Every coaching client is different because the complex web of each person can never be fully understood by anyone else. We all have parts of our identity that are private to us, or thoughts we have that we don’t share with anyone. Consider for a moment what you know about yourself that others don’t know. Or what thoughts or feelings you have that you never share. Even if you describe that part of yourself, another person can never truly know what it feels like to live in your body, in your life, with your history and with your experiences.

Every person – every coaching client – is a Culture of One

Instead, think of every client as a Culture of One. Culture is not one characteristic. It is the unique combination of experiences that shapes how someone interprets what happens in the world.

UNESCO (United Nations Educational, Scientific and Cultural Organization) defines Culture as, “the shared set of beliefs, values, customs, behaviors, and physical objects that a group of people learns, shares, and passes down from generation to generation. It acts as a collective guide for how people live, communicate, and see the world.”

If we apply that definition of Culture to one person at a time, we are more accurately recognizing the complexity of the person we are coaching.

The Assumption Trap

One function of our brain is to make meaning of what we experience, and often the meaning we make is inaccurate. We make assumptions based on our own past experiences, our own current experiences, on what others say or do, and what we believe to be true. Our brains have a habit of making connections and linking things together in an attempt to shortcut through the complexity. Then we apply that same logic to another person.

Yet similarities in our experiences doesn’t translate to the ‘same’ experience for another. We need to constantly question any assumption we have that people with similar characteristics think or act alike.

For example, two teachers of the same subject may have completely different teaching philosophies. Two engineers may have very different communication styles. Two parents may have children of the same age yet are facing very different family circumstances. Two people from the same region of a country may have very different values and beliefs. Two tennis players may have very different techniques and philosophies about how to play the game.

Categorizing people’s circumstances or experiences as similar or same as ours provides a shorthand approach yet never tells the whole story of another person.

The Mindset: Curiosity instead of Certainty

Two of the ICF Core Competencies in particular provide specific guidance on the mindset of a coach that demonstrate honoring each client as a Culture of One:

Core Competency 4: Cultivates Trust & Safety. Some of the sub-points include:

• 4.01: Seeks to understand the client within their context which may include their identity, environment, experiences, values and beliefs.
• 4.02. Demonstrates respect for the client’s identity, perceptions, style and language and adapts one’s coaching to the client.
• 4.03: Acknowledges and respects the client’s unique talents, insights and work in the coaching process.
• 4.06: Demonstrates openness and transparency as a way to display vulnerability and build trust with the client.

Core Competency 5: Maintains Presence. Some of the sub-points include:

• 5.01: Remains focused, observant, empathetic and responsive to the client.
• 5.02: Demonstrates curiosity during the coaching process.
• 5.06: Is comfortable working in a space of not knowing.

As coaches, we want to engage with our coaching client from a mindset of curiosity and openness. We have ‘uncertainty’ about truly knowing our client. Sure, we learn about our coaching client over many coaching sessions, and yet we only engage with them for a few hours per month. Our client has an entire life of experiences we will never know about.

The Practice of “Not Knowing”

As Professional Coaches, we want to bring our curious ‘not knowing’ mindset for maximum benefit of our client. This includes asking questions that allow the client to explore and deepen their understanding of themselves in their circumstances. And asking our clients about their definitions or meaning of words they use, not assuming we already know.

A mindset of “not knowing” is not ignorance. It is intentionally leaving room for discovery instead of relying on our assumptions and interpretations. We mentally shift from, “I already understand this person from my version of the world” to “I wonder how this person experiences their world?”

Some examples of not knowing:

• When you say you have imposter syndrome, what does that mean for you?
• What more can you say about being at a ‘crossroads?’
• What’s most important for you about being the new leader of your team?

Every Interaction Is New

When we work with a coaching client for months or even years, we can lessen our curiosity and think we know that person.

While we are aware of themes and patterns that emerge for our client, we also come to each coaching session with “not knowing” mindset of “Who is this person today?”

One common example is a client mentions what seems like the same thing in many coaching sessions – let’s say imposter syndrome. Instead of the coach ignoring because they think “we’ve discussed this many times before.”’ A curious not knowing approach might be, “Given imposter syndrome is something you have mentioned and explored in previous coaching sessions, what aspect would benefit you to explore today?” Then ask follow up questions to determine the outcome of today’s exploration. Further inquiry might be about the broader desire or vision the client has for themselves as they shift from imposter syndrome thinking to….?

We all make mental automatic shortcuts that influence our expectations without our awareness. A masterful coach will disengage from these shortcuts and instead self-question, “What assumptions might I be making before I’ve even heard this person’s story?”

Consider the following in regard to your coaching client/s:

• What assumptions am I making about this person based on past coaching sessions?
• What can I ask rather than assume?
• How do I continually attune my listening to what matters most to this person today?
• How comfortable am I with changing my understanding as I learn more about this person?
• How comfortable am I being curious versus being certain about a client?

In Closing…

The objective is not to become an expert on every culture. Instead, it’s to become skilled at meeting each person with curiosity, humility, empathy, and the willingness to learn from them, about them.

A central question to consider: How can I remember that every person I coach is a Culture of One?

By engaging from this mindset, we respect each person as the unique individual they are, with their unique combination of experiences, identities, beliefs, relationships, and priorities.

Written by Carly Anderson, MCC

Are you ready to prepare for your next ICF credential, or renew your credential?
Want to work with an experienced MCC Mentor Coach?

