The Coaching Cafe Podcast

'25 Update of ICF Core Competencies

• Open Door Coaching

Share episode

This week on the Podcast! The new ICF Core Competencies have just been released, reflecting how coaching practice has evolved since the 2019 update. However, one word in the update is causing concern across coaching educators and practitioners, making social media light up! That word is: knowledge. 

Whilst no new main competencies have been added, five new sub-competencies have been added along with 11 revisions to existing sub-competencies. Understanding these changes is essential if we are to ensure our alignment with the profession and the international standards that guide it. 

Therefore, join Natalie and Brigette on the podcast  we unpack the changes and summarise:
✔️ What are the major changes to the ICF Core Competencies?
✔️ Why the word knowledge is causing so much concern? 
✔️ What do the updates mean for your coaching practice? 

Whether you are new to coaching or an experience practitioner, keeping up to date with the ICF Core Competencies is a must. Join us as we continue our professional development as coaches. 

Transcripts can be found here:

Thanks for listening! If you enjoyed the podcast please leave us a 5 star review wherever you listened to us! It helps promote the podcast to streaming services and other listeners.

Watch the webinar of this episode on YouTube or read the blog by visiting our website.

Want to join us live on Friday? Register Here!

Engage with The Coaching Café Podcast

Thanks for listening!

