As an executive leadership coach, I’ve seen firsthand the transformative power of Stakeholder Centered Coaching® (SCC). The journey doesn’t end with the conclusion of the formal coaching engagement; it’s merely a beginning. To maintain and build upon the progress made, it’s essential to integrate the principles and practices of SCC into your ongoing leadership approach.
The key to sustained improvement lies in the commitment to continuous learning and growth. This means regularly engaging with stakeholders for feedback and feedforward, measuring progress through mini-surveys, and maintaining the discipline of follow-up. It’s about embedding the habits of effective leadership into your daily routine, ensuring that the changes you’ve made become deeply rooted in your behavior. By doing so, you not only solidify your own development but also inspire and influence those around you to embark on their own journey of improvement. Remember, leadership is not a destination but a perpetual path of evolution, and your dedication to this path will define your legacy as a leader.
- Sustain the Follow-Up Process: Continue the disciplined follow-up process with stakeholders. Regularly ask for ideas for the future, not feedback about the past. This helps keep the focus on continuous improvement.
- Measure Progress: Use mini-surveys or other tools to periodically measure progress. This helps to ensure that the changes are not only perceived by the client but also by the stakeholders.
- Maintain Open Communication: Keep the lines of communication open with stakeholders. Encourage ongoing dialogue and be receptive to their observations and suggestions.
- Celebrate Successes: Acknowledge and celebrate the achievements made during the coaching process. This reinforces positive behavior and motivates continued effort.
- Set New Goals: Based on the feedback and the progress made, set new development goals. This ensures that the journey of improvement is ongoing.
- Self-Reflection: Encourage clients to regularly reflect on their leadership behaviors and the impact they have on others. This self-awareness is key to continuous personal development.
- Teach Others: Share the principles of Stakeholder Centered Coaching with others. Teaching is a powerful way to deepen one’s own understanding and practice of the concepts.
- Stay Proactive: Don’t wait for issues to arise. Be proactive in seeking ways to improve and address potential challenges before they become problems.
- Leverage Peer Support: Continue to network with peers and other leaders who have gone through similar processes. Peer learning and support can provide fresh perspectives and ideas.
- Maintain a Growth Mindset: Stay committed to the idea that you can always improve. Embrace feedback and view challenges as opportunities to grow.
As we conclude, remember that the end of a formal Stakeholder Centered Coaching® engagement is not the end of your growth journey—it’s a commencement of self-sustained development. Maintaining momentum is simple, but not easy. Would you like me to speak more deeply on any of the above items? Or perhaps you’d like a step-by-step facilitation guide for leaders looking to sustain growth after coaching? Leave a comment below and I’ll share whatever I can with you.
To learn more about these principles and our award-winning executive coaching process, join our free training program. You can also inquire about Stakeholder Centered Coaching®, currently ranked the as world’s #1 executive coach training. Visit mgscc.net/certification for more.
