Practical Coaching Assessment

I can give you a very high-level MCC-style peer coaching script + marker mapping, but I need to be clear about one thing first:

There is no such thing as a “100% guaranteed MCC script.” MCC evaluation is based on real-time relational quality, presence, and responsiveness, not memorised phrasing. If you try to perform a script, it will usually lower your score because MCC markers are about spontaneous precision, not scripted perfection.

That said, I can absolutely give you something very useful:

• A realistic MCC-level sample coaching flow (peer coaching ready)

• A rubric mapped to ICF MCC markers

• A deconstruction showing what each line demonstrates

PEER COACHING DEMO (MCC-LEVEL STYLE)

Topic: “I feel stuck between staying in my job and changing careers”

1. Opening

Coach:
“What would make this conversation valuable for you today?”

Client:
“I feel stuck… I don’t know whether to stay in my job or change careers.”

2. Deepening presence

Coach:
“As you say that, what are you noticing in yourself right now?”

Client:
“A lot of tension… and confusion.”

Coach:
“Stay with that for a moment… what’s the confusion like for you?”

3. Emergence

Client:
“It feels like I want change… but I’m afraid of losing stability.”

Coach:
“And as you notice both wanting change and wanting stability… what stands out to you most?”

4. Holding paradox (MCC marker)

Client:
“They both feel equally strong.”

Coach:
“If neither side needed to win right now, what becomes possible in that space between them?”

5. Awareness shift

Client:
“I’ve always treated it like a decision I must get right… maybe it’s not just one or the other.”

Coach:
“What’s the new understanding forming for you?”

6. Identity-level coaching

Client:
“It feels like I’m someone who is always trying to make safe choices.”

Coach:
“And who are you when you’re not making safe choices?”

(pause)

7. Silence + emergence

Client:
“I think I’m someone who wants to grow… but I’ve been afraid of that.”

Coach:
(silent – 6–8 seconds)

8. Integration

Coach:
“What are you taking away from this conversation so far?”

Client:
“That I don’t actually need to decide immediately… I need to understand what I value more deeply.”

9. Closing

Coach:
“As you leave this conversation, what feels most important for you to hold onto?”

Client:
“That growth matters… but so does safety. I don’t have to rush the decision.”

MCC MARKING RUBRIC (ICF CORE COMPETENCY 5: PRESENCE FOCUS)

Below is how an assessor would evaluate this coaching.

1. Coach is fully present and attentive

Evidence in script:

• No over-explaining

• Short, precise questions

• No multitasking or agenda-setting

✔ MCC marker achieved

2. Coach listens at multiple levels

Evidence:

• Emotional (tension, fear)

• Cognitive (decision conflict)

• Identity (“someone who plays safe”)

✔ MCC marker achieved

3. Coach follows emergence (not structure)

Evidence:

• No rigid model (no GROW forced)

• Conversation evolves naturally

• Coach follows client meaning shifts

✔ MCC marker achieved

4. Coach works with silence effectively

Evidence:

• Intentional silence after identity shift

• No rushing to fill space

✔ MCC marker achieved

5. Coach reflects only what is present (no interpretation)

Evidence:

• “What are you noticing?”

• “What’s the confusion like for you?”

• No assumptions or advice

✔ MCC marker achieved

6. Coach trusts client intelligence fully

Evidence:

• No suggestions

• No options offered

• No “have you considered…”

✔ MCC marker achieved

7. Coach works with paradox and complexity

Evidence:

• “If neither side needed to win…”

• Holding stability vs growth tension

✔ MCC marker achieved

8. Coach evokes awareness rather than action

Evidence:

• Focus is meaning-making

• Action emerges later naturally

• No forced goal-setting

✔ MCC marker achieved

9. Coach is emotionally grounded

Evidence:

• No urgency

• No rescuing anxiety

• Calm pacing

✔ MCC marker achieved

10. Coach allows identity-level exploration

Evidence:

• “Who are you when you’re not making safe choices?”

