – Do Different' exercise. Leaders guide each other with real life illustrations on improving their professional leadership style and team role with the objective to become a more valuable leader while supporting the development of the team. This powerful feedback process helps leaders to determine one leadership growth areas to accelerate their leadership as well as making a valuable personal business case 'What's In It For Me'. 

 

 

15:15 OUR Team Development Journey (90 mins)

Based on the aforementioned input and their knowledge on global leadership & constructive team behaviours, leaders select and articulate the behavioural changes that would significantly improve their leadership & team effectiveness. The team selects one team growth area and each team member aligns their one leadership growth area to the team focus. At the same time the leaders and the team define the impact and benefits this change will produce for the team and the business which will serve as a valuable team business case 'What's In It For Us'. This ensures that maximum buy-in and impact is created for each leader and the team as a whole.

 

17:00 Consolidate learnings on coaching & leadership growth (60 mins)

 

18:00 End of the program Breaks: 10:30 (15 min), 12:30 (1 hr), 15:30 (15 min)

 

 

Day 2 – Leading TEAM Development Involving Stakeholders

 

09:00 Leading TEAM Development Involving Stakeholders – 7 step process (30 mins)

  To mobilize change team members will be introduced to the monthly seven process where leaders involve stakeholders using Marshall's 7 step process to change behaviour and perception at the same time. 

 

09:30 Leveraging Team Members as Peer Coaches (15 mins)

Team members will choose a peer coach from their team and they will commit to coach each other throughout this process. This will help leaders to become better coaches and it will help leaders to understand what it means to be coached at the same time. 

 

09:45 Readiness for Leadership Growth (60 mins)

Leveraging the paradigms for successful leaders the participants assess their readiness for leadership growth and articulate their level of 

commitment to leadership change.

 

11:00 Leading Change Involving Team Stakeholders (60 mins)

Changing behaviour is not a cognitive process but a daily effort to implement new behaviours and refine existing habits on the job. Stakeholders facilitate the change process as they function as quasi accountability partners for the leader in the leadership growth process and as an integral part of the team, they will support leadership change.

 

13:00 Leveraging FeedForward (60 mins)

The leaders will coach each other providing FeedForward suggestions that drive team and leadership change in the earlier selected growth areas. This constructive, future focused process generates excellent ideas to kick start change on a personal and team level.

 

14:00 Monthly Action Planning (MAP) for Change (60 mins)

Leaders supported by their peer coach as appropriate, work to construct a Monthly Action Plan for improvement in the targeted leadership growth areas.

 

15:15 Managing TRIGGERS to accelerate leadership growth (60 mins)

Leaders use the TRIGGERS map to understand which productive triggers in their environment to encourage and which counter-productive triggers to eliminate. Leaders supported by their peer coach work to include ideas to manage these triggers into their Monthly Action Plan. 

 

16:15 Leading Change to Change Perception (45 mins)

Leaders will become familiar with the seven coaching skills required to accelerate leadership growth and effectiveness. The change in the leader's behaviour needs to result in a change in perception of the stakeholders. Perception is reality! 

 

17:00 Measuring change using the Leadership Growth Progress Reviews (30 mins)

The Leadership Growth Progress Reviews provide an objective perception of the leadership progress as observed by the stakeholders, which information the leader can use in evaluating the recent action implementation and its impact on results. Perception is reality!

 

17:30 Consolidate learnings on coaching & leadership growth (30 mins)

18:00 End of the program

 

Breaks: 10:30 (15 min), 12:30 (1 hr), 15:30 (15 min)

 

 

“Will Linssen combines incredible subject matter expertise with excellent training skills in the area of leadership, management development and coaching. He is highly sensitive to cultural differences from an innate understanding and true appreciation of what is beneath the surface which enables him to build a bridge between Asian and Western management styles. He is more focused on getting results than anyone I have worked with in the management development community before and delivers!” 

Arthur van Benthem, Group Sales Director at Imperial Tobacco

Monthly TEAM Coaching Sessions – 2-3 hours

 

 The Monthly TEAM coaching sessions keep the momentum going in the leadership growth and change process. At the same time the team members learn from each other and share best leadership practices that are effective in their specific business and organizational culture environments. A Certified Coach facilitates the process, provides insights, and guides the leaders in their leadership development journey. During these monthly coaching sessions, the leaders also hone their coaching skills.

 

Following the monthly coaching sessions, leaders have a clear and ambitious action plan for the next 30 days, to work towards further improving their leadership effectiveness in the defined areas of leadership growth. This approach creates practical applications for the coaching and leadership growth process and assures that the leaders, the team and their stakeholders reap immediate value every month.

