Stakeholder Centered Coaching

Leadership Isn’t Just About Your Intentions

It’s About Your Impact.

Even highly accomplished executives can have leadership behaviors that limit their effectiveness. Perhaps your communication style comes across as overly direct. You struggle to delegate, listen more than you speak, or build the relationships needed to influence others. What you intend and what others experience aren’t always the same.

Stakeholder Centered Coaching helps leaders close that gap by turning feedback into observable, meaningful, and sustainable behavioral change.

Change That Others Can See

Developed by renowned executive coach Marshall Goldsmith, Stakeholder Centered Coaching is a structured approach that actively involves the people who experience your leadership firsthand. Rather than relying solely on self-reflection, the process incorporates feedback, practical behavioral commitments, and ongoing stakeholder involvement.

The focus is on a few high-impact leadership behaviors, such as:

• Communicating more effectively: listening with intention and expressing ideas with clarity and respect.

• Building stronger relationships: strengthening trust, collaboration, and credibility.

• Increasing emotional intelligence: recognizing how your behavior affects others, especially under pressure.

• Delegating and empowering others: creating greater ownership and accountability.

• Strengthening executive presence: demonstrating confidence, openness, and sound judgment.

The objective isn’t to change your personality. It’s to change the behaviors that may be holding you back.

A Practical Approach to Lasting Change

The process is personalized, focused, and grounded in real workplace interactions:

1. Identify the behaviors that matter: through stakeholder feedback and coaching conversations, we identify specific leadership behaviors that would make the greatest difference.
2. Engage stakeholders in the change: selected colleagues provide ongoing suggestions, known as feedforward, to help the leader practice more effective behaviors.
3. Practice, reflect, and adjust: between coaching sessions, the leader applies new approaches in everyday conversations, decisions, and relationships.
4. Measure progress: stakeholders provide follow-up feedback to assess whether they are observing meaningful improvements.

Success isn’t defined solely by what the leader believes has changed. It’s reflected in what others actually experience.

Executive Experience Meets Behavioral Change

Before becoming an executive coach, I spent 35 years at HBO in senior leadership roles. I understand how communication styles, interpersonal dynamics, and leadership habits can affect credibility, relationships, and organizational performance.

As an ICF Professional Certified Coach, I combine that executive experience with established behavioral change methodologies, including Marshall Goldsmith’s Stakeholder Centered Coaching approach.

My role is to help leaders develop greater self-awareness, take ownership of their impact, and make changes that strengthen their effectiveness.

Ready to Make a Meaningful Change?

Sometimes a relatively small change in leadership behavior can make a significant difference in how others experience you.

Whether you’re an executive looking to strengthen your effectiveness or a CEO or CHRO investing in a valued leader’s development, let’s discuss what meaningful behavioral change could look like.