Before You Start Coaching

Before starting a coaching relationship, both ICF (International Coaching Federation) and COMENSA (Coaching and Mentoring South Africa) emphasize transparency, clarity, ethics, and alignment. Here are 20 key things to discuss with clients that align with all ICF principles and COMENSA standards:

1. Coaching Agreement

Clarify what coaching is, what it isn’t, and outline the structure, including number of sessions, frequency, and duration.

2. Roles and Responsibilities

Define the responsibilities of the coach and the client, emphasizing that the client drives the outcomes.

3. Confidentiality

Explain confidentiality boundaries, including legal or safety exceptions.

4. Coaching Ethics

Discuss adherence to ICF and COMENSA codes of ethics, including professional conduct and boundaries.

5. Purpose of Coaching

Clarify the client’s goals, intentions, and expectations for the coaching engagement.

6. Scope of Coaching

Confirm the coaching focus (career, leadership, emotional awareness, personal development) and set clear boundaries.

7. Success Metrics

Agree on how progress and success will be measured, e.g., milestones, outcomes, or client satisfaction.

8. Communication Style

Determine preferred communication modes (in-person, video, phone, email) and response times.

9. Commitment

Ensure client commitment, including time, effort, and accountability outside of sessions.

10. Fees and Payment

Clarify pricing, payment terms, refund policy, and package options.

11. Cancellation and Rescheduling

Set rules for cancelling or rescheduling sessions to maintain accountability and respect.

12. Conflicts of Interest

Disclose any potential conflicts of interest that might affect the coaching relationship.

13. Legal and Professional Limits

Make clear that coaching is not therapy, legal advice, or medical treatment.

14. Cultural Sensitivity

Discuss cultural awareness, inclusion, and respect for personal values, beliefs, and context.

15. Client Self-Responsibility

Clarify that clients own their decisions, choices, and actions, not the coach.

16. Feedback Process

Explain how feedback will be given and received, including opportunities for adjustments.

17. Termination of Coaching

Agree on conditions for ending coaching early and the process for closure.

18. Progress Tracking

Decide on tools or methods to track progress, reflections, or session summaries.

19. Confidential Reflection

Encourage clients to reflect and prepare between sessions to maximize impact.

20. Ethics and Complaints

Explain how clients can raise concerns, complaints, or ethical issues with the coach or governing body.

Pre-Coaching Session Script Example

Coach: Hi [Client Name], before we start our coaching journey, I like to clarify a few things to make sure we’re aligned and you get the most out of our sessions. Is that okay?

Client: Yes, that’s fine.

1. Coaching Agreement / Purpose

Coach: Coaching is a process where you explore your goals, challenges, and potential solutions. It’s not therapy, legal advice, or a medical service. My role is to guide you with questions and insights, but you own the decisions and actions. Can we agree on that?

Client: Yes.

2. Goals & Scope

Coach: To make our sessions effective, let’s clarify your main goal. What would you like to achieve through coaching?

Client: [Shares goal]

Coach: Great. We’ll focus on that area, while respecting your overall context and personal values.

3. Success Metrics

Coach: How will we know coaching is successful for you? For example, completing specific actions, gaining clarity, or reaching a measurable outcome?

Client: [Shares measurement of success]

4. Roles & Responsibilities

Coach: My role is to guide and challenge you thoughtfully. Your role is to actively engage, reflect, and take steps outside our sessions. Does that sound fair?

Client: Yes.

5. Confidentiality

Coach: Everything we discuss is confidential. The only exceptions are legal requirements or safety concerns. Are you comfortable with that?

Client: Yes.

6. Communication

Coach: How do you prefer to communicate between sessions—email, WhatsApp, or something else? And how quickly would you expect responses?

Client: [Shares preference]

7. Commitment & Scheduling

Coach: Coaching works best with regular sessions. Are you able to commit to [weekly/bi-weekly] sessions, and 30–60 minutes each? Also, our cancellation policy is 24 hours’ notice. Is that okay?

Client: Yes.

8. Fees & Payment

Coach: For clarity, my coaching package costs [insert fee], and payment is [monthly/one-off]. We’ll provide an invoice before our first session. Are you comfortable with that?

Client: Yes.

