Marshall Goldsmith’s questions are structured leadership tools designed to drive behavioural discipline, alignment, and measurable improvement.
While many leaders know Marshall for Stakeholder Centered Coaching, his structured question frameworks are equally powerful. They are not reflective exercises. They are behavioural control systems.
Three distinct question sets address three different leadership challenges:
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- Daily Questions – internal accountability
- The Six-Question Process – vertical alignment
- Delegation Questions – execution clarity
Used consistently, they strengthen leadership effectiveness at multiple levels.
1. Daily Questions: Measuring Effort, Not Outcome
The Daily Questions are a personal discipline tool.
They are framed around effort rather than outcome:
- Did I do my best to set clear goals?
- Did I do my best to make progress toward achieving the direction/goals?
- Did I do my best to find meaning?
- Did I do my best to be happy?
- Did I do my best to build positive relationships?
- Did I do my best to be fully engaged?
The key distinction is subtle but powerful.
These questions do not ask: “Did I achieve the goal?”
They ask: “Did I do my best?” This shifts attention to controllable behaviour. It reduces excuse-making. It reinforces agency.
For senior leaders operating in volatile environments, outcomes are often influenced by external factors. Effort, focus, and engagement remain within personal control.
Used daily, these questions create internal measurement discipline — complementing the external validation process withinMarshall Goldsmith Stakeholder Centered Coaching.
2. The Six-Question Process: Strategic Alignment with Direct Reports
The Six-Question Process is designed for structured conversations between leaders and their senior reports. It creates clarity, alignment, and mutual accountability.
The six questions are:
- Where are we going?
- Where are you going?
- What is going well?
- What are the key suggestions for improvement?
- How can I help?
- What suggestions do you have for me?
This framework prevents drift.
It ensures:
- Alignment between organisational direction and team priorities
- Recognition of progress
- Constructive forward-looking improvement
- Upward feedback to the leader
The final two questions are particularly important. They signal humility and openness. They institutionalise dialogue rather than dependency.
In complex organisations, misalignment often emerges not from incompetence, but from unspoken assumptions. This structured conversation reduces ambiguity and strengthens execution.
It supports the broader behavioural focus outlined in the MGSCC 7-step methodology guide.
3. Delegation Questions: Clarifying Responsibility and Decision Rights
Delegation frequently fails due to ambiguity rather than ability. The delegation question set addresses this directly:
- What are the key areas of responsibility for each team member?
- Are there areas where I can let go more?
- Are there areas where I need to be more involved?
- Do you see me doing tasks I do not need to do?
- What support do you need from me to succeed?
- How do you feel about taking on this responsibility?
These questions clarify:
- Decision rights
- Ownership
- Escalation boundaries
- Resource needs
They reduce micro-management while maintaining accountability. Unclear delegation creates political friction and execution bottlenecks. Structured questioning restores clarity.
This reinforces the system integrity that underpins effective leadership behaviour change.
How These Frameworks Strengthen Stakeholder-Centered Coaching
Marshall Goldsmith’s Stakeholder Centered Coaching focuses on measurable behavioural change validated by stakeholders.
These question frameworks support that system in three ways:
- The Daily Questions build internal accountability.
- The Six-Question Process strengthens vertical alignment.
- Delegation Questions clarify execution discipline.
Together, they reduce behavioural drift.
They ensure that improvement is not episodic, but sustained through structured repetition.
For a deeper understanding of how follow-up reinforces behavioural change, see our article on leadership follow-up and accountability.
Why Structured Questions Matter
Many leaders rely on intuition. Marshall’s approach relies on disciplined structure.
These question sets are deceptively simple. Used consistently, they:
- Reduce cognitive bias
- Encourage humility
- Clarify responsibility
- Strengthen alignment
- Sustain behavioural improvement
They are not motivational tools. They are operating mechanisms for leadership effectiveness.
Marshall Goldsmith Questions: Your Next Step
If you want to explore whether structured leadership follow-up would strengthen your effectiveness, if you are seriously considering CEO Leadership Coaching
→ Book a 30-minute Zoom call with Michael Beale, CEO coach and 1:1 NLP trainer
Or continue the series:
Next article: Stakeholder Conflict
Full Index: Marshall Goldsmith Coaching.
FAQ – Marshall Goldsmith Questions
Q: What are Marshall Goldsmith’s Daily Questions?
A: They are effort-based self-assessment questions designed to build internal accountability and behavioural discipline.
Q: What is the Six-Question Process used for?
A: It is a structured meeting framework that aligns leaders and direct reports on direction, progress, improvement, and mutual support.
Q: How do delegation questions improve leadership effectiveness?
A: They clarify responsibility, decision rights, and support requirements, reducing ambiguity and execution friction.
Q: How do these frameworks connect to Stakeholder Centered Coaching?
A: They reinforce internal discipline and alignment, supporting the measurable behavioural change validated through stakeholder follow-up.
