Neither the person being coached nor the coach determines improvement.
Rather the degree of improvement is determined by the stakeholders/raters of the Leader over the course of the engagement.
At the end of the day, a true definitive leader and the organization that has hired them wants to see continued improvement in both their leadership and results within the organization.
When you can tie direct business results and objectives to focused, stakeholder driven changes in behavior, a virtuous loop is created whereby the organization and the individual all drive towards the same goal – and get there faster.
While you may never have heard of Stakeholder Centered Executive Coaching, the methodologies and processes behind this style of behavioral modification elicit lasting change because of its tight focus.
By highlighting singular aspects of a leader’s behavior that will garner the most significant impact on the organization – while at the same time directly involving stakeholders – a cohesive and feedback-driven criteria ensures change is outlined, measured and actuated.
Read More Stakeholder Centered Coaching: A Formula For Measurable Change
It used to be that most organizations functioned just fine with a traditional pyramid structure.
The right executive coach is critical to the success of the executive coaching process, so you must choose wisely.
Part 6 of 
The truth is that to achieve the most impact from an executive coaching engagement, the leader being coached must involve his or her key stakeholders — those people who are key to their business success.