9. Feedback & Reflection

Coach: Feedback is important. If at any point you feel we need to adjust the approach or pace, please let me know. Similarly, I may offer feedback that challenges you. Are you open to that?

Client: Yes.

10. Termination / Ethical Concerns

Coach: If for any reason you want to pause or end coaching, we’ll discuss it openly. If you ever have ethical concerns, you can contact me directly or reach out to ICF or COMENSA.

Client: Understood.

Coach: Excellent. Now that we’ve clarified these points, we can start our first coaching session with a clear understanding and shared expectations. I’m excited to work with you!

20 things to say specifically when micro-contracting coaching sessions with a client, so short-term coaching projects or one-off sessions are clear, ethical, and aligned with ICF/COMENSA principles. Here’s a list framed for coaching:

1. Clarifying the Purpose

"Can we clarify what you hope to achieve in this short-term coaching engagement?"

2. Defining Scope

"For this coaching arrangement, let’s define the focus areas and number of sessions."

3. Setting Session Length

"Each session will be [45–60 minutes]. Does that work for your schedule?"

4. Determining Frequency

"How often would you like to meet for these coaching sessions?"

5. Outlining Responsibilities

"I’ll facilitate your growth through questions and tools. You’ll take responsibility for implementing actions outside sessions. Does that make sense?"

6. Confidentiality

"Everything we discuss remains confidential, except for legal or safety obligations."

7. Payment Agreement

"The fee for this coaching package is [amount]. We can invoice before or after the sessions. Which do you prefer?"

8. Success Criteria

"How will you know these sessions have been valuable for you?"

9. Communication Preferences

"Would you like to communicate between sessions via email, WhatsApp, or another platform?"

10. Handling Changes

"If we need to adjust a session or the focus area, can we revisit the plan together?"

11. Clarifying Boundaries

"Just to be clear, coaching is not therapy or advice—it’s about your self-discovery and growth."

12. Feedback Mechanism

"I may offer observations or challenges, and I welcome your feedback as well. Is that okay?"

13. Commitment

"Consistency matters. Are you able to commit fully to this micro-coaching engagement?"

14. Time Management

"If we need to reschedule, can we agree on a minimum 24-hour notice?"

15. Dependencies

"Are there any materials or information you’d like me to review before our sessions?"

16. Ethical Transparency

"I adhere to ICF and COMENSA ethical standards. If any issue arises, you can raise it with me or the governing body."

17. Ownership of Work

"Any worksheets, exercises, or reflections you complete belong to you, and you can use them freely."

18. Risk Awareness

"Coaching can sometimes bring up strong emotions or new insights. Are you comfortable with that?"

19. Ending Agreement

"We’ll conclude this micro-coaching once the agreed sessions are complete, unless you want to extend."

20. Post-Coaching Review

"After the final session, we can do a quick reflection to capture learnings and next steps."

The G in the GROW model stands for Goals—what the client wants to achieve. Master-level questions go beyond surface-level goals, helping clients clarify, stretch, and commit. Here’s a list of 20 high-level, “master coach” questions for Goals:

Master-Level GROW: Goals Questions (G)

1. What is the most important outcome you want from this coaching?
   
   

2. If everything went perfectly, what would success look like for you?
   
   

3. How would achieving this goal change your life or work?
   
   

4. What do you truly want, not what you think you should want?
   
   

5. If you could wave a magic wand, what would be different?
   
   

6. What would achieving this goal enable you to do next?
   
   

7. How will you know when you’ve truly succeeded?
   
   

8. What’s the bigger purpose behind this goal?
   
   

9. If you set no limits, what goal would you choose?
   
   

10. What would make this goal meaningful for you personally?
    
    

11. Imagine it’s 12 months from now and you’ve achieved this—what does that look like?
    
    

12. Which of your values does this goal align with?
    
    

13. If you could only achieve one thing this quarter, what would it be?
    
    

14. How will achieving this goal affect the people around you?
    
    

15. What would you regret not doing in relation to this goal?
    
    

16. If you were advising a friend in your situation, what goal would you suggest they pursue?
    
    

17. What is the highest-level, most inspiring version of this goal?
    
    

18. How does this goal connect to your long-term vision or purpose?
    
    

19. If fear or doubt weren’t factors, what would you go for?
    
    

20. What’s the one goal that, if achieved, would make everything else easier or more fulfilling?
    
    

These questions are master-level because they:

• Go beyond simple “what do you want?”
  
