Marshall Goldsmith

MARCH 21, 2016

In order to have a successful and satisfying career in executive coaching, you’ve got to understand the business side of coaching (or you’ve got to partner with someone who does) and you’ve got to market yourself. I would love to hear how you promote and manage your coaching business! This just isn’t so!

Executive Coaching 70

Executive Coaching Mission Statement Class Drucker 70

Marshall Goldsmith

SEPTEMBER 8, 2014

The people that I coach (in agreement with their managers) work with me to determine desired leadership behavior. Not only do clients need to be clear on desired behaviors, they need to be clear (again in agreement with their managers) on key stakeholders. These are the people who have great careers in front of them.

Follow-up 133

Follow-up CEO Review Process 133

Marshall Goldsmith

DECEMBER 19, 2011

Here are some tips for successfully managing knowledge workers: o Encourage their passion When professionals were working 35-40 hours per week and taking four to five weeks of vacation, it was not so important that they loved what they did. Leading the managers and professionals of the future will be a challenging, yet rewarding, job.

McKinsey 152

McKinsey Loyalty Competitive Advantage Learning-by-Doing 152

Marshall Goldsmith

JUNE 7, 2011

As they consider opportunities to advance their careers, talented 'high potentials' share five concerns. One talented manager asked for training, and was told that there was no budget for it. How do you honor requests for 'next steps' in my career progression? To what degree can I trust you to develop my talents and skills?

360-Degree Feedback 118

360-Degree Feedback Learning Curve Budgeting Career 118

Marshall Goldsmith

JULY 18, 2011

Why I realize we cannot all be entrepreneurial in the sense that we can't all start our own companies, I believe we can all be entrepreneurial in terms of how we approach our own careers. He beamed at the hundreds of young people in the audience and said: "Looking back on my career, I don't feel like I have ever worked a day in my life.

Ulrich 134

Ulrich Hersey Prahalad Mission Statement 134

Marshall Goldsmith

NOVEMBER 12, 2012

Talent management is a field that requires a healthy dose of leadership on the part of its practitioners, who must be innovators and influencers. And despite the apparent novelty of the concept of “talent management,” that’s always been true. What are the implications of all this for talent managers?

Talent Management 114

Talent Management Active Listening Bond Magazine 114

Marshall Goldsmith

AUGUST 25, 2014

Feed forward can be a useful tool to apply with managers, peers, and team members. This can lead to very negative – or even career-limiting – unintended consequences when applied to managers or peers. With this approach almost no time gets wasted on judging the quality of the ideas or “proving that the ideas are wrong”.

Construction 143

Construction Video Participative Efficiency 143

Marshall Goldsmith

NOVEMBER 9, 2016

Herminia Ibarra – Thinkers 50 #8 Management Thinker 2015, #1 Leadership Thinker 2013, Professor at INSEAD, best-selling author Working Identity: Unconventional Strategies for Reinventing Your Career. Everett Alexander – Start up and family business coach, financial advisor and fund manager. Sztuka podejmowania decyzji.

Disruptive Innovation 70

Disruptive Innovation Executive Coaching Human Resources CEO 70

Marshall Goldsmith

DECEMBER 26, 2011

In those days I often thought that corporate managers and professionals were lazy. Professionals and managers were working 35 to 40 hours per week. Today I am amazed at how hard corporate managers and professionals work. As top managers and professionals are being paid more money, they are subject to greater expectations.

Health Care 132

Health Care CFO Competitive Advantage Outsourcing 132

Marshall Goldsmith

SEPTEMBER 21, 2015

After an incredibly successful career at Boeing, where he rose to the role of CEO of Boeing Commercial Aircraft, Alan became the CEO of Ford and helped the company achieve one of the most positive turnarounds in the history of corporate America. from UCLA’s Anderson School of Management. Here is a little more history about Alan.

Drucker 70

Drucker Facilitation Styles Video CEO 70

Marshall Goldsmith

FEBRUARY 8, 2018

Thinkers50 – World’s Most Influential Management Thinkers. Called ‘The Academy Awards of Leadership’ by the Economist, Thinkers50 is the world’s most reliable resource for identifying, ranking and sharing the leading management ideas of our age. World authority on project management. Co-author: Predictable Magic.

