How Stakeholder Centered Coaching Gives a Fresh Perspective on the ICF Core Competencies for Facilitating Learning and Results
1.5 hours of Core Competency CCEU
Don’t miss this compelling 90 minute presentation with Dr. Frank Wagner, Founding Partner with The Marshall Goldsmith Group! Frank will lead us in Experiential Exercises which demonstrate the following steps used in Stakeholder Centered Coaching:
STEP 1: Define a Leadership Goal important to Leader and the Organization
The Marshall Goldsmith Group methodology recognizes that one of the beliefs of successful leaders is the need to be the one choosing what to work on to improve, and includes a cost/benefit analysis that helps the leader determine “Is it worth it” to proceed. Once a leader chooses a goal, the other decision tied to the chosen goal, is “Who are the relevant stakeholders?” Every goal has a set of stakeholders who are relevant as the leader’s behavior both affects them and they are clear beneficiaries of the leader. Before starting the development goal a list of stakeholders is approved by the leader’s manager.
STEP 2: Buy-in from Stakeholders to be part of the Process
As stakeholders are on the receiving end of leadership, the stakeholders’ perception of leadership effectiveness is pivotal. Therefore, the Stakeholders are an integral part of this process and are recruited as valued members of the leadership change process. Each Stakeholder is asked to actively participate in the leader’s improvement on an ongoing basis. They are asked to provide both feedback and feedforward to the leader and be willing to complete anonymous mini-surveys on the leader’s improvement. The process starts with the Stakeholders providing the initial input on the Action Plan by providing suggestions to the leader and coach.
STEP 3: Stakeholder-Based Planning
An Action Plan is NOT developed based upon the coach’s expertise. The action plan is built from the initial request for suggestions from the Stakeholders. The Leader and the Coach collaborate to put together an action plan based on the input provided by the Stakeholders. The plan in part, or in total, is also put into a daily checklist for the leader to consciously keep the plan in his/her consciousness. The plan is distributed to Stakeholders, so they are aware of what to look for in providing feedback and further suggestions to the leader.
STEP 4: Monthly Collecting Stakeholder Input
The Leader uses the 7-Step Involving Stakeholder “do’s and don’ts” to monthly check in with each Stakeholder. During this brief 3 to 5-minute check-in the Leader asks for feedback on the prior 30 days and any suggestions moving forward for the next 30 days. The Leader captures this input and shares the results with the Coach. Together they collaborate on what to add, change, or modify for the coming month based upon Stakeholder input. Any new action items created for the Action Plan, this is communicated to all the Stakeholders.
STEP 5: Measure Leadership Change as perceived by Stakeholders
At appropriate times a formal mini-survey is conducted with the Stakeholders to assess the progress made on the development goal chosen by the Leader. This is an anonymous survey conducted in order to validate the improvement made by the Leader and to measure the change in Stakeholder perception.
As a behavioral coach, Frank Wagner, Ph.D, brings a broad base of experience working with individuals from mid-level management through C-level positions. Frank’s specialty is leadership behavior, with an emphasis on commitment, teamwork, influence across organizational boundaries, coaching, and faster strategic planning and execution. Along with Marshall Goldsmith, he was one of the first coaches practicing results based coaching where fees are charged only when those who work with the leader determine improvement in leadership behavior.
Marshall Goldsmith, a world-renowned leadership coach entrusted Frank to oversee the development of the process to train leaders in his principles and practice for helping successful people get better. He is the principle author of: The Coach’s Playbook; The Leader as Coach Playbook; and The Leaders Guide to Encouraging Development. Frank is a partner with The Marshall Goldsmith Group. Frank has a Ph.D. and an MBA from The Anderson School of Management, UCLA where he also served as a Post Doctoral Scholar. His undergraduate degree is in Economics from Santa Clara University. Learn more about Frank.
“Frank Wagner is clearly one of the greatest leadership educators, coaches and teacher of coaches that I have ever met. As an educator, Dr. Wagner combines a deep knowledge of leadership development with a gift for teaching that few teachers can match. As a coach, he has an incredible track record of helping his clients achieve positive, measurable, long-term change in leadership behavior. As a teacher of coaches, Frank is the person that I trusted to build and lead the Stakeholder Centered Coaching practice. The graduates of his coaching training have gone on to produce results that rival his own success!”
5:30pm – 6:00pm Doors Open, Registration, Networking, Raffle Drawing
6:00pm – 6:30pm Chapter Announcements, New Member Welcome
6:30pm – 8:00pm Main Program
Zoom sponsored by inviteCHANGE, LLC