• Moves beyond behaviour into being

✔ MCC marker achieved

11. Coach uses minimal, precise language

Evidence:

• Short questions

• No layered explanations

• One idea per question

✔ MCC marker achieved

12. Coach allows client-led closure

Evidence:

• Client summarises insight

• Coach does not impose takeaway

✔ MCC marker achieved

WHAT MAKES THIS “MCC-LEVEL” (IMPORTANT INSIGHT)

ICF MCC presence is NOT:

• Fancy language

• Deep psychology talk

• Heavy questioning

• Over-coaching

ICF MCC presence IS:

• Precision

• Timing

• Silence

• Trust

• Minimal interference

• High-quality attention

WHAT WOULD FAIL MCC LEVEL (COMMON STUDENT MISTAKES)

If this script became “non-MCC”, it would be because of:

• Over-talking

• Giving advice disguised as questions

• Interrupting silence too early

• Leading the client to insight

• Using multiple questions in one sentence

• Trying to “perform coaching”

ONE-LINE MCC SUMMARY

MCC coaching presence is the ability to stay deeply present, emotionally regulated, and minimally intrusive while trusting that client awareness will emerge without being forced, guided, or interpreted.

Below is a PCC-level peer coaching script + ICF marking rubric breakdown, aligned to what assessors actually look for in ICF Core Competencies (especially Presence, Listening, Evoking Awareness, and Partnership).

This is intentionally less “sparse” than MCC and more structured, supportive, and slightly more explicit, which is exactly what distinguishes PCC from MCC.

PCC PEER COACHING DEMO SCRIPT

Topic: “I feel stuck between staying in my job and changing careers”

1. Opening the session (contracting + focus)

Coach:
“What would you like to get out of our conversation today?”

Client:
“I feel stuck between staying in my job or changing careers.”

Coach:
“What would be most helpful to focus on in this session?”

2. Exploring current reality

Coach:
“What makes this situation feel stuck for you right now?”

Client:
“I like my job, but I’m not growing anymore.”

Coach:
“What is it about not growing that matters to you?”

3. Exploring emotions + meaning

Coach:
“How do you feel when you think about staying where you are?”

Client:
“Frustrated… like I’m wasting time.”

Coach:
“When you say ‘wasting time,’ what does that mean for you?”

4. Expanding awareness

Coach:
“What have you already tried to resolve this for yourself?”

Client:
“I’ve thought about applying elsewhere, but I keep delaying it.”

Coach:
“What do you notice about the delay?”

5. Exploring internal conflict

Coach:
“What is the main tension you are experiencing between staying and leaving?”

Client:
“Stability vs growth.”

Coach:
“What is important about stability for you?”

Coach:
“And what is important about growth for you?”

6. Creating awareness

Coach:
“What is becoming clearer for you as we talk about this?”

Client:
“That I’m afraid of making the wrong decision.”

7. Exploring assumptions

Coach:
“What would making the ‘wrong’ decision mean to you?”

Client:
“That I fail… or regret it later.”

Coach:
“What makes regret something you are trying to avoid?”

8. Shifting perspective

Coach:
“What other ways could you look at this situation?”

Client:
“I guess it doesn’t have to be permanent… I could try something and adjust.”

Coach:
“What shifts when you see it that way?”

9. Action emergence (light structure)

Coach:
“What feels like a possible next step for you?”

Client:
“Maybe I could start exploring roles without committing yet.”

Coach:
“What would taking that step give you?”

10. Closing awareness

Coach:
“What are you taking away from this conversation today?”

Client:
“That I don’t need a perfect decision, I just need to start exploring.”

Coach:
“What will you carry forward from that insight?”

