8 Ways Stakeholder Centered Coaching® Can Help You Lead Change in 2024

Are you looking to level up your skills and make more impact in 2024? Perhaps you’ve set your sights on becoming a more effective leader or coach, but you’re not sure how to get there.

Here comes Stakeholder Centered Coaching® (also known as SCC®). With over three decades of experience and a track record that speaks for itself, it is your companion to guaranteed leadership growth.

This coaching approach co-developed by the world’s top executive coach, Marshall Goldsmith, and his partners, Frank Wagner and the late Christopher Coffey is not just made of promises, it always comes with measurable results. You know, what makes your team or partners say “Wow, you’ve really improved!”. It is a unique, research-based methodology that has been implemented and trusted continuously since its inception by large companies, smaller businesses and coaches alike. And the best part? This improvement in your effectiveness will take a year or less.

Perfect for anyone willing to lead change in 2024, SCC® fuels its success with eight (8) powerful sources. Check them out below.

  1. Unique Approach

Stakeholder Centered Coaching® shakes things up in the coaching world. Reward growth thanks to a clear measurement of the progress made. This unique feature among other methodologies ensures that coaches are as committed to improvement as the leaders they serve.

  1. Stakeholder Feedback

The initial interview process with multiple stakeholders provides valuable insights into a leader’s strengths, areas for improvement, and suggestions for growth. This feedback is an invaluable foundation for self-improvement and leadership development.

  1. Anonymous Reporting

In the process of collecting feedback, confidentiality and anonymity must be guaranteed. Logically, and as illustrated in this Forbes article, it will increase the amount and quality of the information received. Stakeholders feel safer and more comfortable providing honest feedback when their identities are not disclosed.

Furthermore, it is a powerful way to build trust and psychological safety within an organization, as stated by The Happiness Index, leading to actionable insights that will drive effective change.

  1. 360 Assessment

Putting in place 360-degree leadership assessments with carefully chosen stakeholders — peers, subordinates, supervisors, and sometimes even customers — means that the leadership and performance evaluation that is made will be comprehensive and reliable. 

According to the Office of Personnel Management, this all-around approach is powerful because it draws on multiple perspectives rather than relying on a single, biased source.

  1. Manager Sign-off

Get the boss on board when you’re aiming for behavioral change. Did you know, as Gallup shows, that manager alignment / understanding increases employee engagement by 70%?

Discuss the desired changes and get the manager’s sign-off to align with the company’s goals and prevent future mix-ups, not to say mess-ups. That way, you’ll have a roadmap for success that both you and the boss will have agreed on. Smart planning 101.

  1. Engaging Stakeholders

Asking feedback to others is not all. A good coach must engage the stakeholders and help create an action plan based on their suggestions. This collaborative approach increases buy-in and support for the change initiative.

Through this interactive process, you’re not just adding value to the coaching journey but also dramatically increasing its impact. Notably, Marshall Goldsmith’s process has been successful in fostering better leadership behavior with a 95% success rate.

  1. Accountability

Share your action plan with the stakeholders and ask for their support in holding you accountable. That way, you promote commitment and reinforce the change process.

  1. Measurement Component

We started with mentioning how progress is being measured, we end up unveiling the tool that makes it possible, the Mini Survey. Retrieve master coach Jathan Janove’s explanation on the organization’s website

The Mini Survey is a speedy check-in where your stakeholders rate your progress. You get a reality check on how you’re doing, handy tips for your next steps, and reinforced confidence in your abilities. Who doesn’t like a little boost?

Towards Leadership Excellence in 2024?

This is no fairy tale, SCC® has already made it a reality for thousands of coaches and leaders worldwide. In 6, 9, or 12 months. Yes, that short. Are you in?Learn more. Start today with a free introduction course: Register Here.



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