One on one, or team-based leadership coaching focusing on helping successful people or teams achieve a positive, measurable, long-term change in leadership behaviors.
Coaching gets results
A comprehensive 2018 review of executive and leadership coaching studies in the top academic journal The Leadership Quarterly found widespread positive effects of coaching on leaders and organizations. This research suggests that leadership coaching improves leader personal development (increased resilience, reduced stress, better time management, better work performance); behavioral change towards others (better leadership skills, better interactions and relationships); and organizational outcomes (employee satisfaction, productivity, leadership effectiveness).
Based on the importance and efficacy of leadership coaching for real, proven positive outcomes for leaders and organizations, I have taken the time and opportunity to become a certified Stakeholder Centered Leadership coach (https://sccoaching.com/). This is a unique coaching process developed by Dr. Marshall Goldsmith to provide leadership coaching that actually demonstrates results in leadership behavior.
 Athanasopoulou, A., & Dopson, S. 2018. A systematic review of executive coaching outcomes: Is it the journey or the destination that matters the most? The Leadership Quarterly, 29(1): 70-88. Additional leadership-coaching research can be found Here.
Why is this process different?
First, this is not “life coaching”. This is a comprehensive, rigorous process. This type of leadership coaching focuses on the facilitation of a tried and true process, guiding leaders as they achieve a positive, measurable, and long-term change in leadership behavior.
I walk leaders through a multi-step engagement over a period of months that emphasizes visible and tangible behavioral change toward a goal selected by the leader. The critical difference is that this process directly involves people the leader works with and will benefit the most from the leader’s change—we refer to these as “stakeholders”. The stakeholders are an integral part of the process because they hold the leader accountable and provide critical feedback and “feedforward” (future-orientated feedback) during the process. This collaborative effort involves those stakeholders who are most likely to directly benefit from the leader’s growth and change.
How do we know it works?
The leader's progress and ultimate achievements are measured by stakeholders, not the coach. Leadership change is measured 2-3 times during the engagement, something that typical coaching rarely offers. Thus, there is accountability for outcomes—success (or failure) is objectively measured. For additional background, see the article: Leadership is a contact sport
What does it take?
This process requires courage, humility, and discipline from the leader to be successful. It also involves others in the process who are invested with the leader’s success or failure. Thus, the leader must be willing to ask for help, listen to the feedback, take suggestions, and put it into practice.
I am looking forward to working with motivated leaders. In our new virtual world, leadership coaching and facilitation of this process can occur anywhere. However, I can only offer this to a handful of leaders each year, so I am looking for motivated, successful leaders who want to be challenged for real, lasting, measurable change. If you or someone you know would benefit from this high impact leadership coaching, please let me know.