[Music] It's a very good morning to some of you, a good afternoon or a good evening, wherever you are joining us all around the world for our coaching cafe. Welcome to the coaching cafe, my name is Natalie Ashdown from the Open Door Coaching Group, and I am joined by Bridget Calvert, our wonderful learning and development manager. Hello Bridget. Hello there, Natalie. Nice to meet you. Well, sorry B, I got you off already. I know. I said nice to see you. Well, welcome everyone today. We are talking about the new ICF core competencies. They have only just been released last week, and there is one word that is creating concern amongst the community. We will discuss that today as well. Before we begin, let me acknowledge the traditional owners, the custodians on the lands, in which we all meet today, and they continue in connection to the land, waters and communities of Australia, and the lands from all around the world where you might be joining us today. We pay our respects to them, and to their elders past, present and emerging, and elders from indigenous communities from all around the world, whether you're joining us live or on your favourite streaming service, we welcome you. So today, our agenda, we want to talk about the newly released ICF core competencies. Tell you about the update. We wanted to talk about the guiding principles and competencies that have been updated, but also a little insight to one word that is causing concern amongst the community. I will tell you what that word is. Welcome, Robin, from California, and Brett from Wellington again. And we are, if you are new to the coaching cafe, welcome. We are all about creating a community, sharing learned experiences and having thought-provoking conversations together. If you are a regular welcome back, you know we love to come together with you at this time, either live or on your favourite streaming service, so welcome. It's great to have you. And if you are interested in your ICF CCEs, they are available for you at the end of the session. If you are listening to this session live, let's get into our agenda. We have lots to share with you. And first of all, I want to give you the background to the update. So the ICF core competencies were updated just recently. The last update, some of you may remember a coaching cafe back in 2019, where we discussed the updates to the core competencies then, and they were very significant. So this update is not as significant, but it does have some key things that we need to be aware of. So the ICF do what's called a job analysis, the coaching and the 2025 job analysis was conducted, and the global coaching job analysis. It's a rigorous process for those of you who are interested. It uses a variety of evidence-based methods and techniques to collect the data, including journals and references and publications, etc. And it also includes data collected from 3000 coaches worldwide as well. To inform what does the job of a coach look like? So the objective of the actual update was and at the process that they went through was to understand how coaching practices has evolved since the last survey, the last update, the last, well, the surveys every year, but the last update to the ICF core competencies done back in 2019. And that was the objective. The aim is actually to identify any new competencies that are now essential for coaches to have as part of our competency toolkit, to determine what is no longer relevant given the way that our profession is going and the future of our profession, and also to revise those existing competencies. Now remembering that the last update was very significant. This is a great opportunity, you know, five, six years on, to revise them and to see if there's any existing updates that are required. So quite a rigorous process and very strong aims about thinking about what is the job of a coach, the global competencies moving forward. So to let you know, there was no main new competencies introduced, but there was five new sub competencies introduced. There's revisions to 11 of the existing sub competencies. There's one competency definition that's been updated and there's also been an added glossary of terms as well. So there's enough in there for us to go, okay, we need to have a good look at this. And what I would like to share with you and that's why I've asked Bridget to come along and newly awarded MCC coach to discuss the competencies with us. We will go into as much detail as we can, and of course, we'll answer your questions if you have any pop them into the chat box. But let me give you an overview of the big ticket items that we're focusing on. So first of all, one of the big ticket items that we're introduced into the ICF core competencies for 2025, the new competencies just released is the concept of our professional development as coaches and working with a supervisor or a mentor as needed. So you might be aware that over the years, the idea of coaching supervision and coaching mentors has become really strong. And actually now it's been built into how we consider ourselves as professional coaches. So something to really think about in terms of our professional development, how we're moving forward, it says as needed, which I'm happy to see, and I'll show you the actual core competency where it's written in, but a quite a big update to include the concept of supervision and mentoring. The second one, which we're going to smile at Bridget because with our new iteration of the certificate for workplace and business coaching back in December 2024. So we're in the new program now. We introduced the strong need for coaches to be aware of the use of technology. And of course, we've run coaching cafes on the use of AI and different technologies in coaching. This year, in particular, we've done updates on the use of technology. Well, guess what? The actual ICF core competencies have built in that is part of our profession now. We need to be aware of coaching best practice, including the use of technology. So this is a big update and I kind of smile actually because the open door alumni will know that we're ahead of the curve or on the curve because our programs have already introduced that as a core competency. Of course, our programs also include the