 

09:00 Monthly Action Planning (MAP) to implement leadership growth (60 – 90 mins)

During the monthly coaching sessions each leader:

  • Follows up with team members (and other stakeholders) to gather feedforward suggestions.

  • Completes their personal OGOD review (Objectives – Good – Obstacles – Different) in order to assess what is working well and where their bottlenecks are in the leadership growth process. 

  • Revises their Monthly Action Plan (MAP) for the next 30 days.

 

Each leader works together with their peer coach (or a team member) to review and to refine the monthly action plan, and works to alleviate issues that hamper their leadership growth process.

 

10:30 Leadership skills development focus (60-90 mins) 

Each coaching session will also focus on a specific skill development for the leaders as it relates to their areas of leadership growth as team or as a leader. This helps the leaders apply new ideas and processes in the workplace and discuss its application during the coaching session. Typically leaders select leadership skills areas as:

  • Coaching skills

  • Decision making (incl. speed and incorporating opinions of others in decision making)

  • Communication (incl. listening)

  • Conflict management

  • Influencing 

  • Delegation / Empowerment of direct reports

  • Managing diversity

  • Cross cultural management (incl. communication)

  • Being more entrepreneurial

  • Execution for results

  • Holding others accountable for results 

  • Collaborate better with others (incl. being more respectful to others)

  • Building trust with stakeholders

  • Standing up to individuals who undermine teamwork

  • Self-confidence 

  • Focusing execution and resources on few business critical issues

  • Becoming more assertive (incl. speaking up for own beliefs & opinions)

  • Taking calculated risks

  • Building cross-functional relationships

 

Subjects will be selected based on the team and leadership growth foci determined at the outset.

 

12:00 End of the program

 

“Relationships with my key stakeholders improved significantly. The Stakeholder Centred Coaching process empowered my team in a significant way”

Vipul Chitalia, Global Sourcing Director, Agilent Technologies

Leadership Growth Progress Reviews (Quarterly)

 

 

Organizations tend to spend too much emphasis on training and too little on follow-through!

Application of learnings on the job and measuring results through follow up creates real value for the leaders being coached, their teams and the organization. As the adage goes: You can only manage what you can measure! Leadership Growth Progress Reviews (LGPR) provide the leaders being coached and the team with valuable genuine feedback from the stakeholders on actual progress in leadership and team effectiveness (i.e. the unvarnished truth straight from the horse’s mouth).

On a quarterly basis the monthly coaching session will include the review of the LGPR results where leaders 

review and discuss their coaching challenges and get coaching input from one or more team members. These workshops help the leaders to improve their coaching and leadership skills in a practical and professional manner and also build team cohesion. In essence the LGPR also serves as a ‘reality check’, ‘moment of truth’ and ‘catalyst for change’.

 

 

The LGPR reviews include:

 

Looking back

 Using the recent OGOD Assessment (Objectives – Good – Obstacles – Different) the leaders will review successes and obstacles in order to determine the next bottleneck(s) to focus on. 

Taking Stock 

Following the conclusions from the aforementioned and the Leadership Growth Progress Review, leaders will determine which leadership processes and/or team skills to improve. This provides further focus in enhancing leadership and team effectiveness.

 

Moving forward 

Leaders and team members coach and support each other in setting their quarterly objectives and making their monthly action plans. The interaction among the leaders stimulates their minds, aligns initiatives across the team and supports accountability for action execution and results.

“Marshall Goldsmith Stakeholder Centred Coaching has helped people be the best that they can be creating a positive, can-do and safe environment for clients to acknowledge their issues AND work on them!”

Elizabeth Shen, Human Resources Manager, Agilent Technologies

VI. Leader as Coach - Leverage the Impact Stakeholder Centred Coaching – 1 Day Workshop

 

Objectives:

  • Leveraging Marshall Goldsmith Stakeholder Centred Coaching to enhance leadership effectiveness.

  • Define leadership growth areas for each leader and articulating their business case for change

  • Creating buy-in from leaders in being coached as well assessing their coachability.

  • Growing coaching expertise as a leadership skill to implement a system for continuous leadership growth.

 

09:00 Introduction to the Marshall Goldsmith Stakeholder Centred Coaching (60 mins)

  Stakeholder Centred Coaching is an extremely powerful seven-step approach to accomplish leadership growth through behavioural change. The leaders will use this process as a basis for their interaction with other stakeholders.

 

10:00 Building Leadership Brand using Authentic Leadership (105 mins)

Based on Marshall’s Global Leadership competencies leaders define their authentic leadership model and their personal leadership brand. This creates a very powerful aspirational leadership model for the leaders that drives their leadership change into action.