  

• Align goals with values, purpose, and long-term vision
  
  

• Encourage clarity, commitment, and intrinsic motivation

Determining values is critical in coaching because it helps clients align goals and decisions with what truly matters to them. Here’s a set of 20 master-level questions to uncover values:

20 Questions to Determine Values

1. What principles guide your decisions in life or work?
   
   

2. What qualities in people do you admire the most?
   
   

3. When do you feel most fulfilled or proud of yourself?
   
   

4. What energizes you and gives you a sense of purpose?
   
   

5. What frustrates you the most when it’s missing in your life?
   
   

6. What are the non-negotiables in how you live or work?
   
   

7. When have you felt truly “in flow” or completely engaged?
   
   

8. Which achievements or experiences matter most to you, and why?
   
   

9. What would you stand up for, even if it was unpopular?
   
   

10. What do you want people to remember about you?
    
    

11. If money or recognition weren’t factors, what would you spend your time doing?
    
    

12. What kind of environment allows you to thrive?
    
    

13. Which past decisions made you feel most authentic?
    
    

14. Who or what inspires you, and what values do they represent?
    
    

15. When you’re at your best, what are the underlying values you’re expressing?
    
    

16. What disappoints you when it’s absent in your relationships or work?
    
    

17. Which qualities or principles guide the way you treat others?
    
    

18. What would make a “perfect day” meaningful to you?
    
    

19. If you could set the rules for how life or work should be lived, what would they be?
    
    

20. What do you want your life to stand for?

20 MCC-Level Questions to Unlock Purpose

1. What gives your life the deepest sense of meaning right now?
   
   

2. If you were to wake up tomorrow with everything you ever wanted, what would make you feel truly fulfilled?
   
   

3. What recurring themes or patterns have you noticed in what excites or motivates you?
   
   

4. When do you feel most aligned with who you really are?
   
   

5. If your time were limited, what would you focus on?
   
   

6. What do you want your life to stand for in 10, 20, or 50 years?
   
   

7. Which contributions or impacts give you a sense of lasting value?
   
   

8. What is the unique gift or talent only you can bring to the world?
   
   

9. When you feel truly alive, what are you doing or creating?
   
   

10. What would you regret not pursuing if you looked back on your life?
    
    

11. What stories do you want people to tell about you?
    
    

12. If fear, doubt, or external pressure were removed, what would you commit to wholeheartedly?
    
    

13. What problems or challenges do you feel compelled to solve?
    
    

14. When have you experienced moments of deep fulfillment, and what was happening?
    
    

15. Which values or principles are non-negotiable in how you live or work?
    
    

16. What do you want to leave behind that outlives you?
    
    

17. Who do you aspire to be at your highest level, and why?
    
    

18. If you could design a life that reflected your truest self, what would it look like?
    
    

19. What is the recurring calling or pull you feel that you’ve ignored or postponed?
    
    

20. What impact, if realized, would make your life feel fully meaningful?
    
    

✅ These questions are MCC-level because they:

• Go beyond “what do you want?” to “who do you want to be and why?”
  
  

• Explore identity, legacy, and intrinsic motivation
  
  

• Encourage reflection, storytelling, and self-awareness
  
  

• Reveal patterns that connect values, strengths, and purpose

20 Vision-Unlocking Coaching Questions

1. If everything were possible, what would your ideal future look like in 5–10 years?
   
   

2. What legacy do you want to create in your personal or professional life?
   
   

3. Imagine you’re living your most fulfilled life—what does a typical day look like?
   
   

4. Who are you becoming as you step fully into your potential?
   
   

5. What would you attempt if you knew you could not fail?
   
   

6. What impact do you want to make on others or the world?
   
   

7. If you could design your life without constraints, what would it include?
   
   

8. What would make you excited to wake up every morning?
   
   

9. Which dreams have you had for years that still resonate deeply?
   
   

10. If you could see yourself 10 years from now, what would you be proud of having accomplished?
    
    