The Mentor Coaching Group Program is an ICF approved individual / group mentor coaching program. Approved for 30 of ICF Core Competency CCEs, including 10 hours of mentor coaching. For comparison between my MCC program, and Level 3, go to Q6 on FAQs page

Programs now open!
Group #86 MCC Mentor Coaching Program commencing September 8, 2026
Group #87 PCC and ACC (Renewal) Mentor Coaching Program commencing September 9, 2026

Visit this page for more information

I offer a rich, experiential mentor coaching group and individual program that has many exclusive offerings for participants. You can read some testimonials from real people, FAQs, or find out more about The Mentor Coaching Program here

I offer other products including The Upgraded Target Approach: Illuminating the ICF Core Competencies. You can find more products for coaches here

I’m passionate about supporting the professionalism of coaching, which includes often engaging in ICF projects as a volunteer to continue to develop and evolve our profession. As at May 2026, I’m co-leader of the newly launched ICF Global Mentor Coaching Community of Practice. I’m also 2026 Co-Leader of the ICF Los Angeles Credentialing SIG.

I hold the Mentor Coach Specialization (MCS) designation for ACC, PCC and MCC mentor coaching, which is a requirement for all mentor coaches to have commencing January 1, 2027. I offer mentor coach education via our Mentor Coach Mastery website

A long term experienced and continuously active ICF Assessor since 2005, assessing and mentoring for all 3 credential levels. I have listened to and evaluated over 2,000 coaching session recordings between ICF assessing and my mentor coaching clients. As at June 2026, 235 coaches I’ve mentored for their MCC preparation have passed ICF MCC exam process (that I know of), as well as hundreds of coaches passed their ACC and PCC exam process. Mentor coaching clients have access to an incredible and exclusive member-only library that includes 40+ coaching recordings that have actually passed ICF MCC, PCC and ACC credential process.

For some context, ICF have a new requirement from January 1, 2027 that all mentor coaches for ACC, PCC or MCC must hold the Mentor Coach Specialization (MCS) for the credential level/s they are mentor coaching at.

In my case, I’ve been awarded all three MCS levels and I’m excited to continue mentor coaching for MCC, PCC and ACC, including for credential renewal.

Mentor Coach Mastery is our new website to support mentor coaches meet the new ICF MCS requirements for mentor coach education. Yet it’s much more than that.

Mastery from the Inside: A Mentor Coach Immersion!

The first program: Mastery from the Inside, is more than checking the box and has three purposes:

The first is to give experienced mentor coaches a self-paced (asynchronous) program that meets the requirement of 10 hour “Credit for Prior Learning” education.

The intent is for even experienced mentor coaches to finish the program with more clarity about their strengths and their development opportunities. And to have the kind of evidence-based clarity that may inform new ways of being in future mentor coaching sessions.

This program offers the chance to hear one PCC Markers and two MCC Behaviors (BARS) mentoring sessions. Even if you only mentor at ACC skill level, you will hear the principles of mentor coaching demonstrated by an experienced mentor coach and apply what feels right to your mentoring for ACC, PCC or MCC skill level.

The second purpose is learning for any coach who is a coach educator and is teaching in a coach training program yet isn’t actively mentor coaching. If you are renewing your ACC, PCC or MCC credential you will have 10 core competency hours toward your 40 hours for renewal requirements!

Not just any old core competency hours, but meaningful learning to support your next evolution as a mentor coach, a coach educator and as a coach!

This program gives you something rare that you would otherwise only get by being one of my mentor coaching clients: three actual mentoring sessions with three real coaches, unfiltered and unscripted, exactly as they happened.

You will hear the coaching session recording between the coach and their client. Then you will hear the matching mentoring session with the coach: how I listened, what I caught, what I named and how I structured verbal feedback in a collaborative way that has coaches leaving their mentoring session motivated to keep going – even if they came in convinced their coaching session was one of their worst.

You will have access to my written Session Observation Forms and how I wrote the feedback for each mentoring client.

A third purpose of the Mastery from the Inside program for coaches who aren’t mentoring or training coaches can benefit from this program as well, with a slight modification to how you’ll complete module five. If you find you are interested in this, please email me.

A HUGE Thank You to my web designer partner Ben Auten, who went above and beyond in a short period of time and with such care. And to Byron Van Pelt, who did an incredible job interviewing me for hours to ensure the words on the page were true to me. Being a professionally trained coach, I have higher expectations of good communication when it comes to those I partner with. Ben and Byron are exceptional communicators and I’m so grateful for how they worked with me.

Please check out the Mentor Coach Mastery website, and if it seems like it’s for you, I look forward to engaging with you along your immersion journey! That’s because those who purchase have access to bonus monthly Zoom Q&A meetings with me to bring your questions, work through anything that came up in the modules, or explore how to apply what you’re hearing to your own mentoring practice.

Written by Carly Anderson, MCC

Are you ready to prepare for your next ICF credential, or renew your credential?
Want to work with an experienced MCC Mentor Coach?

The Mentor Coaching Group Program is an ICF approved individual / group mentor coaching program. Approved for 30 of ICF Core Competency CCEs, including 10 hours of mentor coaching. For comparison between my MCC program, and Level 3, go to Q6 on FAQs page

Programs now open!
Group #86 MCC Mentor Coaching Program commencing September 8, 2026
Group #87 PCC and ACC (Renewal) Mentor Coaching Program commencing September 9, 2026

Visit this page for more information

I offer a rich, experiential mentor coaching group and individual program that has many exclusive offerings for participants. You can read some testimonials from real people, FAQs, or find out more about The Mentor Coaching Program here

I offer other products including The Upgraded Target Approach: Illuminating the ICF Core Competencies. You can find more products for coaches here

I’m passionate about supporting the professionalism of coaching, which includes often engaging in ICF projects as a volunteer to continue to develop and evolve our profession. As at May 2026, I’m co-leader of the newly launched ICF Global Mentor Coaching Community of Practice. I’m also 2026 Co-Leader of the ICF Los Angeles Credentialing SIG.

