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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
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.”
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?”
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?”
Client:
“They both feel equally strong.”
Coach:
“If neither side needed to win right now, what becomes possible in that space between them?”
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?”
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)
Client:
“I think I’m someone who wants to grow… but I’ve been afraid of that.”
Coach:
(silent – 6–8 seconds)
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.”
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.”
Below is how an assessor would evaluate this coaching.
Evidence in script:
No over-explaining
Short, precise questions
No multitasking or agenda-setting
✔ MCC marker achieved
Evidence:
Emotional (tension, fear)
Cognitive (decision conflict)
Identity (“someone who plays safe”)
✔ MCC marker achieved
Evidence:
No rigid model (no GROW forced)
Conversation evolves naturally
Coach follows client meaning shifts
✔ MCC marker achieved
Evidence:
Intentional silence after identity shift
No rushing to fill space
✔ MCC marker achieved
Evidence:
“What are you noticing?”
“What’s the confusion like for you?”
No assumptions or advice
✔ MCC marker achieved
Evidence:
No suggestions
No options offered
No “have you considered…”
✔ MCC marker achieved
Evidence:
“If neither side needed to win…”
Holding stability vs growth tension
✔ MCC marker achieved
Evidence:
Focus is meaning-making
Action emerges later naturally
No forced goal-setting
✔ MCC marker achieved
Evidence:
No urgency
No rescuing anxiety
Calm pacing
✔ MCC marker achieved
Evidence:
“Who are you when you’re not making safe choices?”
Moves beyond behaviour into being
✔ MCC marker achieved
Evidence:
Short questions
No layered explanations
One idea per question
✔ MCC marker achieved
Evidence:
Client summarises insight
Coach does not impose takeaway
✔ MCC marker achieved
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
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”
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.
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?”
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?”
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?”
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?”
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?”
Coach:
“What is becoming clearer for you as we talk about this?”
Client:
“That I’m afraid of making the wrong decision.”
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?”
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?”
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?”
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?”
✔ Clearly asks focus + desired outcome
✔ Keeps client agenda central
✔ Does not impose direction
Marker achieved: YES
✔ Calm, structured, responsive
✔ Some silence allowed but not dominant
✔ Coach remains engaged and attentive
Marker achieved: YES (solid PCC level)
✔ Reflects key words (“wasting time”, “stuck”)
✔ Picks up emotional content
✔ Asks clarifying questions
Marker achieved: YES
✔ Uses “what does that mean for you?”
✔ Explores assumptions (“wrong decision”)
✔ Expands perspective
Marker achieved: YES
✔ Mostly single, clear questions
✔ Some coaching structure present
✔ Not overly complex or abstract
Marker achieved: YES
✔ Client identifies fear of regret
✔ Client reframes decision-making approach
✔ Awareness is verbally articulated
Marker achieved: YES
✔ Does not advise
✔ Does not lead decisions
✔ Uses collaborative tone (“what feels…”, “what matters…”)
Marker achieved: YES
✔ Logical progression:
current state → emotions → assumptions → options → action
✔ Some structure still visible (PCC hallmark)
Marker achieved: YES
✔ Client identifies exploring options
✔ Coach does not prescribe action
Marker achieved: YES
✔ Summarises insight
✔ Reinforces learning
✔ Leaves ownership with client
Marker achieved: YES
Structured conversation flow
Clear questioning progression
Some guiding by coach
Moderate use of reflection
Insight is supported, sometimes prompted
Slight “coaching framework feel”
Fully emergent conversation
Minimal structure
Deep silence + presence
No steering at all
Precision timing
Identity-level depth
No visible “process”
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)
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.
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?”
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.”
Coach:
“How does that make you feel?”
Client:
“Frustrated and tired.”
Coach:
“Okay, that must be hard.”
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?”
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.”
Coach:
“What do you think is the best option?”
Client:
“I don’t know.”
Coach:
“Maybe staying is safer for now?”