11. What is the ideal balance between your work, relationships, health, and personal growth?
    
    

12. Which parts of your current life do you want to amplify or expand?
    
    

13. What would others notice about you if you were fully living your vision?
    
    

14. If your life were a story, what chapter would you be creating now?
    
    

15. What would make your contribution meaningful and lasting?
    
    

16. What inspires you so much that you lose track of time doing it?
    
    

17. Who do you want to influence or empower, and how?
    
    

18. What would a “perfect version” of your work, career, or personal life look like?
    
    

19. What obstacles would you overcome if your vision were fully realized?
    
    

20. What would you regret not creating or pursuing if you looked back on your life in 20 years?
    
    

 These questions are vision-focused because they:

• Invite future-oriented thinking beyond current limitations
  
  

• Connect aspiration, meaning, and potential impact
  
  

• Help clients visualize and articulate their ideal life or career
  
  

• Stimulate intrinsic motivation and alignment with purpose and values

20 Future-Oriented, Beyond-Limitations Questions

1. If nothing were holding you back, what would you do differently starting today?
   
   

2. Imagine it’s five years from now and everything has gone perfectly—what does your life or work look like?
   
   

3. If fear or doubt didn’t exist, what would you attempt?
   
   

4. What would you do if you had unlimited time, resources, and support?
   
   

5. What’s one bold action you’ve been avoiding that could change everything?
   
   

6. If failure wasn’t an option, what would you create or pursue?
   
   

7. What would your ideal future self be doing right now if they were standing here with you?
   
   

8. If you could reimagine your career or life from scratch, what would it look like?
   
   

9. What opportunities are you not seeing because of current assumptions?
   
   

10. How would your life look if you fully leveraged your strengths and unique gifts?
    
    

11. What would you attempt if you knew everyone would support you?
    
    

12. If you could wave a magic wand and remove one limitation, what would it be?
    
    

13. What would you do differently if you had no fear of judgment or criticism?
    
    

14. If you could see your life 10 years from now, what choices would you make today to align with that vision?
    
    

15. What possibilities would you explore if you treated constraints as challenges instead of limits?
    
    

16. What legacy would you want to leave, and what bold step could you take now to start building it?
    
    

17. What would you do if the “rules” no longer applied?
    
    

18. How could you turn current obstacles into opportunities for growth or innovation?
    
    

19. If you could design your life around your passions, not obligations, what would it include?
    
    

20. What would you do today if you truly believed you could achieve your ultimate vision?
    
    

 These questions are future-focused, visionary, and expansive because they:

• Remove perceived limits (fear, resources, judgment)
  
  

• Encourage creative and strategic thinking
  
  

• Align the client with their highest potential
  
  

• Inspire action-oriented reflection for real-world steps

20 MCC-Level Questions to Align Clients with Their Highest Potential

1. Who are you at your very best, and what does that version of yourself do differently?
   
   

2. What is the unique contribution only you can make in the world?
   
   

3. If you were fully expressing your strengths and gifts, what would you be doing right now?
   
   

4. Which parts of your potential have you been neglecting, and why?
   
   

5. What would happen if you fully embodied your values in every decision you make?
   
   

6. How would your life or work change if you acted consistently from your highest self?
   
   

7. What are the recurring patterns in your successes, and how can you amplify them?
   
   

8. If you had no fear of failure or judgment, what bold step would you take today?
   
   

9. What inner strengths have you underutilized that could unlock your next level of impact?
   
   

10. What would it look like to operate at the edge of your comfort zone, yet fully in alignment with your purpose?
    
    

11. Which limiting beliefs are keeping you from fully stepping into your potential?
    
    

12. When you reflect on your peak moments, what qualities were you expressing that you can replicate?
    
    

13. How can you leverage your natural talents to create the greatest positive impact?
    
    

14. What does a life or career that fully reflects your potential look like in practical terms?
    
    

15. If you were mentoring someone to reach their highest potential, what advice would you give yourself?
    
    

16. What would it take for you to consistently show up as your best self every day?
    
    

17. Which choices, habits, or commitments would help you step fully into your highest potential?
    
    

18. What would it feel like to align your actions, values, and purpose completely?
    
    

19. Who do you need to become to achieve the vision that excites and challenges you?
    
    

20. If you were fully living your potential today, what would people notice about you and your impact?
    
    

 Why these are MCC-level questions:

• Deeply reflective: They explore identity, values, and intrinsic strengths.
  
