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Leadership Masterclass

World-renowned business educator and coach, Dr. Marshall Goldsmith offers practical and proven methods for success.
Instructor:
Marshall Goldsmith
4,707 students enrolled
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Master ‘what to stop’ as a leader and explore how to use ‘what to stop’ in coaching
Explore a proven model for developing yourself as a leader, and the importance and impact on leadership effectiveness
Examine the classic challenges for successful leaders, and how to use feedforward
Discover why we all need help and structure, a new approach to employee engagement, and the daily question process.

Do you want to become a more successful leader and develop habits that create a more positive outcome in your work and at home? If you are an entrepreneur, new to management, looking to change careers, feeling stuck at home or in your career, this course for you!

My mission is to help you achieve positive, lasting measurable change in behavior for themselves, for their people and for their teams. I want to help you make your life a little better. 

In this five part course, I share my insight from over 4 decades of coaching. We’re going to look at a proven process that you can use to develop yourself as a leader. As an executive educator and coach, I will help you understand how your beliefs and the environments you operate in can trigger negative behaviors. Through simple and practical advice, I will help you achieve and sustain positive behavioral change. 

Research on coaching is clear and consistent. Coaching is most successful when it’s applied to people with potential who want to improve — but not when it’s applied to people who have no interest in changing. This is true whether you are acting as a professional coach, a manager, a family member, or a friend.

When steps in the coaching process are followed, leaders almost always do achieve positive behavioral change. Not as judged by themselves, as judged by their key stakeholders, those important people around them who are most influential in their lives. 

This course also includes 

  1. Many activities to help you reach your personal goals
  2. A guide to my “Daily Questions” Spreadsheet
  3. A proven process for leadership development

I hope you find this course to be practical, useful, help you have a better life, be a more effective leader and even more important, help you help others do the same thing.

Enroll in Leadership Success Masterclass with Marshall Goldsmith today!

Introduction

1
Introduction

Welcome! My mission is simple. I want to help successful people achieve positive, lasting change in behavior; for themselves, their people, and their teams. I want to help you make your life a little better. With four decades of experience helping top CEOs and executives overcome limiting beliefs and behaviors to achieve greater success, I don’t do this for fame and accolades. I do this because I love helping people!

As an executive educator and coach, I help people understand how our beliefs and the environments we operate in can trigger negative behaviors. Through simple and practical advice, I help people achieve and sustain positive behavioral change. Life is good!

2
Short Cut: No, But, However

Do You Begin Every Sentence with No, But or However? An easy habit for people who like to win to fall into, and a surefire shortcut for killing conversations, is to start a sentence with “no,” “but,” or “however”. It doesn’t matter how friendly your tone is or how honey sweet you say these words, the message to your recipient is “You are wrong.”

3
Exercise: No, But or However

Teaching Leaders What to Stop

1
Introduction
2
Adding Too Much Value

A classic problem of smart, successful people is Adding Too Much Value. This bad habit can be defined as the overwhelming desire to add our two cents to every discussion. 

3
Help More, Judge Less

When asking for input the rules are that the person receiving the ideas cannot judge or critique the ideas. He must just listen and say “thank you.” The person giving the ideas must focus on the future — not the past.

4
Making Destructive Comments

Destructive comments are the cutting, sarcastic comments we let fly with or without intention. They serve no other purpose than to put people down, hurt them, or assert ourselves as “superior.”

5
Playing Favorites

How many of you own a dog that you love? At home, who gets the most attention when you get home? Is it (a) your husband, wife, or partner; (b) your kids; or (c) your dog?

6
Activity: Assessing Your Direct Reports

Leadership is a Contact Sport

1
Introduction

This process does not have to take a lot of time or money. There’s something far more valuable: contact. It’s not easy, but I’ve developed a leadership development model that has now proven to work with thousands and thousands of people. This model is just eight steps: Ask, Listen, Think, Thank, Respond, Involve, Change, Follow Up.