supervision and the mentoring that you need for ACC and PCC credentials. So for those of you that are alumni, thinking, what about my program and what about my post-NOM and all what about my qualification? Am I going to be covered? The answer is actually yes. So the next big update is the awareness of the influence of your thoughts and behaviors on the client and what's emerging for yourself and the client in the moment. And I do like this one, Bridget, I'll get your opinions once we look into the detail as well. But I do like this update because it's being aware and having that emotional intelligence, which you know, we've built into the deployment program now, more of that. It's having that emotional intelligence about what's happening in terms of my thoughts, my behaviors, having that awareness, how that's emerging for myself, how that's emerging for the client in the moment, coaching presence we're talking about here and developing that awareness. Now, we might already be aware of us and top coaches will be aware of it, but how it's influencing us in the moment is actually built in which we do like. The next big ticket item is an update regarding describing your coaching philosophy. And I do like this that it's not just about talking about what coaching is and what it's not. It's about what's your philosophy here. And whether we communicate our coaching philosophy to our clients. So first of all, we need to be aware of what is our coaching philosophy and then to what extent do we communicate that with the client? Quite an interesting conversation to have. Then the last big ticket item that I want to share with you, and this is the spoiler alert, for all of you wondering what is the word that is causing confusion, not confusion, but some, a lot of discussion, it lit up social media and that word is knowledge. And I'll put it into context for you when we look at the detail, but this is about the coach sharing observations. Tick, we already knew about that, but the line is actually sharing observations, knowledge and feelings without attachment. And it is the word knowledge that everyone is curious about, I think. And as I said, there's a lot of concern about this use of the word knowledge. And of course, that's why I have a bridge here so we can discuss this as well. Alrighty. So there are the big ticket items. And now I'd like to look into the detail. So on the ICF website, you can look up the ICF core competencies for 2025. You can also find a document that is the comparison. So it's quite a useful document to look at the comparison of the past core competencies and what is the, what's the new. So with that in mind, I'm going to share that document with you so we can actually look into it. And of course, pick it up off our website under the blog or off the ICF website. And you'll be able to look at the comparison chart. So here we go, bridge, this is where I'll get your comments. Just mind your eyes, everyone, if you're looking at it. There's nothing really, there's not a big update, a tiny update to the ethical practice. And you can see there in the yellow, the views, the word abides by the ICF core code of conducts and upholds the ICF core values. So just make it clear, we're talking about ICF core values. There's nothing really to say here. But look at this bridge, what do you think about the new definition under competency number two? And I know we can't be a lot of time to go into every single thing. But under competency number two, in bodies of coaching mindset, the definition has been updated to say, so previously it was develops and maintains a mindset that is curious, open, curious, flexible and client-centered. We loved that into iteration back in 2019. We thought this is what we're talking about, developing a coaching mindset. Now in 2025, we have engages in ongoing professional learning, personal and professional learning and development as a coach. So engages in ongoing personal and professional learning and development as a coach, works with coaching supervisors or mentors, coaches as needed. Bridge your comments please. It's simply this is the contribution here is around how do we do that? So if we're developing and maintaining a mindset that is open, curious, flexible and client-centered, how are we going to do that? So this new definition allows us to really engage with this is what it would look like. This is how we show up. This is how we are able to develop and maintain our mindset. So just specificity, clarity around how we do that. I like what you say there, bridge and also it's a reminder to us as professionals that we need to be engaging in our ongoing professional development. It was already written into the competencies, but now it's a lot clearer and gives acknowledgement to the idea of coaching supervision and that we can all have mentors that we're learning from in order to increase our competency both personally and professionally. So I do like it and of course then I'll flag too everybody under here, under the bodies of coaching mindset. So we've got a chat. Let me just grab that, grab that comment in the chat. Yes, Lisa says it's a great improvement. I agree with you Lisa. I don't mind it being built in actually when I say don't mind, I do like that that's being built in now. So either myself as an MCC and Bridgett now as an MCC, we will still be doing mentoring to continue to develop our professional practice as well as needed as we go as we go along. Now we have built into the coaching mindset that awareness of the current coaching best practice and also the current use of technology. So absolutely, I think this is a very important iteration in my opinion. We'd already built it as I said into the certificate for and workplace and business coaching because it's an emerging need for coaches. Bridgett, I'm guessing that when you hear the use of technology, you might be shattering a little bit, but everyone knows that you've said your abilities around technology. Oh my greatest strength. But what do you think about when we talk about coaching best practices use of technology? I think it's really important. We're in 2025 and there's technology is becoming more and more a part of what we do and how we operate. So I think it's really important to clarify