I hold the Mentor Coach Specialization (MCS) designation for ACC, PCC and MCC mentor coaching, which is a requirement for all mentor coaches to have commencing January 1, 2027. I offer mentor coach education via our Mentor Coach Mastery website

A long term experienced and continuously active ICF Assessor since 2005, assessing and mentoring for all 3 credential levels. I have listened to and evaluated over 2,000 coaching session recordings between ICF assessing and my mentor coaching clients. As at June 2026, 235 coaches I’ve mentored for their MCC preparation have passed ICF MCC exam process (that I know of), as well as hundreds of coaches passed their ACC and PCC exam process. Mentor coaching clients have access to an incredible and exclusive member-only library that includes 40+ coaching recordings that have actually passed ICF MCC, PCC and ACC credential process.

Partnering to close the coaching session is often missed by the coach or misunderstood in what it means. In fact, ICF Core Competency 8: Facilitates Client Growth may be omitted or given minimal time by the coach, which robs the client of integration and preparation for what comes next after their coaching session.

Competency 8 is where the fruits of the exploration done throughout the session can come together as the client is given time to consider what occurred, to compare, contrast and speak about their session progress around their chosen topic/s and their measure of session success. The client can explore their learning, including unexpected discoveries. The client can consolidate their learning and leave the session with clarity about what’s next (actions, further reflection, research…).

Competency 8 also includes the coach authentically acknowledging the client such as client progress, client learning and client way of participating in the session.

Competency 8 includes the coach partnering with their client to close the session.

ICF Information on Partnering to Close the Coaching Session

The last behavior statement under ICF Core Competency 8, Facilitates Client Growth reads: “Partners with the client to close the session.”

For each credential level – ACC, PCC and MCC – the Minimum Skills Requirement (MSR) documents refer to this statement, highlighting that this is a behavior expected to be demonstrated by a coach at every skill level.

For ACC the coach behavior statement reads: “Coach supports the client to close the session.”
For PCC the coach behavior statement reads: “Coach partners with the client on how they want to complete the session.”
For MCC the coach statement reads: “Coach partners with the client to complete the session.”

Just as there is an expectation that the coach partners with the client at the beginning of the session, this same partnering mindset is expected all the way through to ending the session.

To fully embrace the power of Partnering mindset often requires a shift by the coach from leading or directing the client throughout the session, based on what the coach is curious about. In The Upgraded Target Approach to the ICF Core Competencies, I describe in detail two different types of Partnering (defined by me, not the ICF).

Back to Partnering to close the session

Instead of the coach deciding it’s time to close the session, the coach asks the client a fundamental question about whether they are ready to close the session.

An example partnering question: “As we near the end of our time together today, how ready do you feel to begin closing the session?”

This type of question, or something similar, gives the client a chance to become present to this moment, as the client may have been engaged in a lot of thinking, feeling or introspection. Yet there is recognition that the time is nearly over for today, and we support the client bring closure for now, so they can be resourceful and ready to move on to whatever is next immediately after the coaching session ends.

From the ACC perspective:

To ‘support’ the client to close the session holds the same partnering intention; we want to prepare the client to leave in a resourceful state.

The fundamental question applies: How ready does the client feel to begin closing the session? Followed by supporting the client to close the session. This may include asking the client what else they need to share before closing the session? Or what else the client needs to talk about in the minutes remaining? And what does client want to share to close the session today?

What not to do: Coach ends the session saying something like, “Well we’re done for today.” Or “Is there anything else you want to say before we close?” thereby deciding the timing and method of closing the session.

From the PCC perspective:

All written above for ACC applies to PCC, beginning with a version of how ready does the client feel to begin closing the session. The added distinction for PCC is partnering with the client on ‘how’ they want to complete the session. While implicit for ACC, this makes explicit that the coach is curious about the client’s way (not imposing the timing, or coach’s way of ending the session).

For example, if a coach asks, “How would you like to complete the session today?” Many clients want to thank their coach. Consider your comfort level with the client recognizing you as their coaching partner. If uncomfortable, consider what needs to be developed in you to be able to humbly receive client recognition of your role in their coaching process.

When other clients are asked how they’d like to complete the session, they may want to share something personal, or breathe together, or share a poem, prayer, quote or move their body in a certain way. All of these possible ways are client chosen, not coach chosen. We trust our client to share whatever feels best for them in the way that feels best to them.

Another possibility is the client says they have received what they wanted from the session, thereby indicating to the coach to move toward completion (and not open a new topic or ask discovery-oriented questions that lead the client away from what they just said). In fact, the coach doing so would contra-indicate being present, listening to and honoring the client.

From the MCC perspective:

All written above for ACC and PCC applies to MCC, who engages from partnering mindset with ease and confidence. The MCC coach trusts their client as a full partner in the coaching process.

The coach is confident knowing how to structure a coaching conversation and stay present, curious and humble. They are present to the whole person of their client (who) first and foremost, while not ignoring the situations (what) they want to gain clarity about.

