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icf core competencies

international coach federation

ICF Core Competencies

In coaching the essence is the conversation with the client who has a problem. Here is where we demonstrate the competencies .

What is competence?
I have knowledge gained through study and skills that can be used. I have behaviours that SHOW that I am competent .

In coaching the essence is the conversation with the client who has a problem. Here is where we demonstrate the competencies . The end result is that the client has a different perspective and leaves us with a desire to take action.

Everything is based on the competencies.
The challenge is to go from listening to ourselves to listening to the client. You must listen to all the things surrounding the client. Help the client see the big picture.

Create the space for the communication to take place. The questions you ask are not coming from your head , they come from your deep need to help the client reach their outcomes.

It is not about me. It is about the clients issues or outcomes.

If the questions are good for the clients agenda you will notice it from the response you get.

You can ask,“Is this resonating with you?”

When we shift the awareness to a new perspective , this is the essence of what we do. It is all about the client.

Along the way we might notice that we can’t hold the space for the client. I can interrupt and with there permission I can give feedback.

If we get stuck in a loop we can just ask permission to stop and then give some feedback.

To stay true to the coaching that we do we must reflect back to the client many times what we hear until the client makes a shift on his own. The awareness is coming from the conscious mind but there is so much more in the sub-conscious mind. Reflecting back can finally help the client to see a new perspective.
We create the awareness for the client so that the client makes a shift in their thinking.

It is not about the doing , it is about the being.

If you get stuck you can ask, “It seems like we are blocked, what is really happening ?”
" Do you really want to tell that story over and over again?"

You want to get to the point where you can ask,“OK what is the NEXT step?” You ask this after you have reflected.

The client can shift their awareness. You should do this if you get stuck in a loop.

You must be 100% with your client and 100% for their agenda. We must stay with the client and be with them and be a mirror and be nothing else when we listen .

We must practice , practice , practice.
Core Competencies
A. Setting the Foundation
1. Meeting Ethical Guidelines and Professional Standards
2. Establishing the Coaching Agreement
B. Co-creating the Relationship
3. Establishing Trust and Intimacy with the Client
4. Coaching Presence
C. Communicating Effectively
5. Active Listening
6. Powerful Questioning
7. Direct Communication
D. Facilitating Learning and Results
8. Creating Awareness
9. Designing Actions
10. Planning and Goal Setting
11. Managing Progress and ACCOUNTABILITY

برچسب ها : ICF Core Competencies ,
+ نوشته شده در جمعه 22 ارديبهشت 1396ساعت 23:11 توسط rezaee | | تعداد بازدید : 42

ICF Core Competencies

ICF Core Competencies
Setting the Foundation
1) Meeting Ethical Guidelines & Professional Standards
Understanding coaching ethics and standards and applying them
appropriately in all coaching situations.
2) Establishing the Coaching Agreement
Understanding what is required in the specific coaching interaction and
coming to agreement with the prospective and new client about the
coaching process and relationship.
Co-Creating the Relationship
3) Establishing Trust & Intimacy with the Client
Creating a safe, supportive environment that produces ongoing mutual
respect and trust.
4) Coaching Presence
Being fully conscious and creating spontaneous relationships with clients,
employing a style that is open, flexible and confident.
Communicating Effectively
5) Active Listening
Focusing completely on what the client is saying and is not saying,
understanding the meaning of what is said in the context of the client’s
desires, and supporting client self-expression.
6) Powerful Questioning
Asking questions that reveal the information needed for maximum benefit to
the coaching relationship and the client.
7) Direct Communication
Communicating effectively during coaching sessions, and using language that
has the greatest positive impact on the client.
Facilitating Learning and Results
8) Creating Awareness
Integrating and accurately evaluating multiple sources of information, and
making interpretations that help the client to gain awareness and thereby
achieve agreed-upon results.
9) Designing Actions
Creating with the client opportunities for ongoing learning, during coaching
and in work/life situations, and for taking new actions that will most effectively
lead to agreed-upon coaching results.
10) Planning & Goal Setting
Developing and maintaining an effective coaching plan with the client.
11) Managing Progress & Accountability
Holding attention on what is important for the client, and leaving
responsibility with the client to take action.

برچسب ها : ICF Core Competencies ,
+ نوشته شده در جمعه 22 ارديبهشت 1396ساعت 23:09 توسط rezaee | | تعداد بازدید : 44

icf core competencies

The following eleven core coaching competencies were developed to support greater understanding about the skills and approaches used within today's coaching profession as defined by the International Coach Federation. They will also support you in calibrating the level of alignment between the coach-specific training expected and the training you have experienced.

