Question 1

What is MGSCC?

Accepted Answer

Marshall Goldsmith Stakeholder Centered Coaching (MGSCC) is the principal institution for the Stakeholder Centered Coaching methodology developed by Marshall Goldsmith. It operates as a global network of certified coaches trained to deliver Goldsmith's behaviour-change methodology to senior executives, typically over 12 to 18 month engagements structured around stakeholder feedback. MGSCC is distinctive for its measurable, stakeholder-validated outcome model and its signature money-back guarantee — success fees are typically paid only when stakeholders confirm measurable behaviour change. The methodology is grounded in Goldsmith's observation that successful executives who fail to grow further are usually held back by a small set of interpersonal behaviours rather than by gaps in skill or knowledge.

Question 2

Who founded MGSCC?

Accepted Answer

Marshall Goldsmith codified and architected the methodology. Goldsmith is among the most recognised executive coaches in the world, a multiple-time Thinkers50 honouree, and the author of bestselling books including What Got You Here Won't Get You There (2007), Triggers (2015), MOJO (2009), and The Earned Life (2022). He has worked with senior executives at major global companies, including a long professional relationship with Alan Mulally during his tenure as CEO of Ford. MGSCC operates as the institutional vehicle for licensing and training coaches in the methodology globally; senior partners and licensees deliver the certification programs alongside Goldsmith's own work.

Question 3

What is the Stakeholder Centered Coaching methodology?

Accepted Answer

The Stakeholder Centered Coaching methodology is a structured executive behaviour-change process. The coach and executive identify a small number of behavioural change goals that matter to the executive's effectiveness; key stakeholders — peers, direct reports, manager, board members — are engaged as co-participants in the process; the coach and executive run regular FeedForward loops, soliciting future-focused suggestions rather than past-focused feedback; structured mini-surveys at intervals across the engagement track progress; and a final stakeholder evaluation determines whether measurable change has occurred. The methodology is typically delivered over 12 to 18 months and is anchored in stakeholder-validated outcomes rather than self-report.

Question 4

Is MGSCC ICF-accredited?

Accepted Answer

MGSCC is not accredited by the International Coaching Federation, EMCC, or other professional coaching bodies in the credentialing sense. MGSCC certification is an independent practitioner credential signalling competence in the Stakeholder Centered methodology specifically. Many MGSCC-certified coaches hold ICF or EMCC credentials concurrently, acquired through separate accredited training pathways. Coaches who want both should pursue the credentials independently. The MGSCC credential signals competence in delivering the Stakeholder Centered methodology rather than generalist ICF-recognised coaching competency.

Question 5

How does someone become MGSCC-certified?

Accepted Answer

MGSCC delivers a coach certification pathway for working coaches, executives, and consultants who want to certify in the methodology and join the global MGSCC network. The pathway typically involves training in the structured methodology — stakeholder engagement, FeedForward, mini-surveys, behavioural goal-setting — alongside supervised practice and assessment. Certified coaches deliver the methodology under the MGSCC license. Many combine MGSCC certification with their own ICF or EMCC credentials acquired through separate training. Specific tuition, duration, and prerequisites are published on the MGSCC website and may vary across geographies and partner licensees.

Question 6

Who uses Stakeholder Centered Coaching?

Accepted Answer

MGSCC has had particular traction in senior executive contexts where interpersonal behaviour is the principal lever and where the executive's stakeholders — board, peers, direct reports — are willing to participate in the process. The methodology is most often deployed for C-suite and senior leadership roles where the executive needs to make a specific, observable change in behaviour and where stakeholder feedback is institutionally accessible. Adoption spans technology, financial services, professional services, manufacturing, and other sectors globally. The methodology is less suited to leadership development contexts where stakeholders cannot be engaged or where the work is principally about identity, meaning, or developmental capacity rather than behaviour.

Question 7

What are the twenty habits in 'What Got You Here Won't Get You There'?