The MCC coach is:

• responsive to their client throughout the session including how to complete/close the session. The coach does not impose their way of thinking, their timing, or way of completing the session.
• quietly confident inquiring about client progress, learning, and actions. They are comfortable with acknowledging the client and being acknowledged by their client.
• understands the importance of partnering with their client to complete and close the session, so their client is in a resourceful place as they move into whatever is happening for them immediately after the coaching session.
• is listening to their client level of confidence in what they’ve decided on as actions (or reflections, research…) and that their client has sufficient clarity about what they are going to do next.
• keeps the ‘spotlight’ on the client throughout the session, from the very beginning to the very end of the session.
• listens for the opportunity for the client to expand learning beyond their presenting topic, to other situations in their works situations or other life situations. Ability to Expand Learning is one of my Ten Characteristics of MCC Skill Level.
• is deeply attuned to their client in every moment. They are present to what’s occurred for the client during the session and the nature of the topic they explored. If the client is still deeply reflective, the MCC coach realizes it’s not appropriate in that moment to ask about expanded learning opportunities.

Coach partners to manage session time

Coaches I mentor often say they don’t have enough time to ask questions about progress, learning, action, acknowledging the client and partnering to complete the session.

ICF Core Competency 3.09 says, “[Coach] partners with the client to manage the time and focus of the session.”

An example: “With about [5, 7, 10] minutes remaining in our session, what would be the best use of the time for you?”

Most often the coach does not allow enough time for Competency 8. The coach realizes there is no time remaining so instead of partnering with the client on readiness to close the session, the coach instead goes directly to something like, “What would you like to say to close the session?” This is an example of coach deciding the session is over.

Partnering mindset and managing use of session time begins with the coach being aware of time and asking the client about how they want to use it. Partnering mindset is present throughout the session and might include clarifying use of time if the client brings more than one topic. In which case the coach partners by clarifying how much time the client wants to allocate to each topic?

Moving toward the last part of a coaching session and being aware of time remaining, the coach might explicitly partner such as, “There’s about 10 minutes left in our session today and checking with you if you feel there’s more for you to explore, or if you are ready to talk about your progress, learning and actions?” If the client is in the middle of deep introspection, then hold off asking a process question about use of time remaining. If the client wants to explore more, the coach honors that. If I’ve been present and listening well, I can usually sense the time to ask this type of process question. Most often the client is in fact ready to talk about their progress, learning and actions.

As a result of partnering in this way, coach questions shift toward integration. Some example questions might be:

• “As we move toward the end of our session today, checking with your measure of session success: You said you wanted to have [fill in the blank]. How much progress have you made toward that?” Note: Hopefully this question will be asked sooner than the very end, so there is time to address what the client may say if they haven’t progressed in the way they’d hoped for.
• “What would make this session feel complete for you?”
• “What do you feel we didn’t address sufficiently today?” Followed by partnering with the client whether they are going to take on actions, or if the client wants to wait and carry forward into their next coaching session.

Bonus information about Partnering Mindset

The concept of Partnering with your coaching client is a key concept for ICF and is embedded in their definition of coaching: “Coaching is partnering with clients in a thought-provoking and creative process that inspires them to recognize and maximize their personal and professional potential.”

Here’s some contextual information for the concept of Partnering.

Partnering mindset respects that our client is an equal partner with their coach in the coaching process while recognizing coach and client have different roles.

The coach is responsible for:

• Creating an environment of safety for the client to share freely about themselves (who) and their situations (what).
• Explaining the overall coaching process and clarifying as often as necessary
• Explaining the structure of each coaching session so the client understands what coaching can deliver as a Professional Coaching Conversation.
• Explaining what Partnering is and discussing with the client.
• Delivering on Partnering mindset throughout the entire session.
• Keeping the client ‘in the spotlight’ rather than the coach spotlighting themselves and knowledge they want to impart.
• Continuing to explain the structure of a coaching conversation including roles – as often as needed – so the client can benefit from a Professional Coaching Conversation.

The client is responsible for:

• Bringing a topic (or topics) that are important for them to discuss and gain clarity around.
• Bringing knowledge about themselves into the conversation, usually as a result of the ability of the coach to ask curious questions, offer non-judgmental and non-directive observations, and provide silence / space for the client to reflect and consider whatever is emerging for them.
• Being given the opportunity to choose what to explore next in their coaching session, and experiencing trusted from their coach as to what they choose.

Because of the safe environment created by the coach, the client can explore – without fear of being judged by their coach – their thoughts, emotions, sensations, beliefs, values, needs, wants, fears, hopes, dreams and more. The output of such exploration is most often the client has realizations (also called insights, new awareness, new learning) that inform more clearly what they might do after the coaching session.

The coach also benefits because they hear if the session was successful, and what might have been missed. This reflection time gives the client an ability to consider how successful the session was for them. This increases the likelihood of the client realizing they may have gained more from the session than first realized and supports the case for coaching as a successful approach.

Written by Carly Anderson, MCC

Are you ready to upgrade your coaching skills, prepare for your next ICF credential, or renew your credential? Want to work with an experienced MCC Mentor Coach?

The Mentor Coaching Group Program is an ICF approved individual / group mentor coaching program. Approved for 30 of ICF Core Competency CCEs, including 10 hours of mentor coaching. For comparison between my MCC program, and Level 3, go to Q6 on FAQs page

Programs now open!

Group #86 MCC Mentor Coaching Program commencing September 8, 2026
Group #87 PCC and ACC (Renewal) Mentor Coaching Program commencing September 9, 2026

Visit this page for more information

I offer a rich, experiential mentor coaching group and individual program that has many exclusive offerings for participants. You can read some testimonials from real people,FAQs, or find out more about The Mentor Coaching Program here

I offer other products including The Upgraded Target Approach: Illuminating the ICF Core Competencies, as well as Ten Characteristics of MCC Skill Level. And a very unique opportunity to hear 15 consecutive coaching sessions with one of my clients in the Butterfly on the Wall Coaching Series.

