Services & Pricing
Choose your entry point
Every engagement comes with the “no growth, no pay” guarantee. You pay for results — not for time.
2026 Pilot Options
Three proven ways to start
Single-Leader Proof of Concept
The most popular gateway engagement
6 months · 1 leader
"No growth, no pay" guarantee
- ✓Full MGSCC process for one VP, director, or senior manager
- ✓Monthly 1:1 coaching sessions with Dr. Marineau
- ✓Customized leadership growth plan built with stakeholder input
- ✓Anonymous monthly FeedForward + mini-360 surveys
- ✓Baseline confidential social network survey (40–60 stakeholders)
- ✓Before/after network maps with quantified influence metrics
- ✓Private executive dashboard
- ✓Final stakeholder-perceived improvement assessment
High-Potential Trio
Best ROI proof for 2026 budgeting
9 months · 3 leaders
Per-leader pricing · same guarantees as Option A
- ✓Everything in Option A — for each of the three leaders
- ✓Half-day group leadership workshop (combined session)
- ✓Cross-silo network map — reveals hidden organizational friction
- ✓Individual + combined influence dashboards
- ✓Group debrief with HR/CHRO on systemic patterns
- ✓Free extension if average improvement falls below 20%
Network-Only Diagnostic
Standalone or pre-step to coaching
2 survey waves · standalone
Standalone or pre-step to full coaching
- ✓Two waves of anonymous organizational network survey
- ✓Trust, advice, collaboration, energy, and negative tie mapping
- ✓Identifies over- and under-estimated leaders
- ✓Pinpoints hidden influencers and network bottlenecks
- ✓90-minute executive debrief with Dr. Marineau
- ✓One-page visual influence dashboard
Full Engagement
Full 12-Month MGSCC + Social Network Intelligence
Core MGSCC Process
- ✓12 monthly 1:1 coaching sessions
- ✓Customized leadership growth plan with stakeholder co-creation
- ✓Anonymous monthly FeedForward + mini-360 surveys
- ✓"No growth, no pay" guarantee on the balance
Social Network Intelligence Module
ExclusiveHighly recommended for VP and C-suite. No other coach in the region offers this.
- ✓Baseline confidential network survey (trust, advice, collaboration, energy, negative ties)
- ✓Full-color network map + blind-spot analysis
- ✓Targeted relationship goals woven into the MGSCC plan
- ✓Mid-point and final pulse surveys
- ✓Before/after network maps with quantified centrality and brokerage metrics
- ✓Private executive dashboard — one-page visual proof of expanded influence
Common Questions
What you're probably wondering
What does 'no growth, no pay' actually mean?
You pay the first half of the investment up-front. The second half is due only if your stakeholders report measurable improvement on the targeted behaviors. I collect the data independently — you can't game it, and I can't fudge it. If your stakeholders don't see improvement, you keep the balance.
How is this different from a typical executive coach?
Most executive coaches work in a closed loop between the coach and the leader. The MGSCC process opens that loop to stakeholders — the people who actually experience your leader's behavior every day. Monthly, they rate whether things are improving. They also provide forward-looking suggestions, not backward criticism. The result is behavioral change that is perceived, not just felt.
What is the Social Network Intelligence module, exactly?
Using survey instruments developed from my peer-reviewed research, I map the organization's informal network of trust, advice, collaboration, energy, and negative ties — before coaching starts and at the end. You get visual 'before and after' maps showing how your leader's position in the network changed. No other coach in the region can offer this.
Can this be done remotely?
Yes. More than 70% of MGSCC engagements today are delivered virtually. The methodology is fully designed for it. All surveys are online, and monthly sessions are via video call. Local Fargo-Moorhead clients can also meet in person.
How do I know if a leader is a good candidate?
The ideal candidate is a VP, director, or senior manager who is technically strong but has a specific behavioral pattern holding them back — or a high-potential who needs to accelerate. They need to be willing to act on stakeholder feedback. This is not a good fit for someone in crisis or someone who doesn't believe they need to change.
Not sure which option fits?
Let's have a 20-minute conversation. You tell me about the leader and the situation — I'll tell you which option makes sense and why.