Accepted Answer

Goldsmith's principal observation is that successful executives who fail to grow further are usually held back not by gaps in skill or knowledge but by a small set of interpersonal behaviours that worked in earlier roles and become liabilities at senior levels. What Got You Here Won't Get You There identifies twenty such behaviours: winning too much, adding too much value, passing judgement, making destructive comments, starting with no but or however, telling the world how smart you are, speaking when angry, negativity, withholding information, failing to give proper recognition, claiming credit, making excuses, clinging to the past, playing favourites, refusing to express regret, not listening, failing to express gratitude, punishing the messenger, passing the buck, and an excessive need to be me.

Question 8

What is FeedForward?

Accepted Answer

FeedForward is one of Goldsmith's signature techniques. Where traditional feedback focuses on past performance — what someone did well or poorly — FeedForward focuses on future suggestions: what could be done differently going forward. The technique addresses two limitations of traditional feedback. First, people are more open to suggestions about future behaviour than to critique of past behaviour, because the future is changeable. Second, FeedForward avoids the defensive dynamics that critique can produce. In Stakeholder Centered Coaching, the executive solicits FeedForward from stakeholders at regular intervals — simple suggestions for what they could do better, framed entirely in future terms.

Question 9

When is Stakeholder Centered Coaching most useful?

Accepted Answer

MGSCC is most useful in senior executive coaching engagements where the goal is observable behaviour change, where the executive's stakeholders are willing to participate, and where measurable outcome accountability is part of the contract. The methodology has its strongest fit at the C-suite and senior leadership level. It is less suited to coaching contexts where stakeholders cannot or will not participate, to engagements where the work is principally about identity, meaning, vision, or developmental capacity rather than behaviour, to short-term or single-issue engagements, and to clinical or therapeutic concerns.

Question 10

Where is MGSCC based, and where can I learn the methodology?

Accepted Answer

MGSCC operates internationally through a network of certified coaches across multiple countries and languages. The methodology has been translated into multiple languages and adopted across global coaching practices. Foundational reading is Marshall Goldsmith's What Got You Here Won't Get You There (2007), Triggers (2015), MOJO (2009), and The Earned Life (2022), alongside the certification training materials available through the MGSCC organisation. Coaches seeking ICF or EMCC credentials in addition to MGSCC certification pursue those credentials separately through accredited training pathways.

Question 11

What does an MGSCC certification tell me about a coach?

Accepted Answer

An MGSCC certification tells you the coach has been trained in Marshall Goldsmith's Stakeholder Centered Coaching methodology — a specific, structured approach to executive behaviour change anchored in stakeholder feedback, FeedForward loops, mini-survey tracking, and a final outcome evaluation conducted by the executive's stakeholders rather than by self-report. It does not indicate ICF or EMCC accreditation; MGSCC is a proprietary methodology credential independent of those bodies. The certification signals the coach can deliver this particular structured process. What it doesn't tell you: whether they hold any general coaching credential, which sector or executive level they have worked with most, or whether the methodology is appropriate for your specific situation. Ask about ICF or EMCC credentials separately if those matter to you.

Question 12

What should I ask an MGSCC-trained coach before hiring them?

Accepted Answer

Ask whether their MGSCC certification is current and whether they are actively delivering engagements using the methodology. Ask what executive levels and sectors they have coached using the Stakeholder Centered process — fit depends on context. Ask how they structure the stakeholder engagement: who they involve, how frequently they run mini-surveys, and what triggers the final outcome evaluation. Ask whether they also hold an ICF or EMCC credential and at what level, since MGSCC certification addresses the methodology specifically, not general coaching competency. For engagements where stakeholder participation is uncertain, ask how they have handled situations where stakeholders are reluctant to engage or where organisational politics complicate the process. A detailed scoping conversation before the engagement begins is essential given the 12 to 18 month commitment this methodology typically requires.

Find a Coach

Learn More

Grow Your Practice

Training & Certification

Resources

Marshall Goldsmith Stakeholder Centered Coaching

About

Approaches coaches use

Stakeholder-Centered Coaching

Challenges our Marshall Goldsmith Stakeholder Centered Coaching coaches help clients through