I’m passionate about supporting the professionalism of coaching, which includes often engaging in ICF projects as a volunteer to continue to develop and evolve our profession. As at May 2026, I’m co-leader of the newly launched ICF Global Mentor Coaching Community of Practice.

A long term experienced and continuously active ICF Assessor since 2005, assessing and mentoring for all 3 credential levels. I have listened to and evaluated over 2,000 coaching session recordings between ICF assessing and my mentor coaching clients.  Including being trained to assess using ICF ACC BARS Behaviors, PCC Markers, and MCC BARS Behaviors. As at June 2026, 235 coaches I’ve mentored for their MCC preparation have passed ICF MCC exam process (that I know of), as well as hundreds of coaches passed their ACC and PCC exam process. I do my best to communicate ICF publicly available credential information in a simple manner. Mentoring Coaching clients have access to an incredible and exclusive member-only library that includes 40+ coaching recordings that have actually passed ICF MCC, PCC and ACC credential process.

A coaching conversation is a conversation with a purpose, being a client-determined topic and outcome for each coaching session.

Professional Coaches are trained in how to structure a coaching session, so there is maximum opportunity for the client to gain the value they are seeking from being in the coaching process.

Knowing how to consistently structure a coaching session also develops confidence in the coach. There’s a flow to a coaching conversation that can be replicated every time for consistent experience of the client, being able to gauge the satisfaction and results client is receiving from being coached.

Coaching Session Structure

Every coaching conversation has three phases; Beginning, Middle and End. As well as “transition” skills used between each phase. There’s also a dynamic quality to the flow, meaning what I’ve outlined is generally the flow, and the order of some parts of each phase may be evident in other phases.

Beginning Phase, consists of;

• Greeting and connection
• Partnering on where to begin the session
• Coaching Session Agreement clarification process

Transition: Partnering on where, what or how to explore now

Middle Phase, consists of;

• Exploration using coaching skills such as use of open-ended questions, summaries, observations, sensing or intuition by the coach.

Transition: Partnering on readiness to move to end phase

End Phase, consists of:

• Progress check-in
• Learning inquiry
• Post session action clarification
• Acknowledge client progress
• Closing the session

Beginning Phase

Approximately the first 10 minutes of a coaching session is where a coach needs to especially “lean in” to listening. The coach has to be fully present in the moment and ready to hear, observe and sense what the client is saying verbally (such as words and emotions) and non-verbally (such as facial or body movements which may indicate emotions that reinforce or mismatch what the client is saying).

Greeting and connection

How the coach initially connects with their coaching client is important. Is the coach present and ready to hear however the client is arriving to each coaching session?

For me, coaching begins “from the very first breath.” Meaning as soon as coach and client are connected (by phone, web conference, in-person), the coaching session has begun.

This includes inquiring and responding to how the client arrives to the session.

Example greetings might be;

• How are you coming to our session today? 
• How is your energy as you arrive to our session today?
• I notice you took a deep breath as you arrived into our session. (coach might then be silent to allow client to respond as they want to)

Partnering on where to begin the session

Coaches often assume it’s their job to hold the client accountable to actions the client said they’d engage with between coaching sessions. Yet the client might have moved through a lot of “life” circumstances in that time.

Unless the client has specifically asked the coach to check in with them on specific actions at the beginning of the coaching session, coach uses a Partnered Approach to allow the client to choose what to speak about, so client gains maximum benefit from time allocated to their coaching session.

Examples might be:

• It’s been two weeks (1 month) since our last coaching session. What do you feel is relevant for you to share that’s occurred for you since then?
• We could begin with how you went with completing actions from last session, or you might be ready to go to setting a focus and outcome for this session; what’s best for you today?
• How do you want to begin our session today?

Coaching Session Agreement clarification process

Having a client-desired session focus and outcome frames what happens for the majority of the session and will support both coach and client to make best use of their time together.

The process of clarifying client-desired session outcome can be awareness building for the client, an example of the Middle or End Phases even being present from the beginning.

The ICF has defined behaviors of a Professional Coach for establishing a coaching session agreement, which are named as the following sub-points for Core Competency #3: Establishes and Maintains Agreements. They include partnering with the client to identify or reconfirm what they want to accomplish in the session, defining what might be preventing them from having their outcome already, and how session success might be measured by the client.

The behaviors of a Professional Coach are evident at ACC, PCC and MCC skill level. The difference is how the coach inquires about each of these components, and whether the coach is able to hear both the “What” and the “Who” of what the client is saying.

Coach ability to summarize what they heard client wants from this session, also lets the client know the coach is listening.

An example summary by the coach might be:

“To confirm for this session, you’d like to explore ways to handle the overwhelm you’re feeling of having so many urgent projects. This coaching session will be a success for you if you understand how to work with your “people pleasing” belief, and you had a feeling of relief by the end of our session. Did I hear you correctly or miss anything?

Transition – Partnering

Once coach and client are aligned on the session focus and outcome, next is to Partner with the client to allow client to choose what, where or how to explore now.

Partnering ensures coach is attending to what client wants to explore, which might be different than what the coach is “curious” to ask about. While it may be interested where the coach wants to explore, it might not be where the client wants to explore now.

Example Partnering offerings might be;

• You’ve mentioned you want ways to handle the overwhelm you’re feeling and are aware of having a people pleasing belief that contributes. Where do you feel would be best to explore now?
• How would you like to explore lessening overwhelm and understanding your people pleasing beliefs?
• Where do you want to go deeper now?
• We could explore what people pleasing beliefs, or something else; what seems best for you now?

