I help executives position themselves strategically for their next moves.
Growth almost always begins with coaching for growth in the current organization. We may also include a broader-ranging strategy for moves after that.
The first step is determining the goals that are right for you within timing that fits your personal situation, your ambitions, your development plan, and what's happening in the world around us.
The second step is choosing the strategies best-suited to those goals in the environment of your work.
LEADERSHIP DEVELOPMENT COACHING OPTIONS
1. ADVISORY COACHING
For leaders who want confidential strategic career-building advice, the advisory coaching relationship gives you your own external mentor whose only agenda is your success. We work on the areas in which many talented leaders want support: cracking open the constraints they feel are blocking their goals, building relationships, alliances, networks, influencing skills and strengths, as well as addressing any potential stoppers and stallers. You may choose to let others know you are working with a coach, or you may choose to keep the work private.
2. FULL-IMMERSION AND MEASURABLE RESULTS WITH YOUR STAKEHOLDERS
For executives who are willing to embrace transforming their relationships and elevating their reputation with their upper management, their team, and other critical stakeholders, the Marshall Goldsmith Stakeholder Centered Coaching approach produces behavioral shifts that promise outstanding measurable results.
Marshall Goldsmith Stakeholder Centered Coaching not only produces long-lasting change, it has immense power to impact your public identity with others. Like it or not, we all have a reputation. Once people have decided something is true about you, it can be very challenging if not impossible to change their mind. The MGSCC methodology is simple, doable, and has a profound impact, way beyond what people think is possible in working with a coach.
Which approach is right for you?
Find out more by booking a complimentary consultation.
Many executive coaches are trained to help you produce business results, and your corresponding career results may be assumed.
I don't assume anything.
The reason? Working with thousands of talented managers and executives in one-on-one coaching conversations, I saw that while results might speak for themselves, when it comes to important career issues, the leaders often could not "speak for themselves!"
You might produce great business results, but in the domain of your career, do you know how to apply the same thinking that makes you successful in your job?
It is great if your organization pours resources into your development, but not all organizations do.
Instead of waiting for them to invest in you, invest in yourself— in high-level career strategies that build your professional identity and position you well as a competitive candidate for the roles you want.
Emerging leaders need support.
Women and men alike who are in their early career, and who have a talent for leadership are sometimes overlooked or considered over-eager or too entitled.
You know what you are entitled to?
Guidance on how to grow yourself and make an expanded contribution—especially when it's not happening fast enough. Guidance on how to deal with managers who may or may not be great at their own jobs. Guidance on how to cultivate sponsors and mentors inside and outside of your organization. Guidance on how to get the kind of feedback that really grows your strengths and addresses your challenges.
And while we're at it, how about:
If you are a woman, you already know that all of the above comes with an extra measure of challenge.
Don't want to wait for your organization to invest in you? Give yourself the gift of the next leadership support you need for a great career.