Marshall Goldsmith

SEPTEMBER 29, 2014

Your boss outlines where the larger organization is going in terms of vision, goals, and priorities, then asks you where you think the larger organization should be going. By involving you in this ongoing dialogue, your boss can build alignment and commitment to the larger organizational vision. Where are you going? What is going well?

Learning-by-Doing 168

Learning-by-Doing Report Bottom-up Executive Coaching 168

Marshall Goldsmith

SEPTEMBER 12, 2011

When we do what we choose to do, we're more committed to it and enthusiastic about it. They were committed to teaching and to the success of their students - rather than being controlled by external forces, such as a steady paycheck or summer vacations. The more successful someone is, the more likely this is the case. Life is good.

Prahalad 120

Prahalad Commitment Open-book Resistance 120

Marshall Goldsmith

MAY 26, 2014

Optimists tend to chronically over-commit. His biggest challenge as a leader was not letting his personal optimism lead to staff burnout, turn over and missed commitments. In other words, they were over-committed. When we do what we choose to do, we are committed. It means turning that muscular commitment on its head.

Succession 181

Succession Commitment Follow-up Learning-by-Doing 181

Marshall Goldsmith

JANUARY 6, 2011

Assuming I have gotten an individual to commit to changing for the better and changing something, I often have a hard time convincing successful people not everything needs improving. Successful people have a glaring tendency to over commit. Maybe it’s denial, although if one is committed to change, denial shouldn’t be an issue.

Commitment 121

Commitment Innovation Open-book Resistance 121

Marshall Goldsmith

MARCH 15, 2011

You outline the larger organization's direction, vision, goals and priorities, and then ask direct reports where they think the organization should be going. This question builds alignment and commitment to the vision. This question surfaces the direct reports' vision, goals, and priorities. Where are you going?

Report 129

Report Learning-by-Doing Execution Follow-up 129

Marshall Goldsmith

DECEMBER 2, 2013

Securing agreement will boost commitment. And by having others follow through on their progress toward goals, you help create a more responsive, positive, and cohesive organization. Determine who can provide meaningful feedback. Key stakeholders may include direct reports, peers, customers, suppliers, or members of the management team.

360-Degree Feedback 135

360-Degree Feedback Teamwork Bond Survey 135

Marshall Goldsmith

MAY 10, 2011

On the surface, 'purpose' and 'goal' seem to be similar, if not synonymous, terms. Goals are specific objectives we strive to achieve, usually within defined parameters of space, time and resources. Purpose is not about achieving a goal--it's more of a way of life. Purpose should be what the goals serve.

Drucker 124

Drucker Learning-by-Doing Follow-up Goal 124

Marshall Goldsmith

APRIL 4, 2016

The challenge is that they are so over-committed that they don’t have the time to take on this type of assignment. Coaches were trained to reinforce the specific goals of GE and deal with the specific issues faced by their clients. Time : From my experience, this is the biggest challenge.

Critical Success Factor 70

Critical Success Factor Case Study Video Discount 70

Marshall Goldsmith

JANUARY 27, 2011

If they set a goal and publicly announce it, they tend to do “whatever it takes” to achieve the goal. It explains why successful people tend to be over-committed. When we do what we choose to do, we are committed. If you know what matters to you, it’s easier to commit to change. That’s a good thing. Life is good.

Succession 132

Succession Commitment Motivation Bottom-up 132

Marshall Goldsmith

DECEMBER 23, 2013

Joe is one of the most committed leaders I have ever met. After I reviewed the report of the interviews with Joe, he agreed to work on “reaching out across the company and building partnerships with colleagues” as a personal goal. He also expanded the goal to include his entire team. Collecting Information.

Teamwork 107

Teamwork Report Learning-by-Doing Follow-up 107

Marshall Goldsmith

JULY 7, 2013

As a coach, I have finally learned to work only with dedicated leaders who are committed to personal improvement — great people who want to become even more effective. As a Buddhist, one of my goals is to help you have a happier life. Do you have any objection to this goal? For a brief spell, I had turned into my mother.

Learning-by-Doing 142

Learning-by-Doing Executive Coaching Consultative CEO 142

Marshall Goldsmith

MARCH 31, 2014

In this article, we focus primarily on behavioral goals, such as becoming a better listener or more effective at involving team members in decisions. Much of the published research in the field of goal setting involves health-related goals … by Marshall Goldsmith and Kelly Goldsmith. Leaders need to develop other leaders.

Goal 137

Goal Short-term Long-term Crisis 137

Marshall Goldsmith

SEPTEMBER 23, 2013

The organization needs not only the knowledge of these people; it needs their commitment. The first question deals with the “big picture” The executive outlines where the larger organization is going in terms of vision, goals and priorities. Alienating people near “the top” can be a very expensive mistake.

