Dr. Marshall Goldsmith  was recognized in 2011 as the  #1 leadership thinker in the world at the bi-annual  Thinkers50 ceremony sponsored by the Harvard  Business Review. Marshall is the  million-selling author or editor of 34 books, including the New York Times and Wall Street Journal bestsellers, MOJO and What Got You Here Won’t Get You There – a WSJ #1 business book and winner of the Harold Longman Award for Business Book of the Year. His books have been translated into 28 languages and become  bestsellers in ten countries.

Thought Leaders Network is pleased to partner with Marshall Goldsmith to bring you content from his Thinkers50 video blog series. Check back regularly for new guidance and inspiration from Dr. Goldsmith. You can also read articles and blog postings from Marshall that are featured in our new Thought Leader Insights series of blogs, video interviews and webinars featuring a number of Thought Leaders and industry experts in the weeks and months ahead.


Marshall Goldsmith on Triggers

Someone recently asked Marshall Goldsmith if he thinks that his latest book Triggers will people change their lives. He shares his answer to this question, and provides a great deal more insight and thought provoking comments in his new video blog. We encourage everyone to not only watch Marshall’s video blogs, but also to purchase a…

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6 Questions to Set You Up for Success

In this video blog, Marshall Goldsmith presents his thoughts on 6 questions to set you up for success. These questions can help make a difference in both your professional world as well as in your personal life. This short, informative video is part of the Thought Leaders Video Blog featuring a set of video interviews…

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Blog - #22 Why Your Boss Is a Lousy Coach

Your boss is a lousy coach. It culminates in your boss not helping you grow. There are three key reasons: 1. You are smart. You know more than the boss: You are a knowledge worker, who already knows ten times more about what you are doing than the executive does. 2. Your boss is too…

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Blog - #21 3 Questions for Building a Great Team!

Recently, I coached a team in a group session. The team members rated the team a 6.1 in terms of working together. I asked each team member to reflect on a challenge that he/she is currently having and share it with me and the group. There were about 10 people and 6 focused on changing…

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Blog - #20 Changing Perception: Coaching for Behavioral Change

It’s much harder to change others’ perceptions of our behavior than it is to change our own behavior. People’s perceptions of us are formed when they observe a sequence of actions we take that resemble one another. When other people see a pattern of resemblance, that’s when they start forming their perceptions of us. For…

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Blog - #19 Steps in the Coaching Process: Coaching for Behavioral Change

My mission is to help successful leaders achieve positive, long-term, measurable change in behavior. The following process is being used by coaches around the world for this same purpose. When these steps are followed, leaders almost always achieve positive, measurable results in changed behavior – not as judged by themselves, but as judged by pre-selected,…

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Blog - #18 What Does Uncoachable (and Unchangeable) Look Like?

Even if you are the best coach in the world, if the person you are coaching shouldn’t be coached, the coaching isn’t going to work. The good news is that the “uncoachables” are easier than you think to spot. How do you know when someone is uncoachable? How do you detect a lost cause? Following…

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Blog - #17 Ten Surefire Reasons to Try Feedforward!

Leaders have to give feedback and performance appraisals have to be made. This is a given. Yet, there are many times when feedforward is preferable to feedback in day-to-day interactions. Feedforward is a group exercise, the purpose of which is to provide individuals with suggestions for the future and to help them achieve a positive…

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Blog - #16 Put Your $$ Where Your Mouth Is!

I believe that many leadership coaches are paid for the wrong reasons. Their income is largely a function of “How much do my clients like me?” and “How much time did I spend in coaching?” Neither of these is a good metric for achieving a positive, long-term change in behavior. In terms of liking the…

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Blog - #15 Why Didn’t You Get Better? You Didn’t Follow-up!

Clearly, affirmatively, I can tell you that you will not get better if you do not follow-up. Once you’ve mastered the subtleties of asking, listening, thanking, apologizing, involving, and initiating change in your behavior, you must follow-up relentlessly! If you don’t, all your hard work is just a flash in the pan, a “program of…

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Blog - #14 Improving Your Odds for Change

If a tree falls in the forest and no one hears it fall, did it make a sound? This is the general conundrum behind why it is critical that you take the next two steps of the Leadership Is a Contact Sport behavioral change model very seriously. You’ve absolutely got to do them or this…

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Blog - #13 Respond: Leadership Is a Contact Sport

If there is one thing I know, it’s how to respond to feedback. A pioneer in the use of customized, 360 degree feedback (confidential feedback from direct reports, peers and managers) as a leadership development tool, I’ve spent the last 30 years using feedback to help people change for the better. In 1993, I received…

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