Finally, these competencies and the ICF definition were used as the foundation for the ICF Coach Knowledge Assessment (CKA). The ICF defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. The Core Competencies are grouped into four clusters according to those that fit together logically based on common ways of looking at the competencies in each group. The groupings and individual competencies are not weighted—they do not represent any kind of priority in that they are all core or critical for any competent coach to demonstrate.

A. Setting the Foundation
1. Meeting Ethical Guidelines and Professional Standards
2. Establishing the Coaching Agreement

B. Co-creating the Relationship
3. Establishing Trust and Intimacy with the Client
4. Coaching Presence

C. Communicating Effectively
5. Active Listening
6. Powerful Questioning
7. Direct Communication

D. Facilitating Learning and Results
8. Creating Awareness
9. Designing Actions
10. Planning and Goal Setting
11. Managing Progress and Accountability

A. Setting the Foundation
1. Meeting Ethical Guidelines and Professional Standards—Understanding of coaching ethics and standards and ability to apply them appropriately in all coaching situations.

Understands and exhibits in own behaviors the ICF Code of Ethics (see Code, Part III of ICF Code of Ethics).
Understands and follows all ICF Ethical Guidelines (see list).
Clearly communicates the distinctions between coaching, consulting, psychotherapy and other support professions.
Refers client to another support professional as needed, knowing when this is needed and the available resources.
2. Establishing the Coaching Agreement—Ability to understand what is required in the specific coaching interaction and to come to agreement with the prospective and new client about the coaching process and relationship.

Understands and effectively discusses with the client the guidelines and specific parameters of the coaching relationship (e.g., logistics, fees, scheduling, inclusion of others if appropriate).
Reaches agreement about what is appropriate in the relationship and what is not, what is and is not being offered, and about the client's and coach's responsibilities.
Determines whether there is an effective match between his/her coaching method and the needs of the prospective client.
B. Co-Creating the Relationship
3. Establishing Trust and Intimacy with the Client—Ability to create a safe, supportive environment that produces ongoing mutual respect and trust.

Shows genuine concern for the client's welfare and future.
Continuously demonstrates personal integrity, honesty and sincerity.
Establishes clear agreements and keeps promises.
Demonstrates respect for client's perceptions, learning style, personal being.
Provides ongoing support for and champions new behaviors and actions, including those involving risk-taking and fear of failure.
Asks permission to coach client in sensitive, new areas.
4. Coaching Presence—Ability to be fully conscious and create spontaneous relationship with the client, employing a style that is open, flexible and confident.

Is present and flexible during the coaching process, dancing in the moment.
Accesses own intuition and trusts one's inner knowing—"goes with the gut."
Is open to not knowing and takes risks.
Sees many ways to work with the client and chooses in the moment what is most effective.
Uses humor effectively to create lightness and energy.
Confidently shifts perspectives and experiments with new possibilities for own action.
Demonstrates confidence in working with strong emotions and can self-manage and not be overpowered or enmeshed by client's emotions.
C. Communicating Effectively
5. Active Listening—Ability to focus completely on what the client is saying and is not saying, to understand the meaning of what is said in the context of the client's desires, and to support client self-expression.

Attends to the client and the client's agenda and not to the coach's agenda for the client.
Hears the client's concerns, goals, values and beliefs about what is and is not possible.
Distinguishes between the words, the tone of voice, and the body language.
Summarizes, paraphrases, reiterates, and mirrors back what client has said to ensure clarity and understanding.
Encourages, accepts, explores and reinforces the client's expression of feelings, perceptions, concerns, beliefs, suggestions, etc.
Integrates and builds on client's ideas and suggestions.
"Bottom-lines" or understands the essence of the client's communication and helps the client get there rather than engaging in long, descriptive stories.
Allows the client to vent or "clear" the situation without judgment or attachment in order to move on to next steps.
6. Powerful Questioning—Ability to ask questions that reveal the information needed for maximum benefit to the coaching relationship and the client.

Asks questions that reflect active listening and an understanding of the client's perspective.
Asks questions that evoke discovery, insight, commitment or action (e.g., those that challenge the client's assumptions).
Asks open-ended questions that create greater clarity, possibility or new learning.
Asks questions that move the client toward what they desire, not questions that ask for the client to justify or look backward.
7. Direct Communication—Ability to communicate effectively during coaching sessions, and to use language that has the greatest positive impact on the client.

