PROCESS
INVOLVE STAKEHOLDERS + EMPHASIZE FEEDFORWARD =
CHANGE PERCEPTIONS
ASK. LISTEN. THANK. THINK. RESPOND. CHANGE. FOLLOW-UP.
Robert manages expectations for multiple audiences. He speaks to company leaders about distilling feedback in a unique Conversational Feedback Plan that garners the perspectives of others using responses from friends, family and co-workers on the individual’s current leadership style. Robert teaches leaders ways they can improve to help gain confidence while managing the “person on their shoulder” to optimize potential performance.
Here's how we do it:
KEY TO SOLUTIONS
Phase 01.
Discovery
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Explore current practices
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Self-assessment
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Learn about you and your leadership style
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Identify needs
Phase 02.
Conversational Feedback
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Interview feedback participants
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Collect feedback
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Review intake information
Phase 03.
Action Plan
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Identify areas to focus on
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Select stakeholders
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Create action plan
Phase 04.
Ongoing Development
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Stakeholder check-ins
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Activities conducted to reinforce client's goals (readings, practice of specific activities or behaviors.)
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Development of competencies and patterns of behavior
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On-the-job real-life applications
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Performance evaluations
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Feedback and course correction
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Continued coaching
Phase 05.
Contingency Plan
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After Action Review
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Client, stakeholder, and coach review
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Create future ongoing contingency plan
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Assessment and overall feedback of results
Stakeholder Centered Process
95%
of leaders using Stakeholder Centered
Coaching improved their effectiveness
MORE
EFFECTIVE
NO CHANGE
LESS
EFFECTIVE