  

• Transformative: They challenge assumptions, limiting beliefs, and patterns.
  
  

• Actionable: They guide the client toward choices that embody their highest potential.
  
  

• Future-focused: They connect the client’s present actions with long-term vision and legacy.

20 MCC-Level Strengths Discovery Questions

1. Which activities energize you the most, even when they feel challenging?
   
   

2. When have you been at your peak performance, and what strengths were you using?
   
   

3. What tasks do you find naturally easy that others struggle with?
   
   

4. Which personal qualities or talents do people often recognize in you?
   
   

5. What strengths have consistently helped you achieve past successes?
   
   

6. When you solve problems effectively, which of your abilities are at play?
   
   

7. Which of your natural talents do you rarely notice but others praise?
   
   

8. What patterns do you notice in tasks or projects where you excel effortlessly?
   
   

9. When you feel fully engaged, which capabilities are you expressing?
   
   

10. Which activities make you lose track of time because you enjoy using your strengths?
    
    

11. What challenges excite you because they allow your strengths to shine?
    
    

12. Which skills or qualities have allowed you to overcome obstacles repeatedly?
    
    

13. If you could use one strength in every situation, which would it be?
    
    

14. What aspects of your work or life bring you the most satisfaction and why?
    
    

15. When you mentor or help others, which of your strengths are you modeling?
    
    

16. Which strengths, if amplified, would have the biggest impact on your life or work?
    
    

17. What do you contribute that feels uniquely yours and can’t easily be replicated by others?
    
    

18. Which strengths help you make difficult decisions with confidence?
    
    

19. How do your strengths align with your purpose, vision, or long-term goals?
    
    

20. If you were fully leveraging your strengths every day, what would your ideal life look like?
    
    

 Why these are MCC-level questions:

• Focus on self-awareness and reflection, not just listing traits.
  
  

• Connect strengths to performance, fulfillment, and impact.
  
  

• Encourage clients to leverage natural talents strategically.
  
  

• Tie strengths to values, purpose, and long-term vision.

Jonathan Passmore and Tracy Sinclair

1. Foundations of Coaching

1. Coaching is a facilitative, not directive, practice.
   
   

2. The client is resourceful and capable.
   
   

3. Coaching focuses on future possibilities.
   
   

4. Awareness drives change.
   
   

5. Coaching is distinct from mentoring and therapy.
   
   

6. The purpose is development, not advice-giving.
   
   

7. Coaching is a structured conversation.
   
   

8. Goals provide direction.
   
   

9. Outcomes should be meaningful.
   
   

10. Coaching is grounded in trust.
    
    

11. The coach does not “fix” problems.
    
    

12. Insight is more powerful than instruction.
    
    

13. Coaching is a collaborative partnership.
    
    

14. Change is owned by the client.
    
    

15. Coaching requires intentionality.
    
    

2. The Coaching Relationship

16. Trust is built over time.
    
    

17. Rapport enables openness.
    
    

18. Psychological safety is essential.
    
    

19. Confidentiality must be maintained.
    
    

20. Contracting clarifies expectations.
    
    

21. Boundaries protect the relationship.
    
    

22. The coach holds a non-judgmental stance.
    
    

23. Respect is fundamental.
    
    

24. Authenticity strengthens connection.
    
    

25. Empathy deepens understanding.
    
    

26. The relationship is professional, not personal.
    
    

27. Power dynamics must be acknowledged.
    
    

28. The client sets the agenda.
    
    

29. The coach supports, not leads.
    
    

30. Mutual commitment drives success.
    
    

3. Core Coaching Skills

31. Active listening is foundational.
    
    

32. Questions stimulate thinking.
    
    

33. Open questions invite exploration.
    
    

34. Silence allows reflection.
    
    

35. Paraphrasing confirms understanding.
    
    

36. Summarising creates clarity.
    
    

37. Challenging expands perspective.
    
    

38. Feedback increases awareness.
    
    

39. Observations should be neutral.
    
    