 

13:00 Assessing Leadership Growth Areas (60 mins)

Leaders will interview each other using the impactful ‘Do More – Do Different' exercise. Through this process they guide each other on improving their leadership style and coaching role with the objective to become a more valuable leader while supporting others in their development.

 

14:00 Creating the Business Case for Leadership Growth (30 mins)

Using the interview data and their authentic leadership model leaders articulate 1-2 leadership growth areas that would significantly improve their leadership effectiveness individually and as a team. At the same time the leaders define the impact and benefits this change will produce for themselves and their business.

 

14:30 Leading Change Involving Stakeholders (30 mins)

Changing behaviour is not a cognitive process but a daily effort to implement new behaviours and refine old habits on the job. Stakeholders facilitate the change process as they function as quasi accountability partners in the leadership growth process. 

 

15:15 Leveraging FeedForward (30 mins)

The leaders will solicit FeedForward suggestions that drive leadership change in the earlier selected growth areas. This constructive, future focused process generates excellent ideas to kick start leadership change.

 

15:45 Leveraging Peer Coaching to Accelerate Leadership Growth (15 mins)

Leaders will choose a peer coach and they will commit to coach each other throughout this process. This will help leaders to become better coaches and it will help leaders to understand what it means to be coached at the same time. 

 

16:00 Monthly Action Planning (MAP) for change (45 mins)

Leaders supported by their peer coach as appropriate, work to construct a Monthly Action Plan for improvement in the targeted leadership growth areas.

 

16:45 Measuring change using the Leadership Growth Progress Reviews (30 mins)

The Leadership Growth Progress Reviews provide an objective perception of the leadership progress as observed by the stakeholders. Perception is reality!

 

17:15 Consolidate learnings on coaching & leadership growth (45 mins)

18:00 End of the program

 

Breaks: 10:30 (15 min), 12:30 (1 hr), 15:30 (15 min)

Organizations that use Marshall Goldsmith Stakeholder Centred Coaching for Guaranteed & Measurable Leadership Growth

 

 

More than 150 of the Fortune 500 companies and other notable organizations have been using Marshall Goldsmith Stakeholder Centred Coaching to measurably grow the leadership effectiveness of their executives and their teams. Above is a sample of some of our recent clients.

 

 

"Marshall is a great coach and teacher. He has done a lot to help both me and our high-potential leaders. 

His approach is practical, useful, helpful and fun!" 

JP Garnier - CEO GSK - one of the world's 20 most valuable companies, one of the Best Practices Institute's  top 20 CEOs and winner of France's Chevalier de la Légion d'Honneur

 

"Marshall Goldsmith Stakeholder Centred Coaching has helped me become a more effective leader - as judged by the people who are most important at Getty Images - our employees.  The coaching process has helped me and my executive team members to be much better positive role models for living our Leadership Principles." 

Jonathan Klein - CEO Getty Images - the world's leading imagery company. In 2005, American Photo magazine ranked Jonathan and Mark Getty as #1 in their list of The 100 Most Important People in Photography

 

Marshall Goldsmith Stakeholder Centred Coaching helped GE human resource professionals customize the coaching process for use with our high-potential leaders. Our internal HR coaches have achieved outstanding results with hundreds of our leaders. Marshall's model has been a real win for us!

Linda Sharkey - VP Organizational Development and Staffing, GE Capital Solutions - author of "Leveraging HR: How to Develop Leaders in 'Real Time' (in Human Resources in the 20th Century)"

 

 

 

 

 

2500 Coaches – 200 Cities – 45 Countries – 35 Languages – ONE Process for Guaranteed & Measurable Leadership Growth

 

As a matter of principle Marshall Goldsmith, Chris Coffey, Frank Wagner and Will Linssen have been very active in training leaders to coach and certifying internal and external coaches in order to create the large-scale leadership and culture change organizations are looking for. Their commitment to globalize the Stakeholder Centred Coaching process is also illustrated in the comprehensive study among 11,000 business leaders on 4 continents which concluded that 95% of leaders who consistently applied the Stakeholder Centred Coaching process measurably improved their leadership effectiveness. This study is described ‘Leadership is a contact sports’.

 

At present Marshall Goldsmith Stakeholder Centred Coaching has more than 2500 certified coaches around the world. This vast cadre of experienced executive coaches is a great asset for our clients who can select coaches from various backgrounds and levels to fit their coaching needs.

info@monocerosmind.com

Tel: 0800 666623


74 Taharoto Road, Takapuna, Auckland, NZ 0631

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