here what ongoing learning and development actually means as a coach and certainly the use of technology is real and it's current and it's everywhere. So it's important that it can really support us and making sure that that's done in an ethical way. Yes, I absolutely agree with you. The next one under coaching mindset is the use of the word biases. So remains aware of and open to the influence of biases, context and culture on the self, myself, other. I like the introduction of the word biases. I think it red highlights very important element that's going on under the surface for us, not just context and culture. Bridgett also gets you to comment, agree, there's lots of agrees coming in. Yeah, great. And please, as I said, feel free to tell us what you're thinking as well. The other one is maintains emotional, physical, mental wellbeing in preparation for throughout and following each session. So a little bit more detail there about how we look after ourselves, detail and extra couple of competencies around nurturing openness and curiosity in one self, the client, the coaching process, really bringing the idea of curiosity into the mindset and the influence of our own thoughts and behaviors on others. So, Bridgett, my feeling is this is a lot more focused on acknowledging and having self awareness for ourselves but bringing curiosity as we do that. So what are your thoughts just around those couple as well? No, certainly. Just if you can just shift the page down a little bit now to the one with 2.06 develops and maintains the ability to regulate ones emotions as opposed to developing maintains the ability to manage ones emotions. So when we think about regulation, we're thinking about being able to control our emotions or adjust or direct whereas the manage that slight shift inward, the managing is around planning and prevention. So we're being proactive and we're minimizing the chance of any issues arrive arising. So we're preparing for that as opposed to trying to regulate it or control it in the moment. So that takes us back to the coaching mindset, being curious and open and preparing ourselves for our coaching conversations. So all of that, the regulate versus the manage as well as the maintaining that emotional, physical and mental wellbeing and preparation. So preparation is really key here as opposed to just in the moment, changing or regulating in the moment. Yes, I do like what you say there, Bridgett, and the other, so picking up on the word manage is very important there and also the previously the competency was around preparing for the session. But now they're actually saying, well, it's not just what you do preparing for the session, it's what you do throughout the session, how you look after yourself and also how you do self-care after the session as well. So a really good acknowledgement that the coaching process is not just about what happens before but you know during and after as well. Yeah, yeah. And people are appreciating your nuances there, Bridgett, as well. You're listening to the Open Door Coaching Coaching Cafe podcast and for more information on programs run by Open Door Coaching, head to our website at opendoorcoaching.com.au. Now back to the podcast. There's a question from Nicole around, do we think that the ACC/PCC/MCC exams will change to factor in these iterations? The answer is yes, we definitely think they will change because they're based, particularly the knowledge test is based on the ICF core compasses, how quickly they change and what that process is for the switchover, we don't know. What we do know is that the ICF do this very carefully, very thoughtfully, so I'm not expecting anything immediately. And they will give organisations like ourselves as a credit at organisations time to make the switches if we need to. So they are very planned and organised around these kind of things. So here is the under-establishers and maintains the agreement. This is one of the other big ticket items and it is under CoreCompassie number three. And the update here is as I mentioned, describing one's coaching philosophy and also clearly describing what coaching is and not the potential clients and stakeholders. So there's a little couple of changes to the wording, but describing one coaching philosophy, be I'm keen to get your opinion on this, I like it actually. I do too. The way I approach this idea is around, we're explaining what coaching is and what it's not and process is really, for me, quite task-driven, whereas the other one, describing one's coaching philosophy is more relationship-driven, is far as I'm concerned. So it's really about connecting with not only what coaching is and what it's not and the process, which is obviously really important, but also, what do I bring to the coaching relationship and how will I approach our conversations and our coaching relationship? And that's all enveloped in that coaching philosophy. So you're not only getting the task part, but you're getting who I am as a coach as well. I really like it. It's the one thing that's got me really thinking actually more deeply. What is my coaching philosophy? If I was to describe it in a certain number of words, what would I describe? And so we will actually bring that up at a future coaching cafe great big conversation, I think. So there's other little iterations there that you can take a look at, our revisiting the coaching agreement, that's all part of it's just been, it's all part of the competencies previously just been brought out a bit more clearly. Here we are into cultivating trust and safety and there's nothing actually changes to cultivate trust and safety. Here we are now moving into maintaining presence. I do like this new competency, new subcompices, but it's been introduced and that is under core competency number five remains aware of what is emerging for self and the client in the present moment. When I first read this bridge, I was thinking more, didn't we just cover that? But I think it's potentially important enough to all link it to coaching presence and this is where we are talking about self awareness around what's emerging. Yeah, we talk about being 100% focused on the client, the coachy and this merges in with this I think in terms of being aware of