Stakeholder-centred coaching that produces visible, verified behaviour change.
Coaching Methodology
Marshall Goldsmith MGSCC
Engagement Length
9 to 12 Months
Impact Verification
Stakeholder Resurvey at Close
Industries Covered
14+ Sectors
ProventusHR delivers executive coaching for senior leaders using the Marshall Goldsmith Stakeholder Centred Coaching method. Every engagement begins with stakeholder-identified behaviour goals, progresses through structured monthly coaching sessions, and concludes with a stakeholder resurvey confirming the observed change. Confidential, bespoke, and grounded in over 25 years of senior leader advisory practice.
Most coaching is conversational. Insight is produced in the room and rarely survives the pressure of the leadership week outside it. ProventusHR uses the Marshall Goldsmith Stakeholder Centred Coaching method, which is built on a different premise: behaviour change requires stakeholder involvement, not just individual reflection.
The leader who receives feedback only from their coach develops a picture of themselves filtered through a single observer. The leader who receives structured feedback from the people who work above, alongside, and below them — and who practises specific behaviours in front of those same people between sessions — develops a picture rooted in reality. The resurvey at close confirms whether the change was observed. Not by the coachee. By the stakeholders.
Every engagement follows the same rigorous architecture. The method does not change. The behaviours, the stakeholders, and the context are specific to the leader.
Stakeholder Feedback and Behaviour Identification
The engagement opens with structured confidential feedback from 8 to 15 stakeholders across three levels: the leader's manager, peers, and direct reports. From this data, the leader and coach identify the two or three behaviours that, if strengthened, would produce the greatest leadership impact. These become the focus of every subsequent session.
Monthly Coaching Sessions
Sessions of 60 to 90 minutes, typically monthly, over 9 to 12 months. Each session opens with a structured review of the behaviour practice from the previous period. The leader reports on a specific situation, the choice made, the outcome, and the stakeholder response. The coach provides structured feedback and plans the next practice cycle.
Stakeholder Check-ins
At regular intervals, the leader conducts brief structured conversations with key stakeholders to ask what they are observing, what is working, and what they would like to see more of. These are not 360 surveys. They are live peer-coaching conversations. They accelerate the leader's development and build stakeholder investment in the outcome.
Resurvey and Documented Impact
At the close of the engagement, the same stakeholders who provided the original feedback resurvey the leader on the same behaviours. The delta between baseline and close is the documented coaching impact. For senior leaders, this produces a credible evidence record for talent reviews, succession planning, and award submissions.
A pattern of behaviour that limits credibility at the executive or board level and is visible to everyone except the leader
A significant transition: new role, expanded remit, international scope, or cultural shift requiring rapid recalibration
Stakeholder management at CXO or Board level where positional authority is insufficient
The difference between technically competent leadership and strategically influential leadership
Derailment risk in a high-potential leader identified by the organisation
What Shifts at 12 Months
The specific stakeholder-identified behaviour is observed and confirmed as changed by the same stakeholders who named it at the start
The leader's credibility at the executive and board level has measurably improved — documented, not claimed
The leader has a sustainable practice for receiving and using feedback without defensiveness
Transition is navigated with confidence, not reactivity; new stakeholders have formed a strong early view of the leader
The organisation has a documented evidence record for the next talent review cycle
Programme
2-day intensive for Directors and VPs navigating the transition from executing strategy to setting it. Builds enterprise thinking, board-level influence, and transformation leadership.
Explore ›Programme
For leaders navigating significant role transitions or recovery from a derailment event. Combines self-awareness work, stakeholder repair, and forward-looking capability build.
Explore ›Programme
Multi-month experiential leadership journey for senior leader cohorts. Complements individual coaching with peer learning, simulation and structured reflection.
Explore ›Programme
Purpose, values and authentic leadership for senior managers and directors. Builds the inner compass that makes coaching gains sustainable under pressure.
Explore ›Executive coaching for senior leaders is a one-to-one confidential engagement designed to build specific leadership behaviours identified by the leader and their stakeholders. At ProventusHR, every engagement uses the Marshall Goldsmith Stakeholder Centred Coaching method: stakeholders identify the behaviours that matter most, the leader practises those behaviours between sessions, and stakeholders rate observed change over 9 to 18 months.
Mentoring transfers the mentor's experience to the mentee. L&D programmes develop cohorts through structured design. Executive coaching builds a single leader's specific behavioural capability through one-to-one engagement, stakeholder involvement, and deliberate practice in the leader's real work context. ProventusHR coaching does not tell the leader what to do. It builds their capacity to decide and act more effectively.
Senior leaders at Director, VP, CXO and Board-sponsored levels. Leaders in significant transitions: new role, expanded remit, first cross-cultural leadership position. High-potential leaders being prepared for the next level. Leaders with specific stakeholder-identified behavioural gaps that a structured 9 to 12 month engagement can close.
The standard engagement is 9 to 12 months with monthly coaching sessions of 60 to 90 minutes. The Marshall Goldsmith method requires a minimum of 6 months to produce measurable stakeholder-rated change. Shorter engagements produce insight and intention. Only sustained practice over time produces visible, stakeholder-confirmed behaviour change.
Rama Krishna holds MGSCC Master Coach certification through the Marshall Goldsmith Stakeholder Centred Coaching programme. He has over 25 years of corporate leadership and coaching experience across BFSI, technology, engineering, pharma and professional services. He has personally coached Directors, VPs, CXOs, and MD-level leaders across 14+ industries.
Yes. ProventusHR delivers coaching via video call for leaders across geographies. The stakeholder feedback process and structured check-in cadence work effectively in a virtual format. Some leaders prefer in-person for the first two or three sessions to establish the depth of working relationship before transitioning to virtual.
At the close of every engagement, stakeholders are resurveyed on the same behaviours identified at the start. The delta between baseline rating and close-survey rating is the documented impact. For Brandon Hall award submissions, ProventusHR coaching outcomes have been independently reviewed and recognised. The impact is stakeholder-verified, not self-reported.
Start Here
Confidential. No obligation. A 45-minute conversation with RK to understand the leadership challenge and whether a coaching engagement is the right intervention.
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