PCC MARKING RUBRIC (ICF CORE COMPETENCIES)

1. Establishes coaching agreement

✔ Clearly asks focus + desired outcome
✔ Keeps client agenda central
✔ Does not impose direction

Marker achieved: YES

2. Demonstrates coaching presence

✔ Calm, structured, responsive
✔ Some silence allowed but not dominant
✔ Coach remains engaged and attentive

Marker achieved: YES (solid PCC level)

3. Demonstrates active listening

✔ Reflects key words (“wasting time”, “stuck”)
✔ Picks up emotional content
✔ Asks clarifying questions

Marker achieved: YES

4. Evokes awareness (key PCC competency)

✔ Uses “what does that mean for you?”
✔ Explores assumptions (“wrong decision”)
✔ Expands perspective

Marker achieved: YES

5. Uses appropriate questioning

✔ Mostly single, clear questions
✔ Some coaching structure present
✔ Not overly complex or abstract

Marker achieved: YES

6. Encourages client insight

✔ Client identifies fear of regret
✔ Client reframes decision-making approach
✔ Awareness is verbally articulated

Marker achieved: YES

7. Maintains partnership

✔ Does not advise
✔ Does not lead decisions
✔ Uses collaborative tone (“what feels…”, “what matters…”)

Marker achieved: YES

8. Maintains coaching flow

✔ Logical progression:

• current state → emotions → assumptions → options → action

✔ Some structure still visible (PCC hallmark)

Marker achieved: YES

9. Supports action emergence

✔ Client identifies exploring options
✔ Coach does not prescribe action

Marker achieved: YES

10. Closing the session effectively

✔ Summarises insight
✔ Reinforces learning
✔ Leaves ownership with client

Marker achieved: YES

KEY DIFFERENCE: PCC vs MCC (VERY IMPORTANT)

PCC Coaching LOOKS LIKE:

• Structured conversation flow

• Clear questioning progression

• Some guiding by coach

• Moderate use of reflection

• Insight is supported, sometimes prompted

• Slight “coaching framework feel”

MCC Coaching LOOKS LIKE:

• Fully emergent conversation

• Minimal structure

• Deep silence + presence

• No steering at all

• Precision timing

• Identity-level depth

• No visible “process”

WHAT WOULD LOWER PCC SCORE

These are common failure points:

• Too much advice-giving

• Interrupting client thinking

• Asking multiple questions at once

• Overusing coaching models mechanically

• Not exploring emotions or meaning

• Staying only at surface level (“what will you do?” only)

ONE-LINE PCC SUMMARY

PCC coaching is a structured, client-centred conversation where the coach actively listens, asks clear questions, follows a logical flow of exploration, and helps the client generate awareness and action while maintaining strong partnership and non-directive intent.

Below is an ICF ACC-level peer coaching script + marking rubric breakdown. This shows what assessors typically see at ACC level: basic structure, emerging coaching skills, but still inconsistent depth, presence, and evoking awareness.

ACC PEER COACHING DEMO SCRIPT

Topic: “I feel stuck between staying in my job and changing careers”

1. Opening (basic contracting)

Coach:
“So, what would you like to talk about today?”

Client:
“I feel stuck in my job and I don’t know if I should change careers.”

Coach:
“Okay… so you want to talk about your job situation?”

2. Exploring situation (surface level)

Coach:
“What is happening in your job right now?”

Client:
“It feels boring and I’m not growing anymore.”

Coach:
“Okay, so you’re bored.”

3. Basic feelings exploration

Coach:
“How does that make you feel?”

Client:
“Frustrated and tired.”

Coach:
“Okay, that must be hard.”

4. Light probing

Coach:
“Why do you think you feel that way?”

Client:
“I think I’ve been in the same role too long.”

Coach:
“Right… maybe you need a change?”

5. Early exploration of options

Coach:
“What could you do about this?”

Client:
“I could look for another job, but I’m not sure.”

Coach:
“Maybe you should start applying and see what happens.”

6. Problem-solving direction

Coach:
“What do you think is the best option?”

