Coaching for Leadership Behaviour

Executive coaching is an individualized & experiential leader development process that builds a leader’s capability to achieve short and long term organizational goals. Driven as an inside out approach it is conducted through one on one and/or group interactions and is based on mutual trust and respect.

The Founder and Executive Coach, Sukh Mishra is a Certified Coach by Marshall Goldsmith Stakeholder Centered Coaching, a network of top-level executive coaches using feedforward methodology founded by Dr. Goldsmith. She undertakes Coaching assignments and practices Marshall Goldsmith’s philosophy of “Pay for Results” model for Coaching Remuneration.

Sukh Mishra partners and supports Corporates in their leadership development initiatives through Executive Coaching.

Stakeholder Centered Coaching is a behavioural coaching methodology founded by Dr. Marshall Goldsmith, one of the worlds leading coaching authority. Marshall’s model of Executive Coaching is highly practical, transparent, measurable and aligned for leadership development in corporates using 360 feedback and stakeholder frameworks.

Stakeholder Centered Leadership Coaching is distinct in its approach for being applicable to successful leaders. As Marshall says, “I help successful people become more successful”, at the heart of his revolutionary coaching approach is the recognition that the same beliefs that lead to a person’s success – can often come in their way of becoming more successful. It’s clearly , “What got you here, won’t take you there, ” also a popular book by Marshall Goldsmith. It’s the leaders’ beliefs that make it very difficult for them to change their behaviour – and furthermore, as difficult as it is to change ones behaviour, it can be even more difficult to change others’ perception of your behaviour, once their perceptions are set.

This has been a critical insight for business leaders being responsible for leading engaged & empowered  teams.

Give it a thought, “How is it that a team with the same set of members performs differently under a different leader”.

Its’ the leaders behaviours that are either connecting and thus energising  the teams or sapping the energy levels. This energy shows up in productivity of business units and contributes towards facilitating the execution of tasks critical to the business units desired outcomes.

The Stakeholder Centered Leadership Coaching Framework recognises the important role that morale and positive communication plays in helping teams perform at their peak, and it works on all aspects of a team performance, by working with it’s leader in collaboration with everyone who works directly with a leader, be that up or down in a business hierarchy, and these people are referred to as stakeholders. More than 100 of the Fortune 500 companies have experienced the benefits of Stakeholder-Centered Coaching for themselves and their teams.

To gauge the power and possible application of this style of coaching on your personal leadership journey, look up this list of 20 Behaviours that are Leadership bottlenecks and thus career detailers.  You may ask a few stakeholders if you exhibit any of these behaviours.

If you would then like to get better at it, reach out for a free consultation with our Coach Sukh Mishra who will help you debrief on any insights you uncover. In the coaching meeting Sukh will use her best endeavours to answer all your questions and enable you to see opportunities for productivity improvements as a result of the data and the insights you uncover.


Executive Coaching within organisations

We use Marshall Goldsmith’s Stakeholder Centered Coaching approach that has proven to enable successful people to lead more effectively through long-term change in leadership behaviour by using a methodology that is highly effective and time efficient. The Stakeholder Centered Coaching has a strong emphasis on implementation and follow through for measurable results.


Marshall Goldsmith Stakeholder Centered Coaching-process

Marshall Goldsmith Stakeholder Centered Coaching process ( Click for full view)

The three stakeholders, the Organization, an Executive, and the Executive coach work in partnership to develop the executive’s ability to influence, motivate, and lead others. In many cases, it may involve tactical problem solving and developing strategic thinking skills.

As Marshall puts it: “Coaching is simple but not easy!” Stakeholder Centered Coaching is a highly effective and time efficient process that works in essence as follows:


Select 1-2 leadership growth areas

In consultation with the coach the leader selects 1-2 specific behaviors that are important for his/her leadership growth (e.g. empowerment and delegation). Usually one or more leadership assessments are used to determine the aforementioned leadership growth areas.


Get feedforward suggestions from stakeholders

The leader selects a handful of stakeholders mostly boss(es), direct reports and peers. On a monthly basis the leader asks his stakeholders for “feedforward” suggestions (e.g. ‘As you know I want to get better at delegation, what suggestions would you have?’).


Implement the action plan

Based on the input from stakeholders the leader selects relevant suggestions and makes an action plan for the next 30 days together with the coach.


Make change visible

Throughout the month, the leader implements his/her action plan and demonstrates to the stakeholders through his/her actions that he/she is working to make change visible and grow his/her leadership effectiveness in the two selected focus areas.


Quarterly Leadership Growth Progress Review (LGPR- mini-survey)

The coach checks in with the stakeholders every quarter through a short on line survey to gauge the stakeholders’ perceptions on how they see the leader’s development in the 1-2 leadership growth areas. This Leadership Growth Progress Review (LGPR) is reported back to the leader so that he/she can gauge how his/her leadership change efforts have been perceived by the stakeholders. The LGPR also plays a key role in guaranteed and measurable leadership growth for the leader and the organization.


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