Executive Coaching 70

Executive Coaching CEO Magazine Banking 70

Marshall Goldsmith

FEBRUARY 8, 2018

One of my coaching clients is Dan Levitan, managing partner of the venture capital firm Maveron. And that has changed the way I think about helping guide people who come to me about careers. Dan is different that most of my coaching clients who are mostly leaders of big corporations. Many of us have been brought up to never fail.

Positioning 70

Positioning Venture Capitalist How To Learning-by-Doing 70

Marshall Goldsmith

OCTOBER 9, 2018

My great friend, Steve Berglas, one of the foremost authorities on career guidance, explores this challenge and what we can do about it in his new book, Stay Hungry and Kick Burnout in the Butt. A scientist with a Nobel prize in a management class trying to prove he’s smart. Now the irony; he had a Nobel prize. Declare victory here.”

Class 70

Class CEO Learning-by-Doing Examples 70

Marshall Goldsmith

MAY 1, 2012

Your manager is in the room. Rather than make you relive this humiliating experience by detailing what went wrong, your manager might help you by offering suggestions for future presentations. FeedForward can be a useful tool with managers, peers, and team members. Rightly or wrongly, feedback is associated with judgment.

360-Degree Feedback 127

360-Degree Feedback Participative Committee Efficiency 127

Marshall Goldsmith

DECEMBER 2, 2010

I invited my friend Peter Cappelli, a Wharton professor, author of Talent on Demand: Managing Talent in an Age of Uncertainty, and a recognized world authority on human capital, to discuss his new approach to talent management. Edited excerpts of our conversation follow: MG: First, what is talent management?

Attrition 107

Attrition Talent Management Human Capital Supply Chain 107

Marshall Goldsmith

JANUARY 6, 2015

One way to make this big step more manageable is to prepare, though most of us, even the most successful, don’t do this well. No matter where you are in your career, it is good to think about how leaving is going to feel and what you might want to do if you did leave. Going to work was a joy for me,” she said, sighing.

Health Care 70

Health Care Planning Execution Stress 70

Marshall Goldsmith

FEBRUARY 1, 2012

Your manager is in the room. Rather than make you relive this humiliating experience by detailing what went wrong, your manager might help you by offering suggestions for future presentations. FeedForward can be a useful tool with managers, peers, and team members. Rightly or wrongly, feedback is associated with judgment.

360-Degree Feedback 114

360-Degree Feedback Participative Committee Efficiency 114

Marshall Goldsmith

SEPTEMBER 2, 2013

That is, out of 1,000 managers rated, he was dead last! His profit contribution was so vast that the CEO promoted him to the company’s management committee. This should have been the apex of Mike’s young career. Mike’s score for treating direct reports and colleagues with respect was an astounding 0.1%.

How To 127

How To Gordon CEO Committee 127

Marshall Goldsmith

JUNE 28, 2017

Whitney Johnson – Thinkers 50 award-winning Management Thinker 2015-17, Disruptive Innovation expert, author Disrupt Yourself: Putting the Power of Disruptive Innovation to Work. General Bernie Banks – Former General US Army, head of Leadership Development West Point, currently Associate Dean Northwestern Kellogg School of Management.

Executive Coaching 70

Executive Coaching Human Resources Magazine CEO 70

Marshall Goldsmith

JANUARY 20, 2011

Out of 1,000 managers rated, he was dead last! His profit contribution was so vast that the CEO promoted him to management. This should have been the apex of Mike’s career. Mike’s score for treating direct reports and colleagues with respect was 0.1 But Mike put up equally astounding numbers with his trades.

Gordon 115

Gordon Executive Coaching CEO Follow-up 115

Marshall Goldsmith

JUNE 16, 2013

A moderately good accountant who is great with people outside the firm and skilled at managing very smart people? But further along in your career curve, when it’s time to step up into a leadership position, you’re going to need these qualities in spades. Who would you rather have as a CFO? Not a tough choice, really.

Chemicals 133

Chemicals Welch CFO CEO 133

Marshall Goldsmith

NOVEMBER 29, 2010

I spoke with Lisa Kay Solomon, vice-president of business development for Flexperience, about how organizations can build sustainable talent management strategies through flexible work. Communicate early successes widely while managing expectations appropriately along the way. Creating a flexible work program is a process.

