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The Leadership Coaching Process (in German „8V“) has been a helpful structural coaching approach in our consulting work and also for our clients when they implement changes and drive strategy forward.
As far as the contents are concerned, these ideas did not grow “on our own turf” but rather represent a summary of inputs by some of the most outstanding leadership authors, such as:
Nany Adler, Waren Bennis, Peter Block, John Kotter and Edgar Schein (to name a few).
Simply ticking off these 8 teps in a managerial way is not sufficient – It takes Leadership!
It requires a strong personality to communicate and execute this process.
Let us take a short but closer look at this phenomenon:
What contributes to the fact that successful leaders establish a process which leads to highly engaged and motivated staff members with excellent results in a relaxed atmosphere, whereas less successful leaders are confronted with low motivation, awkward communication and tensions in the team?
The most efficient ingredient is feedback as part of a systematic coaching process and the reliance on the “Leadership Habits”.
The Leadership Habits
Leaders have this intrinsic drive to develop and follow up on creative ideas and visions.
This is anchored deeply within their personality.
They have an innate drive to:
- Foster and align people with ownership around this process.
- Find the right people, recognizing their untapped abilities.
- Provide purpose and direction with clarity and passion.
- Generate and sustain trust.
- Maintain a track record of constantly achieving excellent results.
Successful leaders follow the Leadership Coaching Process:
The Leadership Coaching Process
1. Develop a Vision
Down-to-earth vision towards future business opportunities, challenges, and objectives.
Formulated in practical, understandable terms. No “First Man on the Moon”, no “MAKE AMERICA GREAT AGAIN” – provide clear direction and an attractive, achievable goal (according to the SMART criteria).
Otherwise, you run danger of falling in Helmut Schmidt’s category of “Those who have visions should go see a doctor!”
2. Identify & Inspire Staff with Ownership
Discuss these ideas openly with staff members who have demonstrated a high degree of ownership (strong identification with goals and challenges with a high degree of fervor and self-responsibility).
3. Involve Other Stakeholders
Involve other stakeholders which you have identified with a Stakeholder Mapping process.
4. Establish Necessary Requirements
Engage these partners to evaluate crucial factors and develop a successful execution framework using SWOT analysis and Kotter’s Change Management steps.
5. Delegate Responsibilities
Delegate responsibilities according to clear goals, roles, and tasks with a high degree of “Empowerment” (self-responsibility and decision-making with little top-down interference).
(For further information – look forward to our upcoming article: “Important Elements of successful Empowerment” on Linkedin and also here on our website)
6. Foster a Culture of Trust
Build a multi-dimensional foundation of trust:
Trust in the system
Reliable processes and transparent structures.
Trust in oneself
Personal confidence and emotional poise.
Trust in the goal
Shared belief in the strategic direction.
Trust in others
Cultivating collective confidence and constructive team synergy.
7. Provide Feedback, Discuss Results
Evaluate outcomes, deliver actionable behavioral feedback, and apply your business expertise to guide future performance.
8. Establish Platform for Further Activities
Treat every outcome as a learning cycle:
- Capture lessons-learned
- Generate new ideas
- Refine and develop new vision
Following this eight-step framework guides leaders in their daily practice and helps teams fully internalize a shared approach to success.
Dr. Jim Broome
30+ years of established experience & counting
At JBC, we have refined this methodology over 30 years, training leaders worldwide to execute the 8-Step Leadership Coaching Framework.
True Leadership Development isn’t about reading frameworks – it’s about embedding them into daily corporate culture. That is precisely where we partner with enterprises.
About JBC – Jim Broome Consult:
Founded by Dr. Jim Broome (former Siemens VP for Leadership Development & Diagnostics), JBC combines decades of corporate psychology with modular coaching programs to help executives and high-performing teams turn corporate complexity into measurable performance.
