Effective leadership growth company? Insider expertise : Team members should be in a position to provide expert advice and an insider view of each other as it relates to their business, their people, and their team culture challenges. They become de facto coaches. Coaching is a leadership skill : Some organizations use coaching as an ‘executive intervention’ or to ‘fix a problem’, but this is a suboptimal approach to coaching. Coaching is a leadership skill and leaders in organizations should be skilled coaches to help their teams develop and grow. Same as we expect effective leaders to be highly skilled in e.g. communication, decision making and empowerment, leaders should be highly skilled in coaching others. TEAM coaching is a great program to instill coaching as a leadership skill in the organization.

In 2004, Marshall Goldsmith and Howard Morgan reviewed a variety of leadership development initiatives in eight large multinational companies. It was a comprehensive study of over 86,000 leaders and executives globally, at these eight multinational companies. Although the desired outcome for all companies was identical – sustained change in behavior at work – they used a variety of tools and approaches. It included classroom-based training vs. on job practice, short-duration training vs. long-term interventions, coaching vs. mentoring, internal trainers and coaches vs. external trainers or coaches, etc.

Who are the consumers of your leadership? Now here is a question. If you are a leader who are the consumers of your leadership? The answer is obvious, isn’t it? The people who are at the receiving end of our leadership are our consumers. These include subordinates, peers, and bosses. Sometimes it can also include customers and suppliers. As mentioned earlier, the term 360 refers to feedback from all directions. From those who are above the leader, below the leader, and across from the leader. The term multi-rater feedback or multi-source feedback refers to feedback from multiple raters and multiple sources. The purpose of 360-degree feedback is to help improve performance by providing the leader with the awareness of his/her strengths and weaknesses. Find even more info on https://newageleadership.com/360-degree-feedback/.

Imagine that I have concocted a product – a new soft drink – which I think tastes amazing. But is that enough for the success of the product? Probably not! I will test my new drink with a few representative consumers. After all, they are going to buy or choose to ignore my product. I will allow them to sample my drink and give feedback. The question I will ask is whether the drink is good (based on their opinion/perception). The next question will be – what can I do to make it better? Consumers will give their feedback – let’s say it is too sugary, or not enough flavor, etc. I will make some changes to the drink, based on the number of consumers giving that same feedback. Then I will go back to the consumer and ask them to taste the altered drink and give their inputs. This process will be repeated for a few iterations until the overall feedback to the drink is positive.

Our mission is to develop leaders not only across organizations, but across all walks of life. To make the world better by developing better leaders. To consult and never to sell – Advise client what is in client’s best interest We are a team of passionate leadership development professionals who are certified in Marshall Goldsmith Stakeholder Centered Coaching process. See extra information at https://newageleadership.com/.