Middle Phase

This is where a Professional Coach uses their coaching skills to support client self-discovery. Coaching skills include asking customized and responsive open-ended questions, succinctly summarizing what the coach is hearing (for client to respond to), offering observations of what the coach is seeing or hearing when the client shares. Or offering sensing or intuition by the coach for the client to respond to.

Refer to ICF Core Competency #6: Listens Actively, and #7: Evokes Awareness, to understand the range of what the coach can be listening for and the skills to support the client gain awareness.

Transition – Partnering

Coaching sessions are time-bound. Sometime during the session, coach can observe to the client about the time, and inquire client readiness to move to the “end phase.” Or coach might hear in the flow of the conversation where discoveries are emerging for the client. Which could signal a Partnering approach to moving to a different part of the coaching session.

Example questions might be:

• We have about 10 minutes left in our session. What else do you feel you need to explore toward the outcome you want from this session?
• We have about 10 minutes left in our session. Would you like to continue exploring, or do you feel ready to go to progress, learning and actions?
• Hearing awareness and clarity in the way you are speaking. Would you like to talk about your learning and progress? Or is there more for you to unpack first?

End Phase

Refer to ICF Core Competency #8: Facilitates Client Growth to understand the range of coach skills engaged in this phase of a coaching session.

The client may have awareness emerge earlier in the session, which means some of the End Phase can occur at that time as well (such as observing client learning, asking what, if anything, the client wants to do with their new awareness, acknowledging the client discoveries…).

Progress check-in

A valuable coaching skill is to check on progress client has made in this session toward their desired outcome as this allows the client to compare and contrast where they began versus where they are now.

Example questions might be:

• You’ve explored a lot in this session. How much progress do you feel you’ve made today toward your outcome of understanding the source of your overwhelm?
• Given you wanted to have a feeling of relief, where are you now with that feeling?
• What progress have you made in this session toward your success measure, which was a feeling of relief?

Learning inquiry

New learning may also be referred to as insights or discoveries. Philosophically, the purpose of a coaching session is for the client to experience learning and gain clarity about something of their choosing, which then supports them move forward. Checking on session progress can naturally have the client begin to speak about their learning too.

Some example questions might be:

• What awareness do you have now about your relationship with overwhelm?
• You said you now have more understanding about what’s driving people pleasing behaviors; what else might you have discovered in this session?
• What are you learning about yourself?
• What insights have emerged for you?

Post session action clarification

From the coaching process of asking questions, summarizing, offering observations (the Middle Phase), client awareness and learning emerges, often accompanied with motivation to do something as a result. What does the client want to do to move their learning into action? Below are general questions. As much as possible, and especially for MCC skill level, customize by incorporating client words and concepts.

Examples questions might be:

• How will you use the clarity you’ve gained?
• With what you’ve learned, what are the next steps for you?
• What actions do you feel ready to commit to?
• You said you want to continue your reflection process; how can you do that?

Acknowledge client progress

As client, it’s often challenging to perceive the progress, shifts or changes that have occurred to us in the coaching process. The coach can offer authentic acknowledgement to the client of what they’ve observed.

Examples might be;

• I acknowledge you for your courage to dive deeper into your people pleasing beliefs and for what you discovered by your willingness to explore.
• I’m sensing a different energy present in you now, more smiling; your body seems more energized than when we began this session.
• Having coached you for awhile now, I observe a pattern that has emerged of being kinder to yourself. When we began coaching 3 months ago, you were often speaking harshly about yourself, and I notice how much you’ve shifted the predominant way you speak about yourself to being more kind.

Closing the session

A good practice is to partner with the client to check on readiness to close the session and move on to whatever is next for them. And to give the client the opportunity to say some of the last words in the session.

Example questions might be:

• As we’re nearing the end of our time together, how ready do you feel to move toward closing?
• What would make this session complete for you?
• How confident do you feel about what you’re going to do next?
• How would you like to close the session?
• What would you like to say to close the session?

In Closing….

When we are confident in our ability to structure a coaching session, we know how to deliver a successful coaching experience to our clients. And we demonstrate a vert important part of our role as a Professional Coach – to ensure every coaching conversation is purposeful for the client. 

Written by Carly Anderson, MCC

Are you ready to upgrade your coaching skills, prepare for your next ICF credential, or renew your credential? Want to work with an experienced MCC Mentor Coach?

The Mentor Coaching Group Program is an ICF approved individual / group mentor coaching program. Approved for 30 of ICF Core Competency CCEs, including 10 hours of mentor coaching. For comparison between my MCC program, and Level 3, go to Q6 on FAQs page

Programs now open!

Visit this page for more information

I offer a rich, experiential mentor coaching group and individual program that has many exclusive offerings for participants. You can read some testimonials from real people,FAQs, or find out more about The Mentor Coaching Program here

I offer other products including The Upgraded Target Approach: Illuminating the ICF Core Competencies, as well as Ten Characteristics of MCC Skill Level. And a very unique opportunity to hear 15 consecutive coaching sessions with one of my clients in the Butterfly on the Wall Coaching Series.

I’m passionate about supporting the professionalism of coaching, which includes often engaging in ICF projects as a volunteer to continue to develop and evolve our profession. As at May 2026, I’m co-leader of the newly launched ICF Global Mentor Coaching Community of Practice.

