Study Guide
The ICF framework on one screen
Definition of coaching
“Partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.”
Two words do the work: partnering (not advising) and potential (not fixing problems). Most scenario answers flow from this.
The 5 principles behind every answer
Partnering, not advising
Coach and client are equals; the client is the expert on their own life.
Client-led agenda
The client chooses the topic and goals; the coach follows, never directs.
Creative, resourceful & whole
The client isn't broken and doesn't need fixing — they already hold the answers.
Forward & growth-focused
Coaching maximises potential; it doesn't diagnose or heal the past.
Evoke, don't instruct
The coach asks and reflects to spark insight rather than hand over solutions.
Boundaries — coaching vs the rest
The tell: does the practitioner give their answers, or draw out the client's? Only coaching does the latter.
Therapy / Counselling
That does: Heals past pain, treats clinical / mental-health issues, diagnostic.
Coaching: Present → future, non-clinical growth. Refer out if clinical.
Mentoring
That does: Shares the mentor's own expertise and gives advice in a field.
Coaching: No advice; the coach needs no domain expertise.
Consulting
That does: Diagnoses the problem and hands over expert solutions.
Coaching: The client finds their own solutions.
Training / Teaching
That does: Set curriculum; the trainer is the content expert.
Coaching: Individual and client-agenda driven.
Managing
That does: Carries authority and evaluates performance.
Coaching: A non-judgmental partnership.
⚠ Refer out
If a client shows clinical issues (depression, trauma, substance abuse), the ethical move is to refer to a therapist— that need sits outside coaching's boundary.
Don't mix up the 4 frameworks
These are separate lists with different counts. Questions swap items between them.
Definition of coaching
1 sentenceWhat coaching IS — partnering to maximise potential.
Core Values
4Professionalism · Collaboration · Humanity · Equity.
Core Competencies
8 (2019)The skills a coach demonstrates in a session.
Ethical Standards
28 · 4 sectionsThe rules of conduct (2020 Code).
E.g. Humanity is a Core Value, not a competency. Maintains Presence is a Competency, not a value.
The 8 Core Competencies (2019)
Group hook: Foundation → Co-create → Communicate → Cultivate growth. (Consolidated from 11 down to 8.)
A. Foundation
Demonstrates Ethical Practice
Confidentiality, boundaries, referrals, conflicts of interest, the Code.
Rules
Embodies a Coaching Mindset
The coach's own development: reflection, learning, supervision, “client owns their choices”.
Coach's stance
B. Co-Creating the Relationship
Establishes & Maintains Agreements
Contracting — the engagement AND each session (“what do you want from today?”).
The deal
Cultivates Trust & Safety
The relationship over time: respect, empathy, safe to open up.
The bond
Maintains Presence
The coach's in-the-moment state: grounded, calm, silent, comfortable not knowing.
Coach's being
C. Communicating Effectively
Listens Actively
Receiving the client's expression: reflect, summarise, notice tone/energy/non-verbals.
Take in
Evokes Awareness
Creating NEW insight: powerful questions, challenge, metaphor, reframe.
Light bulb
D. Cultivating Learning & Growth
Facilitates Client Growth
Turning insight into ACTION: goals, accountability, autonomy, closing, celebrating.
Do something
Confusable pairs — the deciding question
When two competencies feel close, ask the test question.
Presence (5) vs Active Listening (6)
Is it about the coach's inner state, or the client's expression?
Coach sits calmly in silence = Presence. Coach says “your voice dropped when you said ‘manager’” = Listening.
Evokes Awareness (7) vs Facilitates Growth (8)
Did the client just see something new, or decide what to do about it?
New perspective = Evokes. Action plan / accountability = Growth.
Trust & Safety (4) vs Presence (5)
Building the relationship, or being grounded right now?
Respect & empathy over time = Trust. Grounded in the moment = Presence.
