When Forbes picked their top 5 executive coaches, Marshall Goldsmith and Gary Ranker were on the list. Marilyn had the honor of working behind the scenes with Marshall Goldsmith for 15 years, and with Gary Ranker for 10 years.
“I am moved to provide the highest recommendation for Marilyn. Marilyn recently managed a coaching engagement with four very senior executives in a ‘Fortune 500‘ client of mine. She did a wonderful job of managing the work of coaches involved – and coordinating the project. The end result was positive, long-term change in behavior for the client executives – and a very positive experience for the coaches! Along with her great technical job in developing my site, Marilyn has been a pleasure to work with. She has shown the highest integrity and has handled a couple of tough situations in a very professional way.” Marshall Goldsmith, million-selling author of 33 books and world authority in helping successful leaders get even better
In 2004 Marilyn worked with Chris Coffey and Frank Wagner to become certified in what is now Stakeholder Centered Coaching. She came away with a question for Marshall: Did he have a list of the behavioral issues most often seen in executives he’s worked with? His answer came in his first mega-best-seller What Got You Here Won’t Get You There, written with Mark Reiter. Years after the book was published, she was still hearing executives reading the list for the first time and saying, “That’s me!”. Taking his cue from his mentor Peter Drucker, Marshall lists the following behaviors as “What to Stop”:
- Winning too much: The need to win at all costs and in all situations.
- Adding too much value: The overwhelming desire to add our two cents to every discussion.
- Passing judgment: The need to rate others and impose our standards on them.
- Making destructive comments: The needless sarcasm and cutting remarks that we think make us witty.
- Starting with “No,” “But,” or “However”: The overuse of these negative qualifiers which secretly say to everyone “I’m right and you’re wrong.”
- Telling the world how smart we are: The need to show people we’re smarter than they think we are.
- Speaking when angry: Using emotional volatility as a management tool.
- Negativity, or “Let me explain why that won’t work”: The need to share our negative thoughts even when we weren’t asked.
- Withholding information: The refusal to share information in order to maintain an advantage over others.
- Failing to give proper recognition: The inability to give praise and reward.
- Claiming credit that that we don’t deserve: The most annoying way to overestimate our contributions to any success.
- Making excuses: The need to reposition our annoying behavior as a permanent fixture so people excuse us for it.
- Clinging to the past: The need to deflect blame away from ourselves and onto events and people from our past; a subset of blaming everyone else.
- Playing favorites: Failing to see that we are treating someone unfairly.
- Refusing to express regret: The inability to take responsibility for our actions, admit we’re wrong, or recognize how our actions affect others.
- Not listening: The most passive-aggressive form of disrespect for colleagues.
- Failing to express gratitude: The most basic form of bad manners.
- Punishing the messenger: The misguided need to attack the innocent who are usually only trying to help us.
- Passing the buck: The need to blame everyone but ourselves.
- An excessive need to be “me”: Exalting our faults as virtues simply because they’re who we are.
As Executive Director of Marshall’s Thought Leader Partnership for Alliant International University’s Marshall Goldsmith School of Management, Marilyn met and worked with many of Marshall’s colleagues, experts in their own field of business. Among them was Gary Ranker, and a 10 year partnership began. As the coach behind the coach, Marilyn helped Gary shape his message and respond to his client’s needs. Together they published two books: Global Mindset Leadership: Navigating China and U.S. Business Cultures, and Global Mindset Coaching: Perspectives and Practices from a Coaching Pioneer. The first was to help executives from East and West to better understand each other from our coaching perspective. Marilyn felt strongly Gary had a story to tell about his role in the development of the coaching field, and his unique approach to executive coaching. This became their second book.
Another Thought Leader Marilyn met through Marshall was Ken Shelton, the ghostwriter for The 7 Habits of Highly Effective People and owner and editor of Executive Excellence magazine. Through Ken’s coaching and Marshall’s example, Marilyn learned to write and publish books, and has continued to help other thought leaders and individuals write and self publish their own contributions to the world. Marshall showed her how to find Amazon’s ranking and they saw her book Secrets of Self Publishing was #10 on Amazon.
