How do you measure the success of your leadership development initiatives?
Primary Focus
Leadership Development via Stakeholder-Centred Coaching
Andrew Gemmell specialises in Marshall Goldsmith's Stakeholder Centred Coaching methodology. This is a systemised approach which focuses on creating measurable behavioural change through consistent stakeholder feedback, and intermittent survey’s (which measure the level of change).
This methodology ensures leadership development translates into observable workplace impact, with any changes validated by those who work alongside the leader every day.
Why use SCC?
The leader is building stronger connections with their team, peers and direct report, and it is the ultimate process in leading through example.
The leader is tapping into a reservoir of information and suggestions for improving their leadership, which most leaders may only access on the odd occasion.
SCC builds strong follow up habits in the behavioural change process.
Stakeholders are not only part of the development, but have a ‘ringside seat’ to how they might approach their own leadership development when the time comes.
For buyer protection and risk mitigation, our fee structure is success-driven - with 80% of payment tied directly to measurable outcomes.
What is often the leaders' biggest hesitation about coaching? Time commitment. That's why each 12-month assignment is structured to require minimal time from the leader and team while still delivering evidence-based, proven results.
With a success rate of 95% across 11,000 people, the system has produced outstanding results across the globe.
As a Marshall Goldsmith Stakeholder Centred Coach (MGSCC), I am learning and have access to mentoring and learning from Frank Wagner and Chris Coffey, Marshall’s business partners and co-founders of MGSCC, along with a large community of Master Coaches.
Other Services
People Experience Strategy: Treating Employees as Your Most Valuable Customers
We take a holistic view of organisational people experience, applying a customer-centric lens to how companies engage with their most valuable asset — their people.
Drawing from his fractional leadership experience, Andrew can help organisations examine whether they're providing the experiences, development opportunities, and support that matter most to their workforce. Just as businesses invest in understanding what customers value, we can guide organisations to apply this same strategic thinking internally. If customers have a poor service experience they will move — the same could be said for employees.
Specific elements of this include leadership, succession planning, performance coaching (mindset), adaptability and recruitment. All of these elements contribute towards ‘building culture’.
Recruitment Advisory & Services
Andrew offers a hybrid augmented recruitment & retained search model, built for high-performing firms in architecture, services & structural engineering, and construction & property.
These services can adapt and stay relevant across project ramp-ups, restructures, and strategic growth.
Background & Experience
Having a unique blend of experience and commercial insight to this area of talent development, recruitment and the people experience:
Firsthand Internal Industry Expertise – Working as the fractional lead inside a commercial architecture firm as the Manager of People & Professional Development, Andrew understands the nuances of working with owners and senior management on a wide range of people-related initiatives in the architectural sector and the broader professional services environment.
Wholistic View of Talent Development & the People Experience - Having worked across all of levels of employee’s from graduates to senior executives, delivering value based initiatives to individuals, teams and the overall business, we take a whole view perspective. By way of some example’s this has included digitalising processes, implementing new processes through to bespoke learning and team coaching initiatives.
A Business Owner’s Perspective – Having owned and operated businesses in professional services, I understand the strategic decision-making process, commercial considerations, the challenges that come with scaling and maintaining talented teams, and what drives commercial success.
Deep Recruitment Knowledge – With over 20 years in the recruitment industry, I use this experience in how to identify and assess talent, consistent with a companies needs.
Relationships & Service
At Plinth Partners, everything we do is built on trust & relationships and delivering value.
Trust and relationships aren’t built overnight. They require consistency, transparency, reliability, credibility and genuine commitment.
That is the foundation of how we work. We will play the long game.
We take the time to truly understand a business—its culture, its people, and its challenges—because deeper insight leads to better outcomes.
The same philosophy applies to the professionals we support in exploring new opportunities.
It’s about more than just a ‘job match’; it’s about aligning people with the right environments, for their career and commercial success.
