How will the changes to ICF Core Competencies increase the professionalism of the industry?

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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:

  1. Data driven and evidenced based. Meaning, an update was only made to the ICF Core Competencies if it was supported by data;
  2. Based on a clear research methodology using the Job Analysis – Knowledge, Skills and Abilities framework; and
  3. Reflective of current coaching practice.

Why is this so important?

The changes are important from a global perspective because they seek to increase the global standard of competency and professionalism.  In addition, because they are more reflective of current 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.

flowers mindset

Continuing coach development

The second key distinction in the ICF Core Competency model is the focus on reflective practice and continuous development of ourselves, as coach professionals.  This will come as no surprise to the Open Door Alumni who have joined our Coaching Café program. Particularly to continue their professional development and earn Continuing Coach Education (CCE) units.  It will be also be no surprise to coaches who are also undertaking the credentialing process. I think this is a good example of how the updates to the ICF Core Competency model reflect the practice of professional coaches in the workplace, executive coaches and coach training.

Key updates that affect workplace coaching

What does it mean to Open Door’s coach training programs?

Key updates that affect workplace coaching

The key updates include most concepts in the current model, but they have been revised.  They are a more reflective of the practice of coaching in organizations.  This includes:

  1. Increased emphasis on ethics and confidentiality;
  2. The influence and integration of the client’s context and culture in the coaching;
  3. The concept of partnering with the client;
  4. The acknowledgement a coaching agreement can be set for the overall coaching program and at the individual session level; and acknowledges the role of stakeholders in setting the coaching goals; and
  5. The idea of a range of coaching tools and techniques being used during the coaching session.

Open Door was one of the first coach training organizations in Australia to have our coach training programs recognised by the ICF as an Accredited Coach Training Program (ACTP).  The Diploma of Workplace and Business Coaching was the first Diploma program in the world to be accredited.  Our programs were first accredited back in 2007 and Open Door has participated in renewal and validation processes every year since receiving accreditation.

We are very excited to see the changes to the ICF Core Competencies and we know right now that our coach training programs include all of the changes.  For example, our programs already include:

  • The acknowledgement of culture and context;
  • The influence of stakeholders on the coaching relationship and setting goals at different levels;
  • The concept of reflective practice and continuous improvement;
  • The focus on the mindset of coaching.

The answer is simple: you can be confident that your coach training with Open Door is aligned to the new ICF Core Competency model.

The core competencies are mapped to the specific elements of the Certificate IV in Workplace and Business Coaching (10535NAT) and Diploma of Workplace and Business Coaching (10536NAT) coach training programs.  But we see this more as a compliance exercise, than a total re-write of any materials.  In fact, the ICF clearly suggested that coach training organizations were likely to be (or should be) incorporating the changes already in their programs.  Because the changes reflect current practice.

  • January 2021

    Coach training programs compliance

    The deadline for coach training organizations to integrate the new competencies into their training was January 2021

  • February 2020

    Open Door completed our integration

    A full one year ahead of the deadline

  • Mid 2022

    Coaches applying for new credential

    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

    New ICF Credential Exam

    Will be implemented from 1 August 2022.  Formerly known as the Coach Knowledge Assessment.  The ICF is in control of this process

  • Current

    Existing credentialled coaches

    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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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.

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