Improvement Architecture will carry out a diagnostic on each candidate. The Global Leader of the Future (GLOF) 360 assessment has been co-created by Marshall Goldsmith. The assessment is specifically designed for leaders in a globalising business environment and is based on in-depth research involving CEOs of Fortune 500 companies, 18 global thought leaders and 300 international business executives at 200 organisations of 120 multinationals on 6 continents. The GLOF measures the skills and competencies that today’s global leaders need to master and shows emerging leaders the areas they need to develop in order to succeed as effective leaders in a globalising and competitive business environment.

Once the candidate has been assessed we will place them on to the programme. The Stakeholder Centered Coaching programme includes a success guarantee. Our commitment is to support leaders to become more effective in their organisation, which is demonstrated in our coaching service fee structure, where 50% to 100% (for the  year long programme) are subject to measurable growth in leadership effectiveness of the leaders as assessed but the organisations stakeholders.

Since we use a “pay only for results” coaching process, we have had to learn to qualify our coaching clients. This means that we only work with clients that we believe will greatly benefit from our coaching process. We do not work with leaders who are not motivated to change. The key attributes in candidates are courage to take on the challenge, humility and discipline to carry out the behavioural change.

Stakeholder Centered Coaching does not require any ‘extra valuable time’ time from busy executives as the coaching and leadership change is integrated into his/hers leadership role on the job.

People often ask, “Can executives really change their behaviour?” The answer is yes. If they didn’t change, we would never get paid. At the top of major organisations even a small positive change in behaviour can have a big impact.

Most requests for coaching involve behavioural change. While this process can be very meaningful and valuable for top executives, it can be just as useful for high-potential future leaders. These are the people who have great careers in front of them. Increasing effectiveness in leading people can have an even greater impact if it is a 20- year process, instead of a one-year program.

Senior HR executives see that by creating and instituting a “Leadership Culture” into their organisation, brings along huge benefits for all involved, for both the present and the future leaders.

To understand the full process, please complete the short form below and we will send you a step by step guide of how the process works.