The people around you are the proof.
Behavioral change and structural influence — both measured through the people around you, not through self-report. You can’t coach what you can’t see; we make it visible, then prove it moved.
Toggle the lens. The gap is the coaching.
Most leadership coaching is invisible. You complete sessions, frameworks, and personality assessments — and no one around you can tell anything changed. The investment was made. Nothing shifted.
360 feedback tells you what was wrong. It doesn’t create accountability for what comes next. Your colleagues fill out a form and return to assuming nothing will be different.
We take a different approach — two independent measures of the same question: is your impact on others actually changing? Monthly stakeholder ratings track whether your behavior is improving. Network surveys map whether your structural influence is shifting. Neither asks you to assess yourself. The people around you decide.
The MGSCC + Network process.
Stakeholder interviews & baseline
You identify potential stakeholders. Dr. Marineau interviews them briefly for an independent read on your strengths and gaps — and they complete the initial network survey. Your behavioral picture and network baseline both emerge here.
Set goals & enroll
Based on the interview data, you select 1–2 behavioral targets and/or network goals. Those same stakeholders formally commit to monthly FeedForward input — your accountability engine.
Monthly FeedForward
Each month, your stakeholders rate perceived improvement and give one forward-looking suggestion — on behavior, network positioning, or both. No judgment, only future focus.
Measure & prove
Final stakeholder interviews and network survey. Before-and-after data quantifies your behavioral change and network repositioning — two independent signals of the same shift.
Four tools. Two measures of change.
Stakeholder FeedForward system
Monthly structured input from 8–12 colleagues. Turns behavioral goals into shared accountability — not performance review, not feedback. Future-focused only.
Executive dashboard
One view: perception scores over time, behavior-improvement trends, network diagnostic snapshots. Designed for the leader, not HR.
Social network analysis
Stakeholders complete an anonymous survey mapping trust, advice, energy, and negative ties — separate from behavioral ratings. Repeated at the end. The structural shift is independent evidence.
Mini-survey measurement
An MGSCC-validated tool. Stakeholders rate targeted behaviors at start and end, yielding a quantified improvement score — the basis of the guarantee.
Behavioral change, visible in structure.
Not more connections — reconfiguration that reveals influence, position, and potential.
Where you sit relative to information flow and decision clusters — and whether that matches your formal role.
Whether you span silos — reducing friction, enabling cross-team action, and creating leverage others can't see.
Which relationships create forward momentum and which create drag — mapped independently by the people in them.
The track record.
of leaders measurably improve on targeted behaviors
average improvement score across active engagements
of behavioral change sustained long-term
Fortune 500 companies where this process has worked
No improvement, no pay.
You pay the first half up front. The second half is due only if your stakeholders report measurable improvement in the targeted behaviors. Not partial credit — if they don’t see it, you keep the balance.
Measured via the MGSCC stakeholder mini-survey at start and end. Your stakeholders decide — not the coach.
Choose your starting point.
Every engagement begins with a 20-minute conversation. We figure out together which format fits.
Network Diagnostic
An anonymous network survey mapping trust, advice, energy, and negative ties. Reveals where you sit in the informal organization — before committing to coaching.
Learn more →Behavioral Coaching
Stakeholder-rated behavioral change. You select 1–2 goals; your colleagues rate monthly improvement and give forward-looking suggestions. Guaranteed.
Learn more →MGSCC + Network
Behavioral coaching and network analysis together. The diagnostic shapes the engagement. Two independent signals — how your stakeholders perceive your behavior and where you sit structurally — both confirm the change happened. No other coach in this space offers this.
See the full picture →Team Coaching
For leadership teams that need to improve how they work together. Network analysis reveals group dynamics no survey question can capture.
Coaching for professionals with ADHD.
The same network-based method applied to the workplace challenges ADHD creates — relationship friction, misread communication, network positioning. Measurable change, confirmed by the people around you.
Learn about ADHD coaching →instruments
Ready to see the full picture?
No pitch. A 20-minute conversation about you and your situation — and which measure makes sense to start with.