Coaching Mindset (2) vs Ethical Practice (1)
Coach's personal growth, or the rules?
Reflection & development = Mindset. Confidentiality / boundaries = Ethics.
Agreements (3) vs Coaching Mindset (2)
Contracting the session, or the coach preparing themselves?
Setting session focus = Agreements. Coach's mental prep = Mindset.
Coaching tools & techniques
These live in the 40% Strategies & Techniques slice. The exam tests whether you can name the RIGHT tool for a scenario.
Wheel of Life
Assessment / awarenessClient self-rates satisfaction across life areas (career, health, relationships, finances) on a wheel to spot imbalance.
Early — deciding WHAT to focus on.
SMART goals
Goal-settingSharpen a vague aim into Specific, Measurable, Achievable, Relevant, Time-bound.
After the focus is chosen — shaping the goal.
GROW model
Session frameworkA whole-conversation structure: Goal → Reality → Options → Will (way forward).
Structuring a session end-to-end.
Backwards planning
PlanningStart at the desired end-state and map milestones back to today.
Sequencing the action steps.
Scaling questions
Question technique“On 1–10, where are you now? What would move you +1?” — measures progress and surfaces the next step.
Tracking movement, building momentum.
360-degree feedback
Assessment (external)Gather feedback about a person from manager, peers, direct reports, and self.
Building external self-awareness (often leadership coaching).
Johari Window
Awareness modelMaps what's known/unknown to self vs others — surfaces blind spots.
Deepening self-awareness.
Powerful (open) questions
Question techniqueOpen, curious, non-leading questions (“what…”, “how…”, not “why/did you…”) that evoke new insight.
The engine of Evokes Awareness (7).
⚠ The classic trap
Self-rating across life areas to find a focus = Wheel of Life. Shaping a goal = SMART. Sequencing steps = backwards planning. Others rating you = 360.
2020 Code of Ethics
The 4 Core Values
Professionalism
Hold high standards; act with integrity and competence.
Collaboration
Partner with clients, colleagues, and the wider community.
Humanity
Treat people with dignity, respect, and compassion.
Equity
Practice fair, inclusive processes that create equality for all.
Structure
5 main sections
Introduction · Key Definitions · Core Values & Ethical Principles · Ethical Standards · Pledge
28 standards · 4 responsibility categories
to Clients · to Practice & Performance · to Professionalism · to Society
⚠ Trap
5 sections, but 4 responsibility categories — questions swap these two numbers.
Key definitions
- Client — the one being coached
- Sponsor — the one paying/arranging (often HR)
- Confidentiality — protect all info unless consent/law
- Conflict of Interest — competing interests (financial, personal, or otherwise)
Ethics & conflict-of-interest playbook
Most ethics questions are best-answer scenarios. The wrong option is usually the comfortable one. Five rules crack almost all of them.
Disclose conflicts openly
Name a conflict of interest or dual role out loud — never manage it privately. “I’ll stay neutral” still conceals it.
Confidentiality = the agreement
Share only what was agreed. Reveal nothing to third parties (sponsor, spouse — even that someone is a client). Exceptions: law, or risk of serious harm.
Stay in role, refer out
Coaching isn’t therapy, consulting, mentoring, or legal/medical advice. Recognise the limit and refer to the right professional.
Client’s interest first
Above the sponsor’s and above your own. Refuse to steer, nudge, or serve a third party’s agenda — even subtly.
Transparent beats quiet
When two options both seem ‘safe’, the one that discloses openly or re-agrees terms wins over the one that quietly accommodates.
The one-line tell
On a conflict-of-interest question, “I’ll quietly handle it / stay neutral” is almost always the trap. The answer is the option where you say it out loud.
⚠ Ethics vs contracting
Upholding confidentiality = Demonstrates Ethical Practice. Settingthe confidentiality terms up front = Establishes & Maintains Agreements. Same facts, different competency — check whether it’s being applied or agreed.