Coach:
“So you’re stuck and unsure.”
Client:
“Yes.”
Coach:
“What will you do next?”
Client:
“I guess I could update my CV.”
Coach:
“Good, that’s a step forward.”
Coach:
“So today we talked about your job and updating your CV. Good session.”
Client:
“Okay, thanks.”
✔ Basic opening question used
❌ No clear contracting of outcome or success criteria
Marker: PARTIAL
✔ Some attention present
❌ Coach often shifts into advice/problem-solving
❌ Limited emotional regulation and curiosity
Marker: DEVELOPING
✔ Repeats some client words (“bored”, “stuck”)
❌ Mostly surface-level paraphrasing
❌ Misses emotional depth and meaning
Marker: BASIC
✔ Some “why” questions used
❌ Leads to assumptions instead of insight
❌ Limited exploration of meaning or identity
Marker: WEAK TO BASIC
✔ Simple questions present
❌ Closed or leading questions (“Maybe you should…”)
❌ Multiple coaching mistakes in phrasing
Marker: DEVELOPING
✔ Some coaching intent present
❌ Frequent advice-giving
❌ Solution direction imposed by coach
Marker: BELOW STANDARD RISK
✔ Client expresses feelings
❌ Insight mostly supplied by coach
❌ Client does not deeply reflect or reframe meaning
Marker: LIMITED
✔ Basic conversational exchange
❌ Coach leads conversation
❌ Little co-creation or equal partnership
Marker: DEVELOPING
✔ Surface issues explored
❌ No exploration of beliefs, identity, or values
❌ Conversation stays behavioural only
Marker: BASIC
✔ Action identified (CV update)
❌ Action suggested prematurely
❌ Not linked to deep awareness
Marker: FUNCTIONAL BUT SURFACE
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
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
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.
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
Coach:
“Before we begin, what would help you feel most comfortable and supported in this conversation today?”
(pause, listen fully)
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.”
Coach:
“What is your understanding of coaching as we begin this work together?”
(listen, reflect back if needed)
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?”
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?”
Coach:
“What feels important for you to take ownership of in this process for it to be meaningful?”
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?”
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.”
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?”
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)
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.”
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.”
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.”
✔ Clear confidentiality boundary
✔ Non-judgemental tone
✔ Emotional safety explicitly acknowledged
MCC marker: STRONG
✔ No rushing
✔ Uses pauses
✔ Responds rather than scripts
MCC marker: STRONG
✔ Asks client how coaching should work for them
✔ Invites feedback and preferences
MCC marker: MCC-LEVEL BEHAVIOUR
✔ Explicit boundaries:
no advice
no mentoring
no consulting
MCC marker: STRONG
✔ Client is framed as owner of decisions
✔ Coach is facilitator of awareness
MCC marker: STRONG
✔ Structure is flexible
✔ Adjustable in real time
✔ Not checklist-driven
MCC marker: HIGH MCC ALIGNMENT
✔ Invites client to comment on coaching style
✔ Adjusts in-session dynamics
MCC marker: MCC SIGNATURE BEHAVIOUR
✔ No over-explaining
✔ No teaching
✔ No frameworks imposed
MCC marker: STRONG
✔ Calm tone implied
✔ Normalises emotional experience
✔ No urgency
MCC marker: STRONG
✔ Confidentiality explained clearly
✔ Safety exception included
✔ Professional boundaries explicit
MCC marker: REQUIRED STANDARD MET
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
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
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?”
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.”
Coach:
“What has your experience of coaching been, if any?”
Coach (follow-up):
“And how does this way of working sound to you?”
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?”
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?”
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.”
Coach:
“What would make this coaching relationship successful for you?”
Coach:
“What responsibility do you feel you need to take in this process for it to work well for you?”
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?”
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?”
Coach:
“Before we move into the coaching itself, is there anything important we haven’t covered about how we will work together?”
Coach:
“Great. So with all that in place, where would you like to begin today?”