Is clear, articulate and direct in sharing and providing feedback.
Reframes and articulates to help the client understand from another perspective what he/she wants or is uncertain about.
Clearly states coaching objectives, meeting agenda, and purpose of techniques or exercises.
Uses language appropriate and respectful to the client (e.g., non-sexist, non-racist, non-technical, non-jargon).
Uses metaphor and analogy to help to illustrate a point or paint a verbal picture.
D. Facilitating Learning and Results
8. Creating Awareness—Ability to integrate and accurately evaluate multiple sources of information and to make interpretations that help the client to gain awareness and thereby achieve agreed-upon results.

Goes beyond what is said in assessing client's concerns, not getting hooked by the client's description.
Invokes inquiry for greater understanding, awareness, and clarity.
Identifies for the client his/her underlying concerns; typical and fixed ways of perceiving himself/herself and the world; differences between the facts and the interpretation; and disparities between thoughts, feelings, and action.
Helps clients to discover for themselves the new thoughts, beliefs, perceptions, emotions, moods, etc. that strengthen their ability to take action and achieve what is important to them.
Communicates broader perspectives to clients and inspires commitment to shift their viewpoints and find new possibilities for action.
Helps clients to see the different, interrelated factors that affect them and their behaviors (e.g., thoughts, emotions, body, and background).
Expresses insights to clients in ways that are useful and meaningful for the client.
Identifies major strengths vs. major areas for learning and growth, and what is most important to address during coaching.
Asks the client to distinguish between trivial and significant issues, situational vs. recurring behaviors, when detecting a separation between what is being stated and what is being done.
9. Designing Actions—Ability to create with the client opportunities for ongoing learning, during coaching and in work/life situations, and for taking new actions that will most effectively lead to agreed-upon coaching results.

Brainstorms and assists the client to define actions that will enable the client to demonstrate, practice, and deepen new learning.
Helps the client to focus on and systematically explore specific concerns and opportunities that are central to agreed-upon coaching goals.
Engages the client to explore alternative ideas and solutions, to evaluate options, and to make related decisions.
Promotes active experimentation and self-discovery, where the client applies what has been discussed and learned during sessions immediately afterward in his/her work or life setting.
Celebrates client successes and capabilities for future growth.
Challenges client's assumptions and perspectives to provoke new ideas and find new possibilities for action.
Advocates or brings forward points of view that are aligned with client goals and, without attachment, engages the client to consider them.
Helps the client "Do It Now" during the coaching session, providing immediate support.
Encourages stretches and challenges but also a comfortable pace of learning.
10. Planning and Goal Setting—Ability to develop and maintain an effective coaching plan with the client.

Consolidates collected information and establishes a coaching plan and development goals with the client that address concerns and major areas for learning and development.
Creates a plan with results that are attainable, measurable, specific, and have target dates.
Makes plan adjustments as warranted by the coaching process and by changes in the situation.
Helps the client identify and access different resources for learning (e.g., books, other professionals).
Identifies and targets early successes that are important to the client.
11. Managing Progress and Accountability—Ability to hold attention on what is important for the client, and to leave responsibility with the client to take action.

Clearly requests of the client actions that will move the client toward his/her stated goals.
Demonstrates follow-through by asking the client about those actions that the client committed to during the previous session(s).
Acknowledges the client for what they have done, not done, learned or become aware of since the previous coaching session(s).
Effectively prepares, organizes, and reviews with client information obtained during sessions.
Keeps the client on track between sessions by holding attention on the coaching plan and outcomes, agreed-upon courses of action, and topics for future session(s).
Focuses on the coaching plan but is also open to adjusting behaviors and actions based on the coaching process and shifts in direction during sessions.
Is able to move back and forth between the big picture of where the client is heading, setting a context for what is being discussed and where the client wishes to go.
Promotes client's self-discipline and holds the client accountable for what they say they are going to do, for the results of an intended action, or for a specific plan with related time frames.
Develops the client's ability to make decisions, address key concerns, and develop himself/herself (to get feedback, to determine priorities and set the pace of learning, to reflect on and learn from experiences).
Positively confronts the client with the fact that he/she did not take agreed-upon actions.

برچسب ها : icf core competencies ,
+ نوشته شده در جمعه 22 ارديبهشت 1396ساعت 23:03 توسط rezaee | | تعداد بازدید : 38