How to Involve Stakeholders in Your Leadership Development

As a coaching engagement draws to an end, it is usual to poll the leader’s stakeholders to see if the money and time invested in the leader’s development is actually showing any results.

Sometimes, we come across cases where stakeholders claim they do not see any change in the leader's behaviour and impact.. This usually leads to a lot of disappointment - the leader feels that all the effort they have put in is not being recognised, and that the point of the engagement is lost.

On digging deeper, we inevitably find that this happens when the leader has not followed up with his stakeholders in the course of the engagement. One question we always ask stakeholders is whether they were informed by the leader that he is working on a specific leadership skill. And another question is whether in the course of the coaching engagement, the leader ever discussed the issue with them and sought their feedback and suggestions.

For leaders who stakeholders rate as not having demonstrated any behavioural change and impact, the answer is almost always “No” and “No”. On the other hand, leaders who have consistently engaged their stakeholders, both in terms of telling them what they are working on, as well as seeking their feedback and updating them, almost always get favourable ratings.

This is not new or unique. Marshall Goldsmith studied this phenomenon extensively, and used the research findings to formulate his unique stakeholder centered coaching approach. His research shows that engaging stakeholders is very important. In that study, it was found that in 60% of cases, the improvements were rated as visible and impactful when leaders consistently followed up with their stakeholders during their development journey. Conversely, less than 10% of leaders who did not engage their stakeholders, received similar ratings.

This points to the importance of shaping stakeholder perception. And engaging them in your development journey is one of the most powerful ways of shaping perception.

As a coach, I always highlight this to my clients when we start working together. But I obviously need to do a better job, because a small, but significant number of leaders I coach end up receiving disappointing feedback from their stakeholders. Fortunately, a large number of clients do take it seriously, and their effort pays off when the stakeholder ratings come in.

These are some lessons that I have learnt about picking and engaging stakeholders in a leader’s development journey:

Be strategic in selecting the right stakeholders. Two important considerations here - pick people who can see you in action. And pick people who matter - whose opinion about you can influence your growth. Even if they are not directly in your line of reporting, it pays immensely to have a number of advocates who are willing to speak up on your behalf, or put in a good word, when it counts.

Engage your stakeholders consistently. Make it a point to inform them when you start, and to keep them updated. Ask them to watch out for changes in your behaviour. When you update them, ask them if they have observed any changes in your behaviour, and whether they have any feedback or suggestions.

Seek feedback thoughtfully.  Asking for feedback is important, but one must also remember to close the loop with the person giving you feedback. In subsequent updates with your stakeholders, make sure you mention what action you took, and what results you observed. In the event that you did not act on their feedback, make sure to explain why. And your reasons for ignoring their feedback better be sound - asking for feedback and ignoring it is worse than not asking for feedback.

Remember to thank them for their support. If people are made to feel they have played an important part in your development, they become invested in the success of it - and this shapes their perception

When you invest significant time, energy and effort in developing your leadership skills, don’t overlook the importance of engaging your stakeholders in this development journey. It is a necessary step, and when done well, can positively influence how you are perceived as a leader.

What has been your experience with the role of stakeholders in your development journey? 

If you don't feel comfortable with involving others in your development, what are some of the reasons?

Leave a note in the comments below, or drop me an email.