Resources for Building A Coaching Culture

When needed we work with our client to assess their current situation to determine: what is working; what is not working; what resources are underutilized; what resources are missing   Using a co-creation ideation process a solution is vetted to improve the organization movement toward a documented culture of coaching.

Marshall Goldsmith’s Stakeholder-Centered Coaching Certification Program for Human Resource Professionals

Too often, HR is looked at merely as a compliance cost of doing business.

However, Marshall Goldsmith’s Stakeholder-Centered Coaching (SCC) leadership team has developed a program by which HR can become a strategic partner highly valued by executive leadership and management while becoming even more effective at compliance and claim prevention.

The overarching principle in this training is to change the perception of HR from being the “Cop” to being the “Coach” in the eyes of management and employees. Topics covered include how to skillfully assist in:

• Employee selection
• Onboarding
• Talent development
• Harassment prevention
• Discipline & discharge
• Conflict resolution
• Investigating and resolving claims

Among the takeaways, you will learn how to:

• Use coaching assessment techniques to improve your investigation process and produce better outcomes.
• Turn a clash of wills with management (“I want him fired now!” “No, you can’t – the documentation is insufficient”) into a win-win learning exchange.
• Replace conventional performance reviews with a coaching and mentoring system to develop and retain talent.
• Use a culture-focused, executive coaching approach to eliminate sexual and other harassment.
• Replace progressive discipline with a far more effective “coach up or coach out” process.

In addition, attendees will receive the following resources on Stakeholder Centered Coaching and HR Practices:

• SCC:
  • Manual
  • Templates
  • Checklists
  • Selected writings

• HR:
  • Books
  • Checklists
  • Templates
  • Sample forms and policies
  • Selected articles

A senior master SCC coach will provide the coaching certification training.

HR instruction will be provided by Jathan Janove, author, former state bar Employment Lawyer of the Year, and President of the Oregon Organization Development Network. In 2018, he was named in Inc. magazine as one of the “Top 100 Speakers on Leadership.” Jathan is a SHRM speaker and writer, including his column, “Putting Humanity Into HR Compliance.” You can learn more about his work at his SHRM Author Page.

Our certification process starts with internal Human Resource Partners receiving an electronic copy of the Coach’s Playbook which lays out the coaching process from beginning to end.  This is intended to help those being certified to understand the methodology before coming to the two-day certification that focuses on skill practice.

As internal coaches begin coaching using the Stakeholder Centered Coaching process with leaders, we help design and support a network to assist the coaches as they develop their readiness to coach effectively.  This can include such activities as: monthly group coaching calls to review progress; one-on-one assistance to internal coaches as needed; webinars where further skill development is identified; and, building case studies of positive internal coaches as model models of how to be successful in their organization

Resources include templates for: emails used by leaders to stakeholders; emails used by the coaches with leaders they are coaching; Action Plans; Daily Checklists; guides for involving

We have a cadre of experienced coaches who are skilled at the Stakeholder Centered Coaching process and willing to work using our “results-based guarantee,” meaning they are paid only at the end of a coaching engagement and only if the leader achieves a positive change in behavior as measured by stakeholders completing an anonymous mini-survey.

Surveyonline.com, our scoring service, provides in independent online survey tool to measure the degree of change observed by stakeholders.  The benefit of using an outside scoring service is to ensure the validity of the measurement by guaranteeing the anonymity and confidentiality of stakeholder input.  Also, if the coaching process is considered “developmental” during the first few years of the implementation of Stakeholder Centered Coaching® the appropriate amount of data that is shared through measurement is properly managed.

The ultimate goal to implement a culture of coaching is having all managers take over the coaching of their direct reports during the normal cadence of work.  The stakeholder centered coaching process is very time efficient for everyone involved as the process is transparent and distributes the responsibility and accountability to all individuals impacted by the leader’s behavior.  In this one-day training managers learn the skills needed to implement stakeholder centered coaching during the day to day business day.  They are also given the resources to manage the process efficiently.

This leadership training, based on the new book by Marshall Goldsmith, can be added to the development of leaders in the organization.  The training is focused on the skills becoming more needed for leaders in the future.  The content of this training is the need to change: from “Leader as Knower” to “Leader as Learner;” from the “Leader as Boss” to the “Leader as Facilitator;” from “Leading in the Hierarchy” to “Building Alliances and Teams;” from “Requiring Uniformity” to “Seeking Diversity;” and, from “Eliminating Challenge” to “Encouraging Constructive Dialogue.”