Leadership Coaching BANNER

COACHING FOR LEADERS

Even the most successful leaders can improve their leadership performance and influence for maximum ripple effect.

 

Get in Touch

How Successful Leaders get Better

Marshall Goldsmith, the world’s top ranked executive coach, tells us that over time even the most successful leaders will have developed a few ineffective but correctable habits, about which they are completely unaware. Blind spots and ruts like these hinder our movement and limit our ability to perform. We all have, sitting deep within us, significantly more dormant potential than we realise. To have that realised and unleashed brings a whole next level of inspiration and momentum for our goals. A fresh set of eyes and ears will help to open up golden opportunities.  

 

 

coachability venn

Stakeholder Centred Coaching

At Waterline Leadership we primarily use a methodology called Stakeholder Centred Coaching. Having been involved in coaching for several years we believe that some leadership coaches are paid for the wrong reasons. Their income is largely a function of time or the number of sessions they coach a client. These are not good metrics for achieving positive, long-term changes in behaviour.  By using Stakeholder Centred Coaching we can guarantee positive, measurable change, mostly through the regular involvement of stakeholders.

At the beginning of a coaching relationship, aside from creating a clear understanding of what desired leadership behaviour actually looks like, we get an agreement on the key behaviours that will make the most influential change in leadership effectiveness.  We find that many leaders are challenged by one or more of the following:

principles leadership 7 strengths
  • Listening and being present for their team 
  • Managing conflict constructively
  • Generating influence
  • Driving change
  • Delegating effectively
  • Finding time to deal with performance issues

Interestingly some of these shortcomings will be unknown to the Leader but known to the stakeholders. These blind spots only become apparent once the stakeholder interviews are completed, highlighting the power of the Stakeholder Centred methodology. 

 

 

IMPORTANCE OF STAKEHOLDER FEEDBACK

We believe a leader can be considered highly self-aware only when they completely understand the impact of their behaviour on others. To genuinely cultivate a heightened level of self-awareness, one must therefore seek and receive the feedback of others. This stakeholder feedback is the imperative element of our Leadership Coaching Program and we acknowledge that it’s not an easy thing to undertake. Regularly asking others for insights on behaviours that need improvement and sharing development goals takes courage.  It also requires humility and discipline and an ongoing commitment to succeed - in full view of others. The wonderful side effect of this is an unusually high degree of accountability.

voyage leadership growth

Summary of the Process:

  1. Assess the leader's coachability. 
  2. Gather behaviour data via a 360 diagnostic and stakeholder interviews. 
  3. Identify 1-2 leadership growth areas important to both the leader and the organisation. 
  4. Utilise stakeholders’ monthly feedback and 'feed forward' suggestions and input for the leader's action planning. 
  5. Quarterly measurement of the leader's growth, as perceived by the stakeholder group, using a mini survey instrument called the Leadership Growth Performance Review.
  6. Final Review to determine the leader's level of real-time, positive leadership growth. 

Our Guarantee

With Stakeholder Centred Coaching, there is such confidence in the process that results, over a minimum of 12 months, are guaranteed.  To put it bluntly, we will only ask for payment when we have shown, with data gained from the stakeholders, that the subject Leader has achieved measurable, positive change in leadership behaviour and has therefore become a more effective leader.

By working on one or two key behaviours, identified by the Leader as important for growth, many other facets of their professional life will improve. Over time, an enhanced ability to lead and get the best out of their team will result in improvements on almost all of the perennial leadership challenges mentioned above.

95% leaders stakeholder centred coaching
Carolyn Hall
"Will started out as my leadership coach but has become as an invaluable member of my inner circle. As a busy CEO I found our regular meetings something to look forward to because having a non-judgemental, confidential sounding board is really remarkable. The 360 feedback combined with my CliftonStrengths set me up brilliantly and Will’s coaching skills, listening and expert questions, helped shift me from ‘tentative’ to ‘self-assured."
Carolyn Hall
CEO, Mulloon Institute
MTobias_LinkedInPic
“The interviewing was a bit more intense than I was expecting but the CliftonStrength assessment and our coaching sessions were a huge help. I found it made it so much easier to develop a coherent story about who I am and what I have to offer. I think it made the difference in getting the role in the end. Thank you so much for your help, it made such an enormous difference in how I approached interviews and what I looked for in roles.”
Matthew Tobias