Process 160

Process 360-Degree Feedback Report Execution 160

Marshall Goldsmith

DECEMBER 31, 2012

Executive educator Goldsmith gets to the bottom of why some of us don’t meet our goals – and gives some free advice. I had a chance to interview many of the “do-nothings” a year later to try to ascertain why they had completely dropped the ball on their follow-up commitment. by Marshall Goldsmith.

360-Degree Feedback 102

360-Degree Feedback Follow-up Bottom-up Participative 102

Marshall Goldsmith

JANUARY 25, 2011

Whatever real or imagined sins this person has committed in the past, I can’t fix and they can’t fix, and if you consistently dredge up the past you will only inhibit the person’s ability to change. This process helps clients build a network of positive relationships and achieve their goals as judged by people around them.

Objective 119

Objective Long-term Process Execution 119

Marshall Goldsmith

MARCH 18, 2013

Optimists tend to chronically over-commit. His biggest challenge as a leader was not letting his personal optimism lead to staff burnout, turn over and missed commitments. ” In other words, they were over-committed. When we do what we choose to do, we are committed. They have a high need for self-determination.

Succession 107

Succession Commitment Follow-up Learning-by-Doing 107

Marshall Goldsmith

SEPTEMBER 8, 2014

After reviewing their plans, I almost always encourage them to live up to their own commitments. This type of follow-up will assure continued progress on initial goals and uncover additional areas for improvement. I then ask them to come back with a plan of what they want to do. These plans need to come from them, not me.

Follow-up 133

Follow-up CEO Review Process 133

Marshall Goldsmith

FEBRUARY 22, 2011

By revealing your lack of commitment to the final decision, you may sabotage the chances for effective exe cution. An important guideline in influencing up is to always remember your goal to make a positive difference for your organization. In an academic institution the goal may be sharing ideas, not impacting the world.

Influence 135

Influence Ethics Cost-Benefit Analysis Guidelines 135

Marshall Goldsmith

NOVEMBER 11, 2013

After determining who you want your coaches to be, gain their commitment to the coaching process. Successful people tend to respond well to future-oriented advice that helps them achieve their goals. Don’t ask for their advice if you don’t want to hear it! Involve the people who can help you get better.

360-Degree Feedback 146

360-Degree Feedback Construction Follow-up Resistance 146

Marshall Goldsmith

NOVEMBER 2, 2015

The typical advertisement or “infomercial” – designed to help people “get in shape” – provides a great example of what not to do in goal-setting. They commit to the challenge, task, or process that needs their efforts and make a plan to meet their goals. Thus, they are more likely to meet their own goal expectations.

Goal 70

Goal Succession Video Advertising 70

Marshall Goldsmith

MARCH 4, 2013

My goal is to help you learn and grow, with assistance from some of the greatest executive coaches and the most successful leaders in the world. They have already achieved megasuccess – and are fully committed to getting even better. I will share with you the same insights that I share with them. Learning to Ask.

Advice 98

Advice Drucker Learning-by-Doing Report 98

Marshall Goldsmith

SEPTEMBER 16, 2013

Our most successful coaching clients are executives who are committed to being great role models for leadership development and for living their company’s values. After reviewing their plans, I almost always encourage them to live up to their own commitments. Our goal is not to create a dependency relationship between coach and client.

Learning-by-Doing 123

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

Marshall Goldsmith

APRIL 5, 2011

By demonstrated our lack of commitment to the final decision we may sabotage the chances for effective execution. An important guideline in influencing up is to always remember your goal – make a positive difference for the organizations. Successful people love getting ideas aimed at helping them achieve their goals for the future.

Influence 139

Influence Drucker Guidelines Ethics 139

Marshall Goldsmith

OCTOBER 7, 2013

After reviewing their plans, I almost always encourage them to live up to their own commitments. This type of follow-up will assure continued progress on initial goals and uncover additional areas for improvement. I then ask them to come back with a plan of what they want to do. These plans need to come from them, not me.

Leadership 117

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

Marshall Goldsmith

JULY 12, 2016

And in each of these cases of success, at the root I see a commitment that is made. The commitment to make a change in behavior that will have the greatest positive affect on their performance and on their career. G: And I’ll respectfully see your steadfast commitment to your own teachings and books, and raise you my own dogma.

Leadership 70

Leadership Commitment Human Capital Short-term 70

Marshall Goldsmith

MAY 11, 2015

A man or woman who does not wholeheartedly commit to change will never change. Every time we enter a new situation, with its mutating who- what- when- where- and- why-specifics, we are surrendering ourselves to a new environment—and putting our goals, our plans, our behavioral integrity at risk. This should be self-evident.

Succession 70

Succession Self-aware Environment Video 70