The deadline for coach training organizations to integrate the new competencies into their training was January 2021
We were privileged to be invited to make a presentation to the Canberra chapter of the ICF on 12th April on the topic of:
How will the changes to the ICF Core Competencies increase the professionalism of the industry?
During the presentation, Natalie expressed high hopes. Particularly, that over time, the significant changes will increase the overall professionalism of the industry.
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What is the background to the ICF Core Competencies changes?
Recently, the International Coaching Federation (ICF) announced the first major update to the ICF Core Competencies. This comes after completing 2 years of research, involving 1,300 coaches. It is described as an ‘evolution’ rather than a ‘revolution’.
The ICF Core Competency model features several changes that are significant to our role as coaches in organisations and workplaces. But the new competencies are written as a global standard. A global standard for all coaches. You can download the document here.
As an accredited coach training provider (ACTP), Open Door has been privileged to attended briefings about the changes. Importantly, this blog gives you an overview. Furthermore, how the changes might impact you.
Grounded in research and practice
It’s been 20 years since the groundwork was put in place for the ICF Core Competencies. The coaches participating in the process represented a range of credential levels and experience and countries across the globe. Most importantly, the updates were:
- Data driven and evidenced based. Meaning, an update was only made to the ICF Core Competencies if it was supported by data;
- Based on a clear research methodology using the Job Analysis – Knowledge, Skills and Abilities framework; and
- Reflective of current coaching practice.
More aligned to workplace coaching
The ICF Core Competency updates reflect the evolution of coaching over the past twenty years, in particular the growth of workplace coaching. As a result of the process, the ICF Core Competencies are more closely aligned, in my opinion to the actual practice of workplace coaching. In addition, the ICF Core Competencies are more stream-lined and succinct in language. It is pleasing to see some of the language that I found ‘jarring’ or difficult to explain, has been removed.
The coaching mind-set
The first key distinction in the new ICF Core Competency model, in my opinion, is the acknowledgement of the coaching mind-set. This means that coaching is not just about the process of ‘doing’ coaching. But focusses on the mind-set and how we are ‘being’ as coaches. This is a particularly significant change and important to our role as workplace coaches, executive coaches and coach training. This is because it moves away from a simple focus on the process of coaching. It reminds me of (the late) Sir John Whitmore’s great comment that ‘anyone can read out the GROW model questions, but that doesn’t make them a coach’.
At Open Door have always acknowledged on our Accredited Coach Training Programs (ACTP) and our Continuing Coach Education (CCE) programs, that we are learning the mindset of coaching. And that through the coaching process we enable learning within the client and their change in mindset. Therefore, we think this change is very exciting.
A full one year ahead of the deadline
The new assessment for ICF Credentialing will be rolled out in mid 2022. This means that coaches applying for a credential from mid 2022 will need to reflect the new competencies
August 1, 2022
Will be implemented from 1 August 2022. Formerly known as the Coach Knowledge Assessment. The ICF is in control of this process
For people with existing credentials and renewals of credentials, there are no new requirements at this point. That’s right – nothing to do
In summary, at Open Door we support the changes to the ICF Core Competency model. We are excited by the changes and how the changes reflect the growth and practice of workplace coaching. We think the changes will increase the global professionalism of the industry.
Finally, we are confident, today, that our programs are meeting the new competency requirements and look forward to continuing to be at the forefront of coaching professionalism.
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WHAT OUR CLIENTS ARE SAYING
Using the ZOOM meeting worked really well including the breakout session. A terrific and engaging course, I enjoyed it immensely.
I loved it! It gave me everything I was hoping for (confidence, a framework and many lenses to consider) and more!
It is an excellent program that can be adapted to any area of a workplace. It will assist me with all my communications with other people, delivered by a very passionate facilitator, easy to listen to, flexible and attentive to the class. I am thoroughly energised by what I have learnt so far.
This is the best program I have ever participated in. The Friday webinars have been great to help me embed the information I have learned. I am really appreciative of everyone that works at Open Door Coaching and the care and effort they put into helping everyone that joins the program.
My workplace skills and capabilities have taken a very positive turn. Where I would get exhausted or overwhelmed by difficult work relationships, I now am equipped and confident to manage these relationships and use some of the models I have learned to get positive outcomes in our interactions.
