Marshall Goldsmith on Coaching Others

Marshall Goldsmith discusses 6 questions you can ask your direct reports that will have a substantial impact on results

Executive Coaching Process

Step 1 - Consultation

The initial consultation allows coach and client to get to know each other, test out their interpersonal chemistry and learn more about one another. Your coach reviews the coaching process, works with you to establish goals for the coaching engagement, and learns more about your leadership journey.  

Step 2 - Key Stakeholder Meeting

Meet with key stakeholders to inform them of the coaching process, learn their goals and needs and establish a timeline.

Step 3 - 360 Assessment

 For many leaders, 360s can be a frustrating experience. At best, open-ended comments can be unfocused and unhelpful. At worst, they’re a way to anonymously take a jab at a colleague. With our exclusive selectable comments feature, raters can give focused, balanced, constructive feedback—that the leader can actually use.  

Step 4 - Align Goals and Objectives, Mid-Way Review

Aligning goals and objectives is the most effective way for any business to improve their chances of eventually attaining all of their goals.  This process becomes even more powerful when specific, behavioral and actionable goals are developed for personal and interpersonal growth.

Step 5 - Develop an Implementation Plan

 With goals and objectives aligned, this process breaks each goal into identifiable steps, assigns each step to one or more people and suggests when each step will be completed. 

Step 6 - Scheduled Reviews, Close-Out Report & Post-Coaching Support

Throughout the coaching process, you meet with your coach to review results, discuss challenges, and implement changes.  When the coaching assignment begins to wrap up, our close-out report helps you recognize the strides you've made.  Coaches are available to you during and after the engagement for further development.

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