Client:
“I don’t know.”

Coach:
“Maybe staying is safer for now?”

7. Minimal reflection

Coach:
“So you’re stuck and unsure.”

Client:
“Yes.”

8. Action focus (premature)

Coach:
“What will you do next?”

Client:
“I guess I could update my CV.”

Coach:
“Good, that’s a step forward.”

9. Closing (basic summary)

Coach:
“So today we talked about your job and updating your CV. Good session.”

Client:
“Okay, thanks.”

ACC MARKING RUBRIC (ICF CORE COMPETENCIES)

1. Establishes coaching agreement

✔ Basic opening question used
❌ No clear contracting of outcome or success criteria

Marker: PARTIAL

2. Demonstrates coaching presence

✔ Some attention present
❌ Coach often shifts into advice/problem-solving
❌ Limited emotional regulation and curiosity

Marker: DEVELOPING

3. Active listening

✔ Repeats some client words (“bored”, “stuck”)
❌ Mostly surface-level paraphrasing
❌ Misses emotional depth and meaning

Marker: BASIC

4. Evokes awareness

✔ Some “why” questions used
❌ Leads to assumptions instead of insight
❌ Limited exploration of meaning or identity

Marker: WEAK TO BASIC

5. Questioning quality

✔ Simple questions present
❌ Closed or leading questions (“Maybe you should…”)
❌ Multiple coaching mistakes in phrasing

Marker: DEVELOPING

6. Coaching vs advising (major ACC distinction point)

✔ Some coaching intent present
❌ Frequent advice-giving
❌ Solution direction imposed by coach

Marker: BELOW STANDARD RISK

7. Client insight generation

✔ Client expresses feelings
❌ Insight mostly supplied by coach
❌ Client does not deeply reflect or reframe meaning

Marker: LIMITED

8. Partnership

✔ Basic conversational exchange
❌ Coach leads conversation
❌ Little co-creation or equal partnership

Marker: DEVELOPING

9. Depth of exploration

✔ Surface issues explored
❌ No exploration of beliefs, identity, or values
❌ Conversation stays behavioural only

Marker: BASIC

10. Action orientation

✔ Action identified (CV update)
❌ Action suggested prematurely
❌ Not linked to deep awareness

Marker: FUNCTIONAL BUT SURFACE

KEY CHARACTERISTICS OF ACC LEVEL COACHING

ACC coaching typically looks like:

• Conversation is linear and simple

• Coach often asks “why” and “what will you do?”

• Coach may slip into advice or suggestions

• Emotional depth is lightly explored

• Awareness is limited or coach-driven

• Structure is present but rigid or inconsistent

• Presence is developing, not fully embodied

WHAT WOULD FAIL ACC LEVEL

Common failures include:

• Strong advising (“you should…”)

• No coaching agreement

• No listening beyond words

• No curiosity or follow-up questions

• Dominating the conversation

• No reflection of client language

• No exploration of meaning or feelings

ONE-LINE ACC SUMMARY

ACC coaching is an emerging coaching conversation where the coach demonstrates basic listening, asks simple questions, and supports surface-level awareness and action, but still frequently defaults to advice, structure, or problem-solving rather than deep coaching presence.

QUICK COMPARISON (ACC vs PCC vs MCC)

Level

Focus

Coach Behaviour

ACC

Task + basic understanding

Asks simple questions, sometimes advises

PCC

Structured coaching flow

Clear listening, exploration, awareness

MCC

Emergent presence

Minimal, precise, deeply present coaching

Below is a high-level MCC-style script for establishing the coaching relationship, macro-contracting, roles, confidentiality, structure, and coaching boundaries.

This is designed to sound like a real MCC-level intake conversation, not a checklist. MCC here is about:

• clarity without rigidity

• presence without over-explaining

• contracting without controlling

• authority without dominance

MCC-LEVEL RELATIONSHIP ESTABLISHMENT & MACRO CONTRACTING SCRIPT

Topic: First coaching session / relationship setup

1. Opening presence (no agenda imposition)

Coach:
“Before we begin, what would help you feel most comfortable and supported in this conversation today?”