what's happening and emerging for self as the coach as well as client in the present moment really being switched on and focused in the moment. All right now we're getting into listens actively and a couple of little nuances there under listening actively, but I wanted to use jump forward now to, so a couple of nuances under number six under number seven here's where we are going to talk about the so-called controversy, shock shock, evokes awareness and I'm going to scroll right to it now for you. The update is on a 7.11 and it's previously the competency was shares observations, insights and feelings without attachment that have potential to create new learning for the client. Really did like this iteration back in 2019 because allowing the coach to actually share an observation something that they're noticing and then we heard that in the coaching demonstrations we've been listening to and asking, I've noticed this, what are you noticing if anything? So really, really nice opportunity to go into depth in our coaching bridge, they've actually included the word knowledge. So it's now read as shares observations, knowledge and feelings without attachment that have the potential to create new insights for the client, so not new learning but an insight and I like the word insight because you have to have the insight before you can learn yourself something. Bridget, what's your opinion on the use of the word knowledge here? Yeah, it's interesting, isn't it? I think when we use the word knowledge, unless we really work out what this means specifically, we can, we run the risk of sliding into consulting or telling or advising, all the things that we say stay away from all of that because it's not what coaching is. So what do I make knowledge mean in this particular instance? Well, I think it's got to be relevant to what the client or the coachy is discussing. So it's a coach's relevant insights or frameworks or models that can encourage reflection for the coachy. Perhaps it's about background knowledge of human behaviors or systems or patterns or context from the coach's perspective as a contribution to enrich a client or coachy's perspective rather than this is what I know or this is what I think I think get sort of get rid of that. So it's really around what do I know that I can contribute? So how might that happen? Well, maybe offering knowledge is an invitation rather than as a prescription. So for example, using the word I wonder rather than offering something as a particular, this is what I think stay in the coach space or really thinking about what you're going to say before you say it. So it's still about asking permission. It's still about using our intuition. It's still stretching the client or the coachy first before offering anything with I wonder. For example, a simple example might be when you're exploring options, for example. So waiting until your coachy has exhausted all of their options and there might be something, you know, there might be some background knowledge that the coach might like to with permission, you know, I wonder and offer something as an addition, but isn't offering advice. It's just contributing to the exploration. Correct. I think it's very important what you say in their bridge. So it's not telling the client what to do. It's not consulting. It's not offering advice. It's not leading the client either. It's offering something that might bring new insights. And I think it's very important what you're talking about there in terms of the definition as well. And of course, it's open to interpretation, isn't it? The definition. Is it I've got knowledge about a situation that I'm going to share that or is it I've got knowledge because I'm a well-rounded person in this subject matter expertise, for example, and I'm going to share that. I've got knowledge of executive clients and the things that they they go through in their first 100 days of a new role. I'm going to share that knowledge. So it's what are we talking about when we talk about knowledge? I think is what you're hitting on there as well, bridge. And the nuances are here as well. Brett says, I think the linking of the word, so there's great great the chat's lit up now as well. So you have the words knowledge and insights or account balance. Robyn says, some coaches believe this edition of knowledge opens the door to consulting and you know, I agree with you. I think it opens the door to directing and leading and telling with rookie coaches. And that's what we need to watch out for. We need to still remember what a coaching mindset is with this word involved. And Jonathan rightly points out that it's the paradox between eliciting and providing knowledge is real. So this is actually a real situation that coaches find where they do have subject matter expertise and knowledge on the topic and it's worthy of sharing. We see this all the time in workplace coaching, but what if I've got knowledge? What if I know something? Can I can I share that? So we would talk previously about, well, think about how you do that sharing, how you offer that as you say, bridge, without attachment, with curiosity. And I'm always trying to say to the people that they're coaching or you know, not say, but you know, really encourage and offer, how can you frame that as a question rather than I think you should do that? Or this is the knowledge I have, you know, use it kind of thing. Yeah, absolutely. And I think Lisa says there can anyone think of a good example since we're live and interactive. I think there's a couple. So first of all, I think the the idea around, you know, exploring options with a client as to what they might do to move one step forward towards what they're wanting to achieve. So we're really stretching their thinking, staying out of the space and making sure that we are eliciting from them, what they know, what they could do, using all a really great variety of options, questions rather than us jumping in with any knowledge that we might know or advice that we might have or this is what I think or have you tried. Some of the closed questions can also suggest that we're offering advice because I've got this burning desire to say something. So we're making sure that we are not doing that, but it might be