Behaviour change measured by the people around the leader, not by the coach or the coachee.
Coaching Credential
MGSCC Master Coach
Coaching Hours
8,000+
Engagement Duration
9 to 18 Months
Measurement
Stakeholder-Rated Monthly
ProventusHR offers executive coaching with structured stakeholder feedback using the Marshall Goldsmith Stakeholder Centred Coaching methodology. RK, Founder Director, is a certified MGSCC Master Coach with 8,000+ coaching hours across CXOs and senior leaders. In this approach, the coachee identifies two or three targeted leadership behaviours, involves stakeholders from the beginning, and receives structured monthly feedback on whether observable change is occurring. Behaviour change is verified by stakeholders, not by self-report.
The majority of executive coaching relies on self-report. The coach and the coachee discuss insights, intentions, and progress. The coachee reflects on how they are changing. The engagement ends with the coachee feeling more self-aware. None of this is evidence that the people around the leader experienced anything differently.
The fundamental problem is structural. When behaviour change is assessed by the person whose behaviour is supposed to be changing, you get optimism bias. Leaders consistently believe they have changed more than their stakeholders observe. The gap between self-rated change and stakeholder-rated change in leadership is well-documented and consistent.
The Marshall Goldsmith Stakeholder Centred Coaching methodology resolves this by inverting the measurement. The coachee's stakeholders , peers, direct reports, superiors , are involved from the beginning of the engagement. They are asked to provide monthly structured feedback on the two or three targeted behaviours. The trend line of stakeholder feedback is the evidence of change. Not the coach's assessment. Not the coachee's reflection.
Five structured steps over nine to eighteen months produce stakeholder-verified behaviour change in the coachee.
Step 1: Stakeholder Feedback Interview
RK conducts structured interviews with 8 to 12 of the coachee's stakeholders: direct reports, peers, and superiors. These interviews identify the two or three leadership behaviours that, if changed, would make the most significant difference to the coachee's effectiveness.
Step 2: Behaviour Commitments and Stakeholder Involvement
The coachee selects two or three targeted behaviours and communicates them to their stakeholders. Stakeholders are explicitly invited into the change process , not as observers but as co-participants in supporting the coachee's development.
Step 3: Monthly Stakeholder Check-Ins
Every month, stakeholders provide a brief structured rating on each targeted behaviour: is this person improving, staying the same, or getting worse on this specific behaviour? This produces a monthly trend line visible to both the coach and the coachee.
Step 4: Coaching Conversations
Monthly or bi-monthly coaching sessions with RK review the stakeholder feedback trend, identify what is working and what is not, and design specific actions for the next period. Sessions are grounded in the stakeholder data, not in the coachee's self-perception.
Step 5: Final Stakeholder Feedback Summary
At engagement end, a final structured stakeholder interview assesses the change across each targeted behaviour over the full engagement period. This is the verifiable evidence of change: the same stakeholders who described the starting point now describe what has shifted and to what degree.
RK holds the Master Coach certification from the Marshall Goldsmith Stakeholder Centred Coaching programme, one of the most evidence-rigorous coaching credentials available globally. The MGSCC certification requires candidates to document measurable, stakeholder-rated behaviour change in executive coaching clients across a defined number of engagements before the credential is awarded.
With 8,000+ coaching hours across CXOs and senior leaders, RK has coached leaders in BFSI, Engineering Services, IT and ITES, Manufacturing, Aviation, and the Defence sector. He is an NDA Pune alumnus, MBA from IMS Indore, and has held senior commercial and operational roles at Tata Consultancy Services, JPMorgan Chase, Jet Airways, Essar, and BPL Mobile before founding ProventusHR in 2015.
ProventusHR offers executive coaching using the Marshall Goldsmith Stakeholder Centred Coaching methodology. RK is a certified MGSCC Master Coach. The coachee identifies two or three targeted behaviours, involves stakeholders from the beginning, and receives structured monthly feedback on whether observable change is occurring. Behaviour change is measured by stakeholders, not by self-report.
Stakeholder Centred Coaching is a methodology developed by Marshall Goldsmith in which the coachee's behaviour change is verified by the stakeholders around them, not by the coach or the client. The coachee identifies targeted behaviours, involves stakeholders from the beginning, and receives monthly stakeholder feedback on whether observable change is occurring. This produces externally validated behaviour change, not self-reported growth.
RK holds the MGSCC Master Coach certification from the Marshall Goldsmith Stakeholder Centred Coaching programme. The MGSCC credential requires documented evidence of measurable, stakeholder-rated behaviour change in executive coaching clients. RK has completed 8,000+ coaching hours across CXOs and senior leaders in BFSI, Engineering Services, IT and ITES, Manufacturing, and Aviation.
In the ProventusHR MGSCC methodology, behaviour change is measured through structured monthly stakeholder check-ins. Stakeholders rate the coachee on the specific targeted behaviours, producing a trend line of stakeholder-observed change over the engagement period. This is reviewed at each coaching session and the trend data adjusts focus.
ProventusHR executive coaching engagements run nine to eighteen months. The first stakeholder check-in occurs at three months. Consistent, statistically significant stakeholder-rated improvement is typically observable at six months when the process is followed rigorously. The eighteen-month engagement is designed to produce permanent behaviour change, not temporary adjustment.
ProventusHR executive coaching is designed for CXOs, Senior Vice Presidents, Vice Presidents, and Director-level leaders who have significant organisational scope. RK has coached leaders across BFSI, IT and ITES, Engineering Services, Manufacturing, Aviation, and the Defence sector.
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Every engagement begins with a chemistry conversation between RK and the prospective coachee. No commitment required at that stage.
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