40. Language shapes insight.
    
    

41. Curiosity replaces assumption.
    
    

42. The coach notices patterns.
    
    

43. The coach tracks emotions.
    
    

44. The coach manages the process.
    
    

45. The coach stays present.
    
    

4. Ethics and Professional Practice

46. Ethics guide every interaction.
    
    

47. Confidentiality is non-negotiable.
    
    

48. Clear agreements prevent misunderstanding.
    
    

49. Coaches operate within competence.
    
    

50. Referral is necessary when appropriate.
    
    

51. Supervision supports ethical practice.
    
    

52. Conflicts of interest must be managed.
    
    

53. Transparency builds trust.
    
    

54. Professional standards must be upheld.
    
    

55. Continuous development is required.
    
    

56. Integrity defines credibility.
    
    

57. Accountability strengthens professionalism.
    
    

58. Ethical dilemmas require reflection.
    
    

59. Documentation supports accountability.
    
    

60. Respect for client autonomy is critical.
    
    

5. Goal Setting and Outcomes

61. Goals should be client-led.
    
    

62. Clarity increases focus.
    
    

63. Goals must be realistic and meaningful.
    
    

64. Outcomes should be measurable.
    
    

65. Progress must be reviewed regularly.
    
    

66. Accountability drives action.
    
    

67. Motivation must come from within.
    
    

68. Values shape goals.
    
    

69. Priorities guide decisions.
    
    

70. Small steps build momentum.
    
    

71. Barriers must be explored.
    
    

72. Success criteria should be defined.
    
    

73. Flexibility allows adaptation.
    
    

74. Commitment determines progress.
    
    

75. Action transforms insight into results.
    
    

6. Self-Awareness and Behaviour Change

76. Self-awareness is the starting point.
    
    

77. Beliefs influence behaviour.
    
    

78. Limiting beliefs must be challenged.
    
    

79. Reflection deepens insight.
    
    

80. Emotions provide valuable data.
    
    

81. Habits shape outcomes.
    
    

82. Mindset drives performance.
    
    

83. Reframing creates new options.
    
    

84. Responsibility enables change.
    
    

85. Identity influences action.
    
    

86. Consistency builds new habits.
    
    

87. Learning comes from experience.
    
    

88. Feedback supports growth.
    
    

89. Change requires effort.
    
    

90. Sustainable change takes time.
    
    

7. Reflective Practice and Growth

91. Coaches must reflect regularly.
    
    

92. Supervision enhances effectiveness.
    
    

93. Feedback improves performance.
    
    

94. Learning is continuous.
    
    

95. Experience builds confidence.
    
    

96. Mistakes are learning opportunities.
    
    

97. Curiosity fuels development.
    
    

98. Adaptability increases impact.
    
    

99. Mastery develops over time.
    
    

100. Great coaches never stop learning.

100 concise, professional lines on becoming an ICF-credentialed coach, inspired by the structured, evidence-based thinking of Jonathan Passmore and Judit Ábri von Bartheld (aligned to ICF standards, rigor, and reflective practice):

1. Understanding ICF and Coaching Standards

1. The International Coaching Federation sets global coaching standards.
   
   

2. ICF credentials signal professional credibility.
   
   

3. Coaching is defined as a partnership in thinking and development.
   
   

4. ICF distinguishes coaching from mentoring and consulting.
   
   

5. The ICF Core Competencies guide practice.
   
   

6. Ethical standards underpin all coaching work.
   
   

7. Credentialing demonstrates commitment to quality.
   
   

8. Coaching is evidence-based and outcome-focused.
   
   

9. Professional coaching requires structured learning.
   
   

10. The ICF Code of Ethics governs behaviour.
    
    

11. Coaching competence evolves over time.
    
    

12. Standards ensure consistency across practitioners.
    
    

13. Credentialing builds client trust.
    
    

14. Coaching requires accountability to a framework.
    
    

15. Professional identity is shaped through accreditation.
    
    

2. ICF Credential Pathways

16. There are three main ICF credentials: ACC, PCC, MCC.
    
    

17. ACC is the entry-level credential.
    
    

18. PCC represents experienced, professional-level coaching.
    
    

19. MCC reflects mastery and depth.
    
    

