Key Lessons From a Week with Marshall Goldsmith

Spending a week with Marshall Goldsmith , one of the most influential figures in leadership coaching, offers invaluable insights into the practices that have revolutionized how leaders grow and develop. Here are the most impactful contributions from Marshall’s extensive body of work, along with key lessons learned during this transformative experience I had with 80 future leaders and 35 who were there in his train-the-trainer program:

1. Feedforward: A Revolutionary Approach to Growth

Marshall introduced the concept of feedforward, a groundbreaking alternative to traditional feedback. Unlike feedback, which focuses on past behaviors, feedforward is future-oriented, encouraging leaders to think about what they can do better moving forward. This approach shifts the focus from what went wrong to what can be improved, creating a more positive and proactive environment for growth. By embracing feedforward, leaders can inspire their teams to continuously evolve without being bogged down by past mistakes.

2. The Daily Question Process: A Tool for Accountability

One of Marshall’s most powerful tools for personal development is the daily question process. This method involves asking oneself daily tailored questions to evaluate progress on key goals and behaviors. These questions, often centered on personal accountability, force leaders to regularly reflect on their actions and commitments. The process is simple but incredibly effective, as it keeps leaders aligned with their goals and fosters a culture of continuous self-improvement.

3. Stakeholder-Centered Coaching: A Holistic Approach

Marshall’s stakeholder-centered coaching is another significant innovation transforming the coaching landscape. This method involves engaging stakeholders—such as peers, subordinates, and superiors—in the coaching process. Stakeholders provide ongoing feedback and support, which helps the leader stay accountable and ensures that behavioral changes are recognized and reinforced within the organization. This holistic approach accelerates personal development and integrates it into the leader’s broader environment, making change more sustainable.

4. Stakeholder-Centered Leadership Development: Building Leaders from the Ground Up

Building on the principles of stakeholder-centered coaching, Marshall developed the stakeholder-centered leadership development process. This methodology emphasizes that leadership growth should be a collaborative effort where continuous feedback from key stakeholders supports the leader's development. This process ensures that leadership development is not just about individual improvement but also about enhancing the organization's overall effectiveness. By involving others in the leader’s growth journey, this approach helps build a culture of collective leadership where everyone is invested in the success of the organization.

5. The Importance of Letting Go

A key lesson from Marshall is the importance of letting go—whether it’s letting go of past grievances, ineffective behaviors, or the need to always be right. His mantra, "Let it go," is a crucial reminder that leaders must focus on what they can change and release the rest. This mindset is essential for maintaining emotional balance and resilience in leadership.

6. Avoiding Leadership Pitfalls

Marshall’s work is also known for highlighting what leaders should stop doing to be more effective. His "20 Habits That Hold You Back from the Top" includes behaviors that can undermine leadership success, such as:

• Winning Too Much: The relentless desire to win can overshadow others’ contributions and create a toxic environment.
• Adding Too Much Value: Constantly improving others’ ideas can stifle creativity and ownership among team members.
• Making Destructive Comments: Even seemingly harmless negative remarks can erode trust and morale.
• Starting with No, But, However: These words can shut down dialogue and make others feel undervalued.
• Playing Favorites: Favoritism breeds resentment and division, undermining team cohesion.

7. The Role of Coaches

Marshall underscores the critical role that coaches play in a leader’s journey. Coaches help leaders identify blind spots, hold them accountable, and provide an external perspective that is often difficult to see from within. A successful coaching relationship is built on trust and a genuine desire to improve, reinforcing the importance of the stakeholder-centered approach.

8. Leadership Superpower: Being Coachable

According to Marshall, being coachable is one of the most essential traits of an effective leader. This means being open to change, receptive to feedback, and committed to continuous personal and professional development. Leaders who embrace this mindset are better equipped to navigate the complexities of leadership and drive meaningful change within their organizations.

In conclusion, Marshall Goldsmith’s contributions to the coaching space—particularly feedforward, the daily question process, stakeholder-centered coaching, and stakeholder-centered leadership development—have fundamentally changed how leaders grow and develop. His insights are a potent reminder that authentic leadership is not just about achieving success but about becoming the best version of yourself and empowering others to do the same. Through his guidance, leaders can navigate leadership challenges with grace, wisdom, and a deep commitment to continuous improvement. For those of us who were there, we are prepared to carry his legacy forward.

P.S. Special thanks to Brandon James Mergard - Marshall Goldsmith Coaching , Mike Mackie , and Bill Carrier who worked behind the scenes to pull all of this together. Your contributions are greatly appreciated.

#Leadership, #ExecutiveCoaching, #ThoughtLeadership, #StakeholderCentered, #Credibility, #Clarity