when you've exhausted all the options, it might be, I wonder, you start with, I wonder if and there might be something. I think storytelling is a really great way, perhaps, of rather we always keep ourselves out of this out of the conversation, but there might be a story once upon a time, there might have been somebody that was in a similar situation as the person that you're communicating with, that you coaching with. So that storytelling might support the client to consider options or ideas without expressing this is what I think or this is how I want to guide you down a particular direction as an example. Yeah, I like that example and Sarah has picked up a good example in our set for two, where we might provide our knowledge about personality types. So we're aware that different people learn differently, that that people have different personality types and given that, I wonder, Sarah said, I wonder what your preference might be, are you more introverted or introverted? And knowing that now, how does that impact what we're talking about or knowing that, how does that impact the way you think about the other person, those kind of things where you might share a bit of knowledge about a topic, but then you're turning it into a sentence, turning it into a question to raise that insight. I really like that example that you're offering, Bridgian, yours as well, Sarah, I'll give you one more just because I know we're right on time. We have to watch out for you heading into mentoring, heading into telling, advising, mentoring. The one thing I'll also offer you in another example is in change. So we know from a change point of view, if you go back to Cotta, eight steps for leading change, we know that forming a power for coalition is very important to the change process that you have a strong set of people around you that are the powerful coalition that's going to help you move this change forward. So the difference to me in knowledge is if I start talking about Cotta's change process as opposed to asking it in a question. So it's in what form am I giving my knowledge here? And my preference is to say, you may be aware that in change processes, who you involve in that change process is really important. Cotta calls that forming a powerful coalition. So if you would have think about who needs to be part of the change process, who would you think about? And there's a beautiful coaching question that was asked in one of the demos, which was if you would have seen that person as part of your coalition and turned them into an advocate, what difference would that make? Now we know that sometimes people can be turned into advocates and that's a good idea, potentially or not. But we could ask that in a question so it's framed as knowledge. I love that, Nat. And I also want to pick up on what Jai is saying around storytelling, sharing experiences is something that mentors do. So is coaching moving into the mentor, mentor and territory now? No. Sharing experiences as the coach, we're not going to do that Jai, we're still not sharing experiences. The storytelling can be a part of the coaching. We are not offering, there's some similarities obviously between mentors and coaches. The difference being of course is the mentor is the expert and they can share their experiences. The coach is not the expert, the client is the expert. Storytelling can be neutral. All right, so just presenting an opportunity for a coachy to see a picture or to hear something that potentially may or may not be supportive or may or may not contribute to that client moving forward or picking up on something. So it's staying neutral with the storytelling as opposed to sharing experiences. I really like it. There's lots to go into isn't it? One simple word again, Jai is acknowledging your comments thereby. One simple word, I'm looking at many different things, we'll pick it up in another coaching cafe as well. You know, what's the definition? We can think about it from a lot of different perspectives here as well. So there you are everyone. There's lots of other little nuances that you can pick up in the call compasses as you as you read them as well. So there you are, we have given you a fast and furious overview of the detail, the things that we are interested in, the things that we think are looking at, of course, in concern amongst the community and for what it's worth our opinions on the updates, which I think are very positive and something worth really looking into the detail around. So there you go. We are right on time. So as we've mentioned, a lot of what's in the new or call compasses are included in our set for and our diploma. So reach out to us if you are interested in that. Now I have a quick request for you. As you know, our coaching cafes are offered offered free of charge as a service to the community to bring those thought provoking conversations together. And this month only I would like to offer you that if you think you are getting value out of our coaching cafe for one month only, we are asking you to consider a donation. That donation is because World Mental Health Week is coming up next week. I am doing the one foot forward challenge for the Black Dog Institute. It's a 250 kilometer walk throughout October, so clockier kilometers throughout October. And I was just like to say, if you think you are getting value out of the coaching cafe, the QR code is there available on the screen and it will be on our blog. And we've never asked for anything in return, but this might be a great opportunity for World Mental Health Week, which is next week if you'd like to make a donation to the Black Dog Institute. And if I hit a certain target, I get a t-shirt, so I would like that. All right, everyone. Thank you for your involvement. Thank you for your your your opportunity to discuss these great iterations. As we always say, we always say thank you for joining us. And by all means, make sure that you are enjoying your coaching as you're deeply thinking about your ICF core competencies. Thank you for joining us this week. Thanks for listening to this episode of the Cudging Cafe podcast. You can watch the full video of this podcast on our website. I'll put a link in the show notes. We'll see you at the next Cudging Cafe.