What Got You Here Won't Get You There

America's most sought-after executive coach shows how to climb the last few rungs of the ladder. He discusses how the corporate world is filled with executives, men and women who have worked hard for years to reach the upper levels of management. Marshall demonstrates how:

They're intelligent, skilled, and even charismatic; But only a handful of them will ever reach the pinnacle that subtle nuances make all the difference; These are small "transactional flaws" performed by one person against another (as simple as not saying thank you enough. These often over looked behaviors lead to negative perceptions that can hold any executive back. Using Goldsmith's straightforward, jargonfree advice, it's amazingly easy behavior to change

Marshall Goldsmith was named one of the five most respected executive coaches by Forbes and a top-ten executive educator by the Wall Street Journal. He has worked with some of the most influential leaders in Fortune 500 companies. He was identified in The Economist as one of three of the most credible thought leaders in the new era of business and was named in BusinessWeek as one of the most influential practitioners in the history of leadership development.
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In a COACHING CULTURE, all members of the culture courageously engage in candid, respectful coaching conversations, unrestricted by reporting relationships, about how they can improve their working relationships and individual and collective work performance. All have learned to value and effectively use feedback as a powerful learning tool to produce higher levels of personal accountability, professional development, high-trust working relationships, continually-improving job performance, and ever-increasing customer satisfaction.

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How Do You Attract, Repel, and Retain The Right Employees

While organizational culture has been touted since the early 1990’s as essential for business success, there has been little connection between organizational culture and individual (employee – candidate) “fit”. We have found that having the knowledge of “who you are” and “who you are not” from a cultural perspective, can support the creation of an employment experience that is both authentic and congruent. By paying attention to congruence, alignment and fit, organizations can create an employment brand that will attract, retain and repel employees. This process of ensuring “fit” leads to better placements and an increase in the ROI of your Talent Management function.

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