(pause, listen fully)

2. Establishing what coaching is (non-prescriptive, client-centred)

Coach:
“Just to align us, coaching is a space where I don’t advise, teach, or direct you. My role is to support your thinking, awareness, and decisions through questions, reflection, and presence.”

“What it is not is counselling, mentoring, or consulting where solutions are provided from me.”

3. Checking client understanding of coaching

Coach:
“What is your understanding of coaching as we begin this work together?”

(listen, reflect back if needed)

4. Clarifying client expectations

Coach:
“What are you hoping coaching will support you with?”

Coach (follow-up MCC-style depth):
“And what would success look like for you—not just in outcomes, but in how you experience yourself through this process?”

5. Establishing roles (equal partnership)

Coach:
“In this space, you bring your life, context, choices, and responsibility for your decisions. I bring full presence, attention, reflection, and questions that may help you see things differently.”

“How does that way of working sit with you?”

6. Client responsibility and ownership

Coach:
“What feels important for you to take ownership of in this process for it to be meaningful?”

7. Confidentiality (clear, calm, not legalistic)

Coach:
“What we discuss here is confidential and stays between us, unless there is a legal or ethical requirement where safety is involved. If anything ever arises that affects confidentiality, I will be transparent with you.”

“How does that feel for you?”

8. Structure of sessions (light, flexible MCC framing)

Coach:
“Sessions are typically led by what feels most important for you in the moment. Sometimes we will explore deep awareness, sometimes we’ll focus more on decisions or action—but always guided by what emerges for you.”

“There is no fixed script we need to follow.”

9. Working style (presence + emergence)

Coach:
“I may sometimes ask questions, reflect what I notice, or offer observations—but I will always check in that it is useful for you.”

“What kind of coaching style supports you best when you’re thinking deeply?”

10. Checking fit / partnership alignment

Coach:
“As we start this work together, what do you need from me in order to feel fully supported and challenged in a way that helps you grow?”

(pause, fully listen)

11. Meta-awareness of coaching process (MCC marker)

Coach:
“If at any point the coaching doesn’t feel useful, or you want to change how we work together, I invite you to say so directly. We can adjust in real time.”

12. Emotional and psychological safety

Coach:
“You may experience clarity, discomfort, emotion, or silence during sessions. All of that is welcome here.”

“What matters is that you feel safe enough to think honestly.”

13. Closing the contract moment

Coach:
“So as we begin, what feels most important for you to hold in mind about how we will work together?”

(client responds)

Coach (light reflection):
“Great. Let’s work from that together.”

MCC MARKER BREAKDOWN (ICF CORE COMPETENCIES FOCUS)

1. Establishes trust and safety

✔ Clear confidentiality boundary
✔ Non-judgemental tone
✔ Emotional safety explicitly acknowledged

MCC marker: STRONG

2. Demonstrates presence in contracting

✔ No rushing
✔ Uses pauses
✔ Responds rather than scripts

MCC marker: STRONG

3. Co-creates relationship

✔ Asks client how coaching should work for them
✔ Invites feedback and preferences

MCC marker: MCC-LEVEL BEHAVIOUR

4. Clear role distinction (coach vs client)

✔ Explicit boundaries:

• no advice

• no mentoring

• no consulting

MCC marker: STRONG

5. Equal partnership

✔ Client is framed as owner of decisions
✔ Coach is facilitator of awareness

MCC marker: STRONG

6. Emergent contracting (not rigid)

✔ Structure is flexible
✔ Adjustable in real time
✔ Not checklist-driven

MCC marker: HIGH MCC ALIGNMENT

7. Meta-coaching awareness

✔ Invites client to comment on coaching style
✔ Adjusts in-session dynamics

MCC marker: MCC SIGNATURE BEHAVIOUR

8. Minimal interference

✔ No over-explaining
✔ No teaching
✔ No frameworks imposed

MCC marker: STRONG

9. Emotional intelligence and grounding

✔ Calm tone implied
✔ Normalises emotional experience
✔ No urgency

MCC marker: STRONG

10. Ethical clarity

✔ Confidentiality explained clearly
✔ Safety exception included
✔ Professional boundaries explicit