2
Ask

Ask: Ask people “How can I be a better _________ (manager, partner, team member, etc.)?

3
Listen

Listen: Listen to their answers.

4
Think & Thank

Think: Think about their input. What does it mean?

Thank: Thank people for sharing this valuable feedback with you.

5
Respond

Respond: Respond positively when receiving input.

6
Involve

Involve: Involve the people around you to support your change efforts.

7
Change

Change: Change isn’t an academic exercise. Act on what you learn.

8
Follow Up

Follow-up: Follow up regularly and stakeholders will notice the positive actions you’re taking based their input.

9
Activity: Interpersonal Exercise

Coaching for Behavioral Change

1
Introduction

When the steps in the coaching process described below are followed, leaders almost always positive behavioral change – not as judged by themselves, but as judged by pre-selected, key stakeholders.

2
Feed Forward

Leaders are asked to provide feedforward – to give someone else suggestions for the future and help as much as they can. Leaders are also asked to accept feedforward – to listen to suggestions for the future and learn as much as they can. They are not allowed to give feedback about the past. 

3
Activity: Feed Forward

Learn as much as you can then help as much as you can.

4
Team Building Without Time Wasting

All of the steps are critical in the process, and step 7 is the one that will take your team to the next level – it is Follow-Up – and it will ensure that the change sticks!

5
Short Cut: Let it Go

Have you ever tried to change the behavior of a spouse, partner or significant other who had no interest in changing? How much luck did you have there?

Triggers

1
Introduction

Do you ever find that you are not the patient, compassionate problem solver you believe yourself to be?

2
Triggers Overview

Discouraged by our failure, overwhelmed and disheartened, it’s hard to commit to change again. We make excuses. We rationalize. We harbor beliefs that trigger all manner of denial and resistance—and we end up changing nothing. Ever. We fail to become the person we want to be.

3
Become the Person You Want To Be

Discouraged by our failure, overwhelmed and disheartened, it’s hard to commit to change again. We make excuses. We rationalize. We harbor beliefs that trigger all manner of denial and resistance—and we end up changing nothing. Ever. We fail to become the person we want to be.

4
The Alan Mulally Story: We All Need Help Pt. 1

Alan’s story at Ford is a success story, but it wasn’t always that way for Alan on his leadership journey.

5
The Alan Mulally Story: We All Need Help Pt. 2

Alan once told me: “Every day I remind myself that leadership is not about me. It is about the great people who are working with me.” 


6
Employee Engagement

Every company and leader wants the answer to this “Now what?” question. Engaged employees translate into a productive and successful organization, which is the goal of most every leader and organization I know. And, engagement also translates into a great place to work, which is what employees want.

7
The Wheel of Change

For many years now, I’ve been using “The Wheel of Change” to help clients decide what to change and where to put their efforts. I’ve taken teams, organizations, friends, and peers through this process, and I’ve even use it myself. It is one of the most helpful tools for behavioral change that I’ve ever found.

8
Wheel of Change: Creating

Creating represents the positive elements that we want to create in our future.

9
Wheel Of Change: Preserving

Preserving represents the positive elements that we want to keep in the future. 

10
Wheel Of Change: Eliminating

Eliminating represents the negative elements that we want to eliminate in the future. 

11
Wheel Of Change: Accepting
12
The Daily Questions

Accepting represents the negative elements that we need to accept in the future. 

13
Your Last Breath

First, take a deep breath. Take a deeper breath. Now, imagine that you are 95 years old and you are just about to die.

14
Activity: Daily Questions Spreadsheet

Try my app and spreadsheet for this. By defining what is important to you in the questions and phrasing them in the form of "Did I try my best to....?", you can score your effort in making lasting change. The app will graph your scores against each question and award you with medals and trophies based on achieving the goals you set for yourself on each question. http://www.marshallgoldsmith.com/marshalls-daily-questions-spreadsheet/

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Includes

2 hours on-demand video
Full lifetime access
Access on mobile and TV
Certificate of Completion