20. Each level has specific training requirements.
    
    

21. Coach-specific training hours are mandatory.
    
    

22. Accredited programs simplify the pathway.
    
    

23. Portfolio routes allow flexible entry.
    
    

24. Mentor coaching is required for certification.
    
    

25. Coaching experience hours must be logged.
    
    

26. Client diversity strengthens credential applications.
    
    

27. Paid coaching experience is essential.
    
    

28. Documentation must be accurate and complete.
    
    

29. Credentialing involves performance evaluation.
    
    

30. Progression requires continuous development.
    
    

3. Training and Education

31. Training must align with ICF standards.
    
    

32. Accredited Coach Training Programs (ACTP/Level 1–3) are preferred.
    
    

33. Learning includes theory and practice.
    
    

34. Coaching models provide structure.
    
    

35. Evidence-based frameworks enhance effectiveness.
    
    

36. Psychology underpins coaching conversations.
    
    

37. Adult learning principles inform coaching design.
    
    

38. Reflective practice is embedded in training.
    
    

39. Skills must be practiced, not just learned.
    
    

40. Feedback is essential to development.
    
    

41. Peer coaching supports skill-building.
    
    

42. Trainers model coaching competence.
    
    

43. Learning includes ethics and boundaries.
    
    

44. Assessment ensures readiness.
    
    

45. Training builds confidence and competence.
    
    

4. Developing Core Coaching Competencies

46. Active listening is foundational.
    
    

47. Powerful questioning drives insight.
    
    

48. Direct communication enhances clarity.
    
    

49. Establishing trust is critical.
    
    

50. Coaching presence supports depth.
    
    

51. Evoking awareness is central to coaching.
    
    

52. Facilitating client growth is the goal.
    
    

53. Coaches partner with clients in thinking.
    
    

54. The coach holds the process, not content.
    
    

55. Curiosity replaces judgment.
    
    

56. Coaches manage their own biases.
    
    

57. Emotional intelligence is essential.
    
    

58. Silence is used intentionally.
    
    

59. Observations are shared neutrally.
    
    

60. Coaching is adaptive and flexible.
    
    

5. Mentor Coaching and Supervision

61. Mentor coaching is a requirement for ICF credentials.
    
    

62. It focuses on competency development.
    
    

63. Feedback is structured and specific.
    
    

64. Observed coaching sessions are reviewed.
    
    

65. Reflection deepens learning.
    
    

66. Mentors challenge and support growth.
    
    

67. Supervision strengthens professional practice.
    
    

68. Ethical dilemmas are explored in supervision.
    
    

69. Continuous improvement is expected.
    
    

70. Mentor coaching builds confidence.
    
    

71. It bridges theory and practice.
    
    

72. Learning is iterative and developmental.
    
    

73. Coaches refine their style over time.
    
    

74. Feedback must be integrated into practice.
    
    

75. Supervision prevents blind spots.
    
    

6. Coaching Experience and Practice

76. Coaching hours must be accumulated.
    
    

77. Real clients provide real learning.
    
    

78. Diversity of clients enhances competence.
    
    

79. Sessions should be documented.
    
    

80. Reflection after sessions improves performance.
    
    

81. Practice builds fluency in skills.
    
    

82. Consistency strengthens coaching presence.
    
    

83. Coaches develop their own style.
    
    

84. Feedback from clients is valuable.
    
    

85. Outcomes should be reviewed.
    
    

86. Coaching effectiveness improves with experience.
    
    

87. Learning comes from doing.
    
    

88. Mistakes are part of development.
    
    

89. Confidence grows with repetition.
    
    

90. Practice leads to mastery.
    
    

7. Assessment, Credentialing, and Growth

91. ICF requires a performance evaluation.
    
    

92. Recorded coaching sessions are assessed.
    
    

93. Competencies must be demonstrated clearly.
    
    

94. Ethical understanding is evaluated.
    
    

95. Written exams test knowledge.
    
    

96. Credentialing is a rigorous process.
    
    

97. Preparation is essential for success.
    
    

98. Feedback informs ongoing development.
    
    

99. Continuing Coach Education (CCE) maintains credentials.
    
    

100. Becoming credentialed is the start, not the end, of mastery.