✔ Clear focus question
✔ Defines purpose of session
✔ Some structure present
PCC marker: STRONG
✔ Coaching defined explicitly
✔ Role boundaries stated
✔ Advice-giving explicitly excluded
PCC marker: STRONG BUT EXPLANATORY
✔ Client retains control
✔ Coach positions as facilitator
✔ Collaboration language used
PCC marker: STRONG
✔ Clear session flow explained
✔ Agenda framework provided
✔ Some predictability present
PCC marker: PCC CHARACTERISTIC (NOT MCC)
✔ Formal explanation provided
✔ Safety exception included
✔ Clear yes/no confirmation requested
PCC marker: REQUIRED STANDARD MET
✔ Ownership explicitly discussed
✔ Client asked about responsibility
PCC marker: STRONG
✔ Discomfort/emotion normalised
✔ Support needs explored
PCC marker: GOOD
✔ Roles clearly defined
✔ Coach vs client responsibilities explained
PCC marker: STRONG
✔ Structure can shift if needed
✔ Still slightly “planned framework feel”
PCC marker: DEVELOPING TOWARD MCC
✔ Clear entry into session
✔ Agenda handed back to client
PCC marker: STRONG
Explicit structure explained
Step-by-step coaching flow outlined
More “process visible”
Structure is implied, not explained
Emerges naturally in conversation
No framework presentation
Slightly formal and explanatory
“Coaching is a space where…”
More talking from coach
Minimal explanation
More questioning than telling
Language is lighter and more emergent
Present but still slightly “performing role”
Some planning visible
Fully present, no performance
No agenda holding
Coach still explains coaching
Coach defines structure
Client defines how coaching will work
Coach co-creates, not explains
“How does that sound to you?” used frequently
Agreement is checked explicitly
Agreement is continuously co-created in flow
Less formal checking, more natural alignment
Some need for clarity upfront
Structure reduces uncertainty
Comfortable entering ambiguity immediately
No need to fully define process upfront
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
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.”
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.”
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.”
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.”
Coach:
“What we talk about here is private unless there is a safety issue. Is that okay for you?”
Coach:
“We’ll talk about your situation, what’s going on, and then try to figure out what you can do next.”
Coach:
“What do you think you want to achieve from this session?”
Coach:
“What do you think you need to do to make this coaching work?”
Coach:
“Okay, so let’s try understand your situation better. What exactly is going on at work?”
Client:
“I feel stuck and frustrated.”
Coach:
“Maybe you should start looking for other jobs then.”
Coach:
“So today we spoke about your job and maybe looking for other opportunities. That’s good progress.”
✔ 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
✔ Simple explanation given
❌ Oversimplified and coach-centred
❌ No exploration of client understanding of coaching
ACC marker: BASIC
✔ Coach engaged in conversation
❌ Limited depth of listening
❌ Some steering and advice interrupts presence
ACC marker: DEVELOPING
✔ Repeats some content (“your job”)
❌ Mostly surface-level listening
❌ Misses emotional and identity-level meaning
ACC marker: BASIC
✔ Simple questions used
❌ Leading questions and advice appear
❌ Limited exploration quality
ACC marker: WEAK TO DEVELOPING
✔ Some coaching intent present
❌ Advice given (“maybe you should…”)
❌ Coach shifts into problem-solving
ACC marker: BELOW STANDARD RISK AREA
✔ Basic exploration of situation
❌ No deep insight generation
❌ No reframing or perspective shift facilitation
ACC marker: LIMITED
✔ Some collaboration language
❌ Coach leads direction heavily
❌ Client not fully in control of flow
ACC marker: DEVELOPING
✔ Simple structure present (talk → explore → action)
❌ Rigid and coach-driven
❌ No flexibility or emergence
ACC marker: BASIC
✔ Confidentiality mentioned
❌ Very brief and not fully contextualised
✔ Minimum standard met
ACC marker: ACCEPTABLE
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
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)
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
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.