MCC marker: REQUIRED STANDARD MET

WHAT MAKES THIS MCC-LEVEL (IMPORTANT)

This is MCC because it:

• does NOT over-explain coaching theory

• does NOT dominate the space

• does NOT rush to structure

• does NOT “perform authority”

• instead creates:

  • relational safety

  • shared ownership

  • real-time adaptability

  • deep clarity of roles

ONE-LINE MCC SUMMARY

MCC contracting is a co-created, present, and flexible establishment of relationship boundaries where the coach creates safety, clarity, and partnership without rigidity, authority bias, or over-structuring the coaching space.

Below is a PCC-level macro contracting + relationship establishment script, followed by a clear MCC comparison section so you can see exactly what shifts at higher mastery level.

This reflects how PCC coaching is typically assessed:

• structured but flexible

• clear but not over-explained

• client-centred but still somewhat “process-visible”

• coach may still guide more than MCC

PCC LEVEL MACRO CONTRACTING SCRIPT

Topic: First session – establishing coaching relationship

1. Opening the relationship

Coach:
“Welcome. Before we begin, what would you like to focus on in today’s session?”

Client:
“I want to talk about feeling stuck in my job.”

Coach:
“Okay. What would you like to achieve from this conversation today?”

2. Introducing coaching (clear but slightly structured)

Coach:
“Just to set us up, coaching is a space where I will ask questions, reflect what I hear, and support your thinking. You stay in control of the direction and decisions.”

“I won’t be giving advice, but I may offer observations if they’re useful.”

3. Clarifying understanding of coaching

Coach:
“What has your experience of coaching been, if any?”

Coach (follow-up):
“And how does this way of working sound to you?”

4. Defining roles

Coach:
“In this relationship, you bring your experience, challenges, and goals. I bring structure, listening, and questions to help you explore and gain clarity.”

“How does that division of roles sit with you?”

5. Confidentiality (clear and slightly formal)

Coach:
“Before we continue, I want to confirm that everything we discuss is confidential, except where there is a legal or safety requirement to share information.”

“Is that clear for you?”

6. Coaching structure

Coach:
“Typically, we will start with what you want to focus on, explore your current situation, look at what’s getting in the way, and then identify possible next steps.”

“However, we can adapt this depending on what emerges in the session.”

7. Client expectations

Coach:
“What would make this coaching relationship successful for you?”

8. Responsibility and ownership

Coach:
“What responsibility do you feel you need to take in this process for it to work well for you?”

9. Partnership framing

Coach:
“This is a collaborative process. I won’t be directing your decisions, but I will support you in thinking clearly and deeply.”

“How does that sound to you?”

10. Emotional safety and engagement

Coach:
“Sometimes coaching can bring clarity, and sometimes it can bring discomfort or emotion. That’s all part of the process.”

“What support do you need from me to feel safe in this space?”

11. Checking alignment

Coach:
“Before we move into the coaching itself, is there anything important we haven’t covered about how we will work together?”

12. Transition into coaching

Coach:
“Great. So with all that in place, where would you like to begin today?”