A long term experienced and continuously active ICF Assessor since 2005, assessing and mentoring for all 3 credential levels. I have listened to and evaluated over 2,000 coaching session recordings between ICF assessing and my mentor coaching clients.  Including being trained to assess using ICF ACC BARS Behaviors, PCC Markers, and MCC BARS Behaviors. As at June 2026, 235 coaches I’ve mentored for their MCC preparation have passed ICF MCC exam process (that I know of), as well as hundreds of coaches passed their ACC and PCC exam process. I do my best to communicate ICF publicly available credential information in a simple manner. Mentoring Coaching clients have access to an incredible and exclusive member-only library that includes 40+ coaching recordings that have actually passed ICF MCC, PCC and ACC credential process.

This article was originally published September 2017, and last updated June 2026.

The ICF definition of coaching is, “Partnering with clients in a thought provoking and creative process that inspires them to recognize and maximize their personal and professional potential.”

Core Competency #3: Establishes and Maintains Agreements has “Partners” to begin the definition. And 7 of the 12 sub-points for this competency begin with “Partners,” which indicates the importance of this behavior and mindset of a Professional Coach.

From my experience as a mentor coach and ICF Assessor, the concept of Partnering with your coaching client is often intellectually understood yet not well practiced.

Consider it the coach’s role to explain to the client what partnering is in a coaching session, so the client is aware they will have choices about what to explore first, then what to explore next, how they want to explore their topic, what they’d like their coach (you) to pay attention to as they share, readiness to move from discovery to considering their session progress, learning and actions, as well as partnering with the client on how they want to close the session.

I’ve named all of this “Process Partnering.” It’s not an official ICF term, more a distinction I offer you. An ICF Assessor is listening for the coach to demonstrate Partnering mindset multiple times in a coaching session.

Once embraced, practiced and integrated, the coach realizes how valuable Partnering mindset is to the coaching experience for the client.

Process Partnering includes:

• The coach explaining what Partnering is to their client, and then demonstrating Partnering mindset throughout each coaching session.
• The coach partnering with their client to clarify and confirm their session focus and desired outcome for the session. 
• Once the session focus and outcome are clarified and confirmed, the coach asks the client to choose where the client wants to begin exploring their topic. This ensures coach is allowing the client to lead, not the coach leading the client.
• As the session progresses, the coach asks the client to choose where would benefit them to explore next (in service of achieving their desired session outcome).
• The coach recognizing when a new topic, a connected topic, or a deeper aspect of the current topic emerges. The coach observes to the client, and invites the client to choose where to go now.

Coaching Engagement Partnering

The first place that Process Partnering occurs is for the overall coaching engagement, where the coach and client design the way they’ll work together.

This process design is most often led by the coach, and rightly so because they are educating their client on the process they’ll be going through over a period of months, or longer. I refer to this as the consultative phase of coaching, and it’s up to the coach to keep educating their client on how coaching works, how to get the most from their coach, and what to expect as the coaching engagement progresses. The coach partners to understand client expectations and clarify what the coach can do, will do and won’t do (as a coach).

I’ve previously written an article called, “Creating a Coaching Development Plan” where I share about the process I often go through in a coaching engagement.

Sharing the Lead and the Client Choosing

Concepts that fit for Partnering is the mindset of coach sharing the lead with their client, and empowering their client to make choices about session direction.

When I was first trained as a coach in 1998, Partnering mindset and skill was not taught. Instead, the coach was the one that led the client through the coaching session, acting as an expert on the what, how or where to explore next about the client or their topic. When the PCC Markers were first released in 2014, the significance of Partnering as a coaching mindset and skill was clearly articulated. That understanding has continued to evolve in light of the significant positive impact Partnering has on the client and their success in the coaching process.

Process Partnering examples

“What requests do you have of me to listen for specifically?”

“How do you want me to support you with your thinking on this?”

In response to these types of questions, the client may ask their coach to listen for things like congruence between their words and body language, role-playing an upcoming challenging conversation, to ask them questions to help them think about their situation from different perspectives, and to give observations when the coach notices specific changes in their use of words, pacing or tone of voice, facial or body changes.

Sometimes the client doesn’t have a specific request, and that’s okay. Yet the act of asking the client is educating your client they are an equal partner in the coaching process.

If the client doesn’t know where they want to explore next, consider leaving some silent space first. The client does then often have an idea. Let’s say the client says they still don’t know, then their coach can Partner by offering possibilities.

For example: “I have a few ideas to offer you based on what you’ve shared so far. You talked about your concern about the alignment of team members, so could begin by talking about what’s behind your concern, or start with what alignment looks like for your team. Or maybe that sparks some other ideas of where to go now.”

Partnering on Process for giving advice

If your client asks for suggestions, the coach often defaults to giving advice or leading the client to what the coach thinks. Instead, first consider reflecting back what the client may have already shared (per example given above), as clients often say things that indicate they already have ideas. The coach might not be listening well enough to hear them – a development opportunity for the coach.

My first go-to place is to reflect back what client may have already shared, or to offer them possibilities (as per above).

Another way I respond to being asked for advice or suggestions is with something like, “I can do that, however first I’d like to inquire to understand what you know already or what you’re thinking about. Then if there’s something I feel would be useful to add, I will do so.”

I’ve never had a client push back on that approach. And as a result, the number of times I then offer suggestions is minimal, because the client may not have taken the time to reflect on what they already know, and what they could do. One of the greatest benefits clients tell me is our coaching session gives them dedicated time to think (to feel), to reflect, and to consider what-ifs. And they realize they knew more than they first thought.

A Reminder to Allow the Client to Choose Where to Begin Exploring their Topic, or Where to go Next in the Session

Often, after the coach has inquired to understand the client’s topic, desired outcome, and measure of success for the session, the coach then asks a question to dive into exploring the topic. This means the coaching direction is chosen by the coach, led by the coach’s curiosity, instead of what the client might want to explore next.

