Stakeholder Centered Coaching
What got you here won't get you there. The behaviors that made you successful can become the behaviors that hold you back. And the only people who can tell you if you've really changed are the people
Marshall Goldsmith's executive coaching methodology for leaders who want to know if they've actually changed. Instead of trusting your own assessment, you ask the stakeholders around you what they perceive. Based on 360 feedback and structured FeedForward conversations, validated through monthly check-ins and measurable on Goldsmith's -3 to +3 scale.
“I've been trying to apply Stakeholder Centered Coaching but I'm not sure where to start.”
Get honest feedback from stakeholders, turn it into change, measure progress each month
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The feedback keeps coming—in reviews, 360s, whispered hallway comments—that something in their leadership style isn't working. They've succeeded so far, but something's blocking the next level. They sense they're the bottleneck but can't see exactly how.
Get honest feedback from stakeholders, turn it into change, measure progress each month
- Your situation or challenge related to Stakeholder Centered Coaching
- Executives who've done leadership development and want proof it actually worked
- Leaders whose board or CEO says they need to change and wants validation
- Managers frustrated that their improvements aren't visible to their teams
- Senior leaders where behavioral blind spots have real business impact
Watch the methodology work.
Three specimens from a single real session: the same situation, unaided and calibrated, the full transcript, and the skill answering live in the channel where the work happens.
“The feedback keeps coming—in reviews, 360s, whispered hallway comments—that something in their leadership style isn't working. They've succeeded so far, but something's blocking the next level. They sense they're the bottleneck but can't see exactly how.”
“["Stakeholders report improvement in monthly check-ins (consistent 'better' ratings)", 'Mini-survey scores improve from baseline (+1 or higher average)', 'Direct reports volunteer more ideas in meetings', 'Less tension in difficult conversations', "Promotions, expanded responsibilities, or project assignments that weren't happening before"]. ['Asking for FeedForward feels natural instead of threatening', 'Hearing criticism without immediately defending', 'Catching themselves adding unnecessary v”
The same skill, where the work happens.
No new app to learn. The methodology runs over the WhatsApp Business API, so the answer lands as a reply in the thread you’re already in — same rigour, zero context-switch.
What it does, specifically.
Each capability is a distinct move drawn straight from the source methodology — not a generic assistant guessing.
Completion Model
The methodology 'completes' when stakeholders report sustained improvement (+1 or better across 95% of stakeholders over 6+ months). But the habits should become permanent.
Unit Of Engagement
Monthly stakeholder check-in cycle
Graded before it shipped.
Every skill is scored against independent scenarios for methodology fidelity before it goes live — not vibes, a rubric.
Behavior Selection Map
Visual synthesis of 360/stakeholder feedback showing which behaviors are mentioned most frequently, by which stakeholders, with Goldsmith's recommendation of which 1-2 to prioritize
FeedForward Summary
Organized collection of stakeholder suggestions clustered by actionability: quick wins, practice habits, and deep work
Stakeholder Perception Dashboard
Month-over-month tracking of each stakeholder's check-in response (better/same/worse) with trend visualization
Grounded in the original work.
Every answer traces back to a real source and the practitioner who wrote it — not a secondhand summary. Here is the source of record.
Marshall Goldsmith
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Put it to work.
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