Coach training programs compliance
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.
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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