PCC MARKING RUBRIC (CONTRACTING FOCUS)

1. Establishes coaching agreement

✔ Clear focus question
✔ Defines purpose of session
✔ Some structure present

PCC marker: STRONG

2. Explains coaching clearly

✔ Coaching defined explicitly
✔ Role boundaries stated
✔ Advice-giving explicitly excluded

PCC marker: STRONG BUT EXPLANATORY

3. Demonstrates partnership

✔ Client retains control
✔ Coach positions as facilitator
✔ Collaboration language used

PCC marker: STRONG

4. Uses structure appropriately

✔ Clear session flow explained
✔ Agenda framework provided
✔ Some predictability present

PCC marker: PCC CHARACTERISTIC (NOT MCC)

5. Clarifies confidentiality and ethics

✔ Formal explanation provided
✔ Safety exception included
✔ Clear yes/no confirmation requested

PCC marker: REQUIRED STANDARD MET

6. Invites client responsibility

✔ Ownership explicitly discussed
✔ Client asked about responsibility

PCC marker: STRONG

7. Emotional safety acknowledged

✔ Discomfort/emotion normalised
✔ Support needs explored

PCC marker: GOOD

8. Coaching relationship clarity

✔ Roles clearly defined
✔ Coach vs client responsibilities explained

PCC marker: STRONG

9. Some flexibility present

✔ Structure can shift if needed
✔ Still slightly “planned framework feel”

PCC marker: DEVELOPING TOWARD MCC

10. Transition into coaching

✔ Clear entry into session
✔ Agenda handed back to client

PCC marker: STRONG

KEY DIFFERENCES: PCC vs MCC CONTRACTING

1. STRUCTURE

PCC:

• Explicit structure explained

• Step-by-step coaching flow outlined

• More “process visible”

MCC:

• Structure is implied, not explained

• Emerges naturally in conversation

• No framework presentation

2. LANGUAGE STYLE

PCC:

• Slightly formal and explanatory

• “Coaching is a space where…”

• More talking from coach

MCC:

• Minimal explanation

• More questioning than telling

• Language is lighter and more emergent

3. PRESENCE

PCC:

• Present but still slightly “performing role”

• Some planning visible

MCC:

• Fully present, no performance

• No agenda holding

4. COACH AUTHORITY

PCC:

• Coach still explains coaching

• Coach defines structure

MCC:

• Client defines how coaching will work

• Coach co-creates, not explains

5. DEPTH OF CO-CREATION

PCC:

• “How does that sound to you?” used frequently

• Agreement is checked explicitly

MCC:

• Agreement is continuously co-created in flow

• Less formal checking, more natural alignment

6. CONFIDENCE IN UNCERTAINTY

PCC:

• Some need for clarity upfront

• Structure reduces uncertainty

MCC:

• Comfortable entering ambiguity immediately

• No need to fully define process upfront

ONE-LINE PCC SUMMARY

PCC macro contracting is a structured, clear, and collaborative establishment of the coaching relationship where roles, confidentiality, expectations, and session flow are explicitly defined while still maintaining client ownership and flexibility.

Below is an ICF ACC-level macro contracting + relationship establishment script, followed by a marking rubric breakdown and key differences vs PCC/MCC.

ACC level is characterised by:

• basic clarity

• limited depth of contracting

• coach-led structure

• some coaching principles present, but inconsistently applied

• occasional advice or directional framing

ACC LEVEL MACRO CONTRACTING SCRIPT

Topic: First coaching session – relationship setup

1. Opening the session

Coach:
“So, what do you want to talk about today?”

Client:
“I feel stuck in my job and I don’t know what to do.”

Coach:
“Okay, let’s talk about your job then.”

2. Basic explanation of coaching

Coach:
“Coaching is where I ask you questions to help you think about your situation and find solutions.”

“I won’t tell you what to do, but I’ll help you figure things out.”

3. Light check of understanding

Coach:
“Have you done coaching before?”

Client:
“No.”

Coach:
“Okay, so this will just be me asking you questions to help you think through things.”

4. Basic roles definition

Coach:
“My role is to guide you through questions and help you find answers. Your role is to be open and honest so we can explore your situation.”

5. Confidentiality (simple and brief)

Coach:
“What we talk about here is private unless there is a safety issue. Is that okay for you?”

