Stop Spinning Your Wheels and

Start Growing Great Leaders




Increased Trust and Alignment

Improved Productivity

Happier Team Members

The Most Common Obstacles to Growing Leaders

Can you relate to these struggles?

Lack of

Engagement and Interaction

Are your leaders engaged in their growth over and extended time frame?

Lack of

Assessment and Feedback

Is progress measured along with regular feedback as part of their development?

Lack of

Follow-Up and Reinforcement

Do your leaders get the ongoing reinforcement to sustain their development? 

I’m Here to Help

Stephen Moulton, Marshall Goldsmith Stakeholder Centered Coach

Just imagine you and your leaders getting better results and more engaged employees, by developing key behaviors for success.

Imagine tackling such issues as, developing  trust and respect, delegation, accountability, and many others.

Now imagine having a leadership coach working with you or your leaders for 6 months, using a proven system that has a 95% success rate, and unless they improve, I don’t get paid.

Most development efforts fall short in attaining sustained behavioral change and growth. Which is why we use Marshall Goldsmith’s Stakeholder Centered Coaching.

I’d love to show you how we can take good leaders and make them great leaders. Plus, creating a positive culture change.




Why Stakeholder Centered Coaching?

Proven 95% Success Rate

What Does the Process Look Like?

We focus on a leadership growth area important to the leader and the organization.

Leaders engage stakeholders as a support for engagement and accountability.

We use stakeholders’ suggestions and input for action planning for the leader.

It promotes change by monthly feedback and suggestions from stakeholders.

It measures the leader’s growth as perceived by the stakeholders using mini surveys.

How We Do It

 Step 1

360 Assessment and Make a plan

Step 2

Execute the plan and Engage Stakeholders

Step 3

Mini-360 Surveys to Measure Progress

Selecting a Leadership Coach can be Scary.

We take the scary out of the equation.

Our no worry policy is that if there is ...

No Growth, We Don’t Get Paid

As an organization you have nothing to lose and everything to gain.

We will measure with a mini survey at about 6 months and 1 year.

If the leader doesn’t improve, as measured by the stakeholders.

We Don’t Get Paid.

Who We Don’t Work With

Lack of Commitment

If a leader is not willing to make a sincere effort to change. 

Lack of Courage or Humility

They fear checking in with stakeholders, and make have excuses for not doing so.

Wrong Background

If the person lacks functional skills to do their current job, or is about to be let go.

Ethics Problem

If the person has an ethical or integrity issue. We are only about improving behavior, not ethics or beliefs.

Who We Do Work With


We work with leaders who meet the following criteria:

They have achieved success.

They want to focus on development of leadership behaviors.

They are really motivated to change and willing to make a sincere effort to change.

They are willing to implement the disciplined process.

They have not been written off by their organization

They want to work with a coach to become even more effective.

Our View of Leadership Development

Do Nothing is always an option, let’s just hope the leader figures is out in time.

Leadership Training (in-person and  on-line) is great for imparting information. It fails to make a positive behavior change.

I’ve seen it time and time again. The company puts leaders through a workshop and they are all pumped up. Then the leaders go back to the workplace, and in a short time, they revert to the same habits and behavior as before.

Traditional Coaching has a greater impact on behavior, because it is more focused and a longer duration to cement a change. Yet the coach is seldom immersed in the culture or issues of the organization. Who is immersed in the culture and issues?  The Stakeholders, they are usually the ones most impacted by the leader’s behavior.

Stakeholder Centered Coaching solves both problems, by having stakeholders help identify development needs, providing Feedforward ideas, provide real time course correction, and encourage the leader’s progress. An additional advantage it often a culture change beyond the development of the leader.

Call (303) 439-2001

Action Insight, Inc. –

Broomfield, Colorado 80020

Click here to contact us by e-mail

© 1997-2024 Action Insight, Inc.