I thought the online format via ZOOM worked well and for people outside of capital cities, it is a much more affordable and less disruptive way of undertaking the training.
The course has really enhanced and further developed my skillset. What a phenomenal four days for the Zoom face to face part of the course and amazing, quick turnaround on assessment of online modules.
I have confidence in my ability to coach others. My skills have grown significantly and I am so much more conscious of not responding to my team with solutions with a great toolkit to support me. This coaching course has changed my behaviour significantly and positively in my life. Where once I loved solving others problems I now love seeing others solve their own problems.
Great work, this course is amazing and definitely supports me in my goals. I have always wanted to make a difference and found coaching to be more beneficial than mentoring to support an individual to take responsibility for their own development and to move forward in their goals.
Since starting the program, my work role has not changed, but I have developed as a leader in my ability to develop myself and others. I developed an ability to detect “below the line” thinking, and to develop narrative to move above the line. My listening and questioning skills have grown, and my ability to detect opportunities for growth in self and others.
I feel I have the skills to better lead, manage and coach people in the workplace. The communication skills I have learnt have assisted me in my communications and have improved my relationships at work and home. I thought the program was great. It was challenging and a lot of work. But in the end there were real and useful learning outcomes. I really enjoyed this course and got a lot out of it. It provided me the opportunity to grow personally (the most important output) and gave me some very useful coaching skills
I have grown in confidence and started the journey of becoming a coach. The course provided me with some excellent theory and practical components which have worked together well in helping me along the journey. I now have greater confidence and much better listening skills. I’ve learnt what active listening actually means. The higher level of confidence has allowed me to develop my coaching skills at a faster than expected rate.
My approach to all personal and professional discussions and my confidence has grown with what I have learnt from the program. I truely believe this program has changed my approach to all I do. I believe I have enhanced my communication and how to read and interact with different personalities types, listening with purpose and communicating with intent to learn and grow others.
I can see the benefits and knowledge and skills in coaching and can see its benefits in self coaching, one on one coaching and team coaching as well as in everyday conversations and conflict resolution. The face to face program and online program is excellent. I have completed various vocational and post graduate study courses and this is the best so far. Natalie Ashdown is an inspirational coach and trainer. Her teaching methods are engaging and very effective. Brigitte Calvert always completes assessment reviews speedily and the feedback was excellent and assisted in the learning process.
I am now comfortable coaching. I see lots of opportunities and I have realised that I have many skills. I have a greater awareness of serving the higher needs of all within my interactions. I am much better at posing appropriate questions to foster internal reflection. I think it is an excellent program.
I’ve learned a lot about myself and how to conduct conversations and am now confident to be able to perform a coaching session and have enjoyed a new sense of learning since commencing the course.
The program enabled me to reflect upon and identify HOW I coach. Throughout the assignment work I revisited my other training guides and has reinforced what I already knew, and also refreshed my knowledge of my coach training. I have a greater awareness of the theory and techniques that I use in my coaching practice each day . My coaching is much more effective as I am spending more time on the issues below the surface which is providing greater value and benefit to my clients.
I am now confident in holding coaching conversations with people. Not only am I able to set up a coaching business, but also my listening skills have improved immensely. This helps me in my business and my sales calls.
I have new skills to use professionally and personally, particularly regarding active listening, powerful questioning and a range of excellent materials to draw upon and reflect upon.
My attitude towards leadership coaching has changed greatly. I used to “teach” leaders how to manage people but now I use coaching to develop leaders’ skills. Whenever staff or managers come to me with a question, problem or issue, instead of giving them the answers, I coach them by asking the “who”, “how” and “what” questions. I have coached staff and managers through performance reviews, career development and employee relations issues.
Totally loving using my new coaching skills in the workplace. Staff are delighted with how I am helping them to solve their own problems. Absolutely loved the course! Would recommend it.
I’ve definitely grown personally as I’ve learnt new communication skills. I’ve started employing those skills in everyday work situations. I’m leading the way for my unit in adopting a coaching culture.
The way I view things has changed from trying to provide answers to helping people find their own answers. I have improved my listening skills and allow space for other’s answers.