Flextime 115

Flextime ROI Advice Human Capital 115

Marshall Goldsmith

OCTOBER 29, 2012

Specifically, I recall an experience I had early in my career with the old AT&T, when I was invited to corporate headquarters to speak to one of its top executives. previously published in Talent Management Magazine). Who could have ever guessed a company that important could fall that far?

Bureaucracy 110

Bureaucracy Talent Management Travel Magazine 110

Marshall Goldsmith

MAY 5, 2014

If the managers are so bad, why should anyone believe that the products are so good? You don’t enhance your career. The people around you will not say so on the outside, but on the inside they may be thinking you are an even bigger loser than your boss. You hurt your company. Your stories may get repeated to others.

360-Degree Feedback 122

360-Degree Feedback Learning-by-Doing Survey CEO 122

Marshall Goldsmith

AUGUST 5, 2012

Your manager is in the room. Rather than make you relive this humiliating experience by detailing what went wrong, your manager might help you by offering suggestions for future presentations. FeedForward can be a useful tool with managers, peers, and team members. Rightly or wrongly, feedback is associated with judgment.

360-Degree Feedback 89

360-Degree Feedback Participative Committee Positioning 89

Marshall Goldsmith

MAY 3, 2011

Mike's score for treating colleagues with respect was dismal; in fact, out of 1,000 managers rated, he was dead last! His profit contribution was so vast that the CEO promoted him into management. This should have been the apex of Mike's young career. These organizations tend to actively manage their talent.

360-Degree Feedback 115

360-Degree Feedback Gordon CEO Learning-by-Doing 115

Marshall Goldsmith

OCTOBER 7, 2013

We first get an agreement with our coaching clients and their managers on two key variables: 1) what are the key behaviors that will make the biggest positive change in increased leadership effectiveness and 2) who are the key stakeholders that should determine (one year later) if this change has occurred. 3) Collect feedback.

Leadership 117

Leadership 360-Degree Feedback Follow-up Learning-by-Doing 117

Marshall Goldsmith

SEPTEMBER 16, 2013

We only work with people who will be given a fair chance by their management. We do not work with leaders who have been “written off” by senior management. The people that we coach (in agreement with their managers, if they are not the CEO) work with us to determine desired leadership behavior. 3) Collect feedback.

Learning-by-Doing 123

Learning-by-Doing Long-term CEO Follow-up 123

Marshall Goldsmith

DECEMBER 28, 2010

I’ve never seen a profile that offered “effectively sucks up to management” as a preferred leadership characteristic. They’ve spent their careers sizing up people, taking in first impressions and recalibrating them against later impressions. Keep in mind these leaders are generally shrewd judges of character.

Follow-up 110

Follow-up Document Report Analysis 110

Marshall Goldsmith

MAY 19, 2014

” Of course, this mindset leads to future weight gain and the “yo-yo” effect that is unfortunately so common in dieters.When one of my high-potential leaders asked his boss, the CEO, the question, “Do I have to watch what I say and do for the rest of my career?” Marshall@MarshallGoldsmith.com. 1-858-759-0950.

Short-term 137

Short-term Long-term Crisis Goal 137

Marshall Goldsmith

NOVEMBER 30, 2010

You've built a successful career despite this "crisis of credibility." Many CMOs come from a project management or creative background, but the key is for marketers to understand and speak the quantitative and financial language of business. So, yes, marketers definitely impact revenue in a big way.

Metrics 110

Metrics Bottom-up Budgeting Marketing 110

Marshall Goldsmith

OCTOBER 16, 2012

Throughout my career, I have had the opportunity to interview hundreds of leaders in the did-nothing category. previously published in Workforce Management Online). Amazingly, the leaders who did nothing rated the value of the programs just as highly as the leaders who executed. It’s not easy, but it’s worth the effort.

360-Degree Feedback 96

360-Degree Feedback Follow-up Ethics Training 96

Marshall Goldsmith

MARCH 31, 2014

The real problem is the managers who lack either the courage or the discipline required to deliver effective feedback. Managers often confuse two terms that appear to be synonymous but are actually quite different: simple and easy. Managers need to personally buy in to the value of a long-term investment in their own development.

Goal 137

Goal Short-term Long-term Crisis 137