Marilyn enjoys working with Marshall’s FeedForward concept through the Stakeholder Centered Coaching methodology because it focuses on a positive future, and helps smooth out rough edges between team members. She can work with both individuals and teams. She can also bring in Gary’s strategy of working behind the scenes to help the CEO, bringing more cohesion and focus to how the CEO’s message is implemented throughout the organization, and bringing back to the CEO insight he or she might otherwise not hear directly from the people within his or her organization.
See Coaching for Behavioral Change to learn more about the Stakeholder Centered Coaching methodology.
For more information send Marilyn a text: 760-644-2284
or a note: ThoughtLeaderTools@gmail.com
“Over the past 35 years, I have known and published many of the top consultants and executive coaches. More recently, at age 70, I have enjoyed being coached by a woman who has worked for 25 years with two of the top executive coaches, Marshall Goldsmith and Gary Ranker.
Marilyn brings a wealth of experience and proven tools and methodology to her coaching, and then adds her own special touch, including her amazing empathy, her ability to ask the right questions and listen deeply to understand.
She then explores options and draws out solutions, rather than simply prescribing canned remedies. Her one-on-one, customized and personalized coaching proves that she really cares about helping her clients make progress in areas that matter most to them in both the personal and professional domains of their lives.
I highly recommend Marilyn McLeod, an executive coach who knows how to develop authentic leadership excellence.”
Ken Shelton, CEO
Executive Excellence, LLC
“I’ve known Marilyn for many years and hear only positive comments from individuals who know her and have worked with her. She is deeply experienced in a variety of industries, and on a variety of subjects critical to executive coaching.”
Dr. Beverly Kaye
Founder and Chairwoman
Career Systems International
“Marilyn is a master of her trade. She organized and hosted Thought Leader interviews; she created an atmosphere of relaxed excitement and intellectual stimulation which everyone seemed to feel and respond to from the moment they arrived.
Marilyn McLeod is an example of pure ability in action.”
Pioneer in the field of Self-Esteem
Collaborator with Ayn Rand
“Marilyn is a talented, smart, sincere and wonderful person! I have known Marilyn for many years in various roles. I have known her to be very intent on being of great value. She gives high service and support for her clients. She has helped me in a coaching role, in my book launch and in general networking connections. I highly recommend Marilyn for a role in working with leaders to get to the next level with projects or in their businesses.”
Business and LifeStyle Consultant, Coach, Author
International Speaker at Alchemy Advisors
“Marilyn has an amazing and rare ability to recognize patterns of behaviour as a coach and distill that understanding into direct pragmatic recommended actions to improve her clients’ interpersonal relationships.
The result is that her coaching clients are more successful in both understanding themselves, more self aware, and are able to achieve their goals within business more efficiently due to a greater understanding of their social context. We have collaborated as co-authors on two books about coaching and her writing skills are extraordinary. Again because of her rare ability to recognize patterns, she is able to find the salient practical value from research and present it in a meaningful yet simplified practical manner for the reader.
I have personally seen Marilyn’s talent in action over the past decade of working together on coaching projects. It is from this vital first hand experience of Marilyn as a coaching partner that gives me the vantage to attest how extraordinary she is as a coach.”
Dr. Gary Ranker
Global CEO Coach
“Marilyn takes the time to internalize and really learn concepts before applying them. Her natural listening and attending skills make her one of the most qualified individuals I know to be a successful behavioral coach.”
Stakeholder Centered Coaching
Train the Coach Certification
“Marilyn’s 360 interviews helped our team & continue to help me as a leader. If you really want to lead, you’re not a leader unless people are following. A real leader knows whether his messages get through, or if unintended messages are coming across. It’s well worth the exercise to get real data on how key people perceive my leadership & the future direction of our firm.”