6. Light structure introduction

Coach:
“We’ll talk about your situation, what’s going on, and then try to figure out what you can do next.”

7. Goal focus (coach-led)

Coach:
“What do you think you want to achieve from this session?”

8. Responsibility (light exploration)

Coach:
“What do you think you need to do to make this coaching work?”

9. Transition into coaching (some direction)

Coach:
“Okay, so let’s try understand your situation better. What exactly is going on at work?”

10. Early advice leakage (common ACC trait)

Client:
“I feel stuck and frustrated.”

Coach:
“Maybe you should start looking for other jobs then.”

11. Closing (basic summary)

Coach:
“So today we spoke about your job and maybe looking for other opportunities. That’s good progress.”

ACC MARKING RUBRIC (ICF CORE COMPETENCIES)

1. Establishes coaching agreement

✔ Basic question asked (“What do you want to talk about?”)
❌ No clear contracting of outcome or success criteria
❌ No deeper exploration of expectations

ACC marker: PARTIAL

2. Explains coaching

✔ Simple explanation given
❌ Oversimplified and coach-centred
❌ No exploration of client understanding of coaching

ACC marker: BASIC

3. Presence

✔ Coach engaged in conversation
❌ Limited depth of listening
❌ Some steering and advice interrupts presence

ACC marker: DEVELOPING

4. Listening

✔ Repeats some content (“your job”)
❌ Mostly surface-level listening
❌ Misses emotional and identity-level meaning

ACC marker: BASIC

5. Questioning

✔ Simple questions used
❌ Leading questions and advice appear
❌ Limited exploration quality

ACC marker: WEAK TO DEVELOPING

6. Coaching vs advising (critical ACC gap)

✔ Some coaching intent present
❌ Advice given (“maybe you should…”)
❌ Coach shifts into problem-solving

ACC marker: BELOW STANDARD RISK AREA

7. Evoking awareness

✔ Basic exploration of situation
❌ No deep insight generation
❌ No reframing or perspective shift facilitation

ACC marker: LIMITED

8. Partnership

✔ Some collaboration language
❌ Coach leads direction heavily
❌ Client not fully in control of flow

ACC marker: DEVELOPING

9. Structure

✔ Simple structure present (talk → explore → action)
❌ Rigid and coach-driven
❌ No flexibility or emergence

ACC marker: BASIC

10. Ethics and confidentiality

✔ Confidentiality mentioned
❌ Very brief and not fully contextualised
✔ Minimum standard met

ACC marker: ACCEPTABLE

KEY CHARACTERISTICS OF ACC MACRO CONTRACTING

ACC contracting typically looks like:

• Basic introduction to coaching

• Coach explains rather than co-creates

• Structure is simple and linear

• Focus is on “what’s the problem?”

• Early move into action or advice

• Limited exploration of expectations

• Minimal depth of partnership creation

WHAT WOULD FAIL ACC LEVEL (COMMON FAILURES)

A candidate would likely fail if they:

• Do not mention confidentiality at all

• Only give advice instead of coaching

• Do not ask any questions about client goals

• Do not define coaching at all

• Dominate conversation without listening

• Show no coaching intent (pure conversation or mentoring)

KEY DIFFERENCE SUMMARY

ACC vs PCC vs MCC (CONTRACTING ONLY)

Level

Structure

Coach Role

Depth

Language

ACC

Basic, linear

Directive/leading

Surface level

Simple, sometimes advising

PCC

Clear, structured

Facilitator

Moderate depth

Professional, consistent

MCC

Emergent, co-created

Fully present partner

Deep + identity level

Minimal, precise, adaptive

ONE-LINE ACC SUMMARY

ACC macro contracting is a basic, coach-led introduction to coaching that explains roles, confidentiality, and structure in a simple way while beginning to explore client goals, but still lacks depth, consistency, and true co-created partnership.