This is a great time to ‘share the lead’ with your client by asking them, “Where would benefit you to explore now?”

As the competence of the coach increases from ACC to PCC to MCC, there is an expectation of more comfort and ease from the coach in sharing the lead with their client.

In Closing…

The coach is there to support the client explore their chosen topic in order to have awareness emerge that gives them clarity and confidence about how they want to move forward. Partnering with the client to share the lead throughout the session conveys trust in the client as an equal partner in the coaching relationship. Engaging in Process Partnering gives the coach ability to align with their client in every moment of the coaching session.

Written by Carly Anderson, MCC

Are you ready to upgrade your coaching skills, prepare for your next ICF credential, or renew your credential? Want to work with an experienced MCC Mentor Coach?

The Mentor Coaching Group Program is an ICF approved individual / group mentor coaching program. Approved for 30 of ICF Core Competency CCEs, including 10 hours of mentor coaching. For comparison between my MCC program, and Level 3, go to Q6 on FAQs page

Programs now open!
Visit this page for more information

I offer a rich, experiential mentor coaching group and individual program that has many exclusive offerings for participants. You can read some testimonials from real people,FAQs, or find out more about The Mentor Coaching Program here

I offer other products including The Upgraded Target Approach: Illuminating the ICF Core Competencies, as well as Ten Characteristics of MCC Skill Level. And a very unique opportunity to hear 15 consecutive coaching sessions with one of my clients in the Butterfly on the Wall Coaching Series.

I’m passionate about supporting the professionalism of coaching, which includes often engaging in ICF projects as a volunteer to continue to develop and evolve our profession. As at May 2026, I’m co-leader of the newly launched ICF Global Mentor Coaching Community of Practice.

A long term experienced and continuously active ICF Assessor since 2005, assessing and mentoring for all 3 credential levels. I have listened to and evaluated over 2,000 coaching session recordings between ICF assessing and my mentor coaching clients.  Including being trained to assess using ICF ACC BARS Behaviors, PCC Markers, and MCC BARS Behaviors. As at June 2026, 235 coaches I’ve mentored for their MCC preparation have passed ICF MCC exam process (that I know of), as well as hundreds of coaches passed their ACC and PCC exam process. I do my best to communicate ICF publicly available credential information in a simple manner. Mentoring Coaching clients have access to an incredible and exclusive member-only library that includes 40+ coaching recordings that have actually passed ICF MCC, PCC and ACC credential process.

As emotional intelligence and ‘coaching the whole person’ became more popular, the line between therapy and coaching began to overlap. At the same time, therapists were embracing the field of coaching, recognizing that coaching is often a natural evolution for a therapy client who has moved from resolution to living more fully in the present, and now able to consider what’s next for them.

Many coaches who participate in my MCC and PCC mentor coaching programs have training in therapeutic modalities. These coaches are clear when they are coaching and when they are a therapist, and offer them as separate sessions because they are aware that therapy and coaching serve different purposes.

A caveat: I’m not an expert on all the types of therapies that are offered now. Nor on the range of coaching specialties such as cognitive behavioral coaching, trauma recovery coaching, or internal family systems coaching. Rather, this article is about recognizing the boundaries of our professional training and expertise, and when a coaching client may need more than coaching.

Coaching and Psychotherapy Basics

The fundamental coaching model is where is the client Now, where do they want to be (Then), and what’s in “The Gap” between Now and Then. Coaching can support clarifying Now, Then, and The Gap. The intent is to take congruent action that closes The Gap to move toward desired future outcomes. The future is defined by the client and can be tomorrow, next week, next month or in the next decade.

Counseling is generally a short-term, goal-oriented process focusing on specific, present-day issues like grief or career changes. Psychotherapy is often long-term, aiming to explore deep-seated emotional patterns, past experiences, and complex mental health conditions like depression or trauma to create lasting change.

Whether Counseling or Psychotherapy, the desired result is to bring resolution to events in the distant or recent past, in order to live more fully in the present.

As Professional Coaches, we have a responsibility to our clients to educate ourselves to recognize signals that a client may need more than coaching. And then be skilled at having a kind and curious conversation with the client about the signals the coach is noticing, to determine if there is a therapy part that needs different expert support.

For some, counseling or therapy may mean support from a trusted trained spiritual professional, while for others it’s a counselor or therapist (of which there are many types just like there are with types of coaches). There may be grief to process and a professionally trained grief counselor may be best.

A personal share…

There is nothing ‘wrong’ with my life, yet recently I was regularly feeling sadness and anxiety about the stage of life I’m in and projecting what it meant about me and my future.

I have regular appointments with well-being professionals who I can speak with, or process through body modalities. Yet I intuitively sensed I would benefit from a therapy professional. It’s been a long time since I engaged with a traditional therapist and I benefited enormously from the experience.

I asked one of my trusted well-being professionals for a local therapist as I wanted in-person appointments. I interviewed with the recommended therapist and was delighted with my initial impressions. From the beginning, I observed how present she was, how well she listened and how curious she was about my self expression including my metaphors – all of which is what a Masterful Coach will do. We also took a deep dive (actually using my self-generated ocean/diving metaphor) exploring my sadness, anxiety and other emotions. I felt seen, heard and understood from the first session.

After the second therapy session, it was clear to me what the difference was between my therapist and working with a Professional Coach. My therapist asked me questions that went deep into my identity, including experiences from very early childhood. I was able to reflect on those early experiences and consider the relationship to my current feelings of sadness and anxiety. As a result, I had profound realizations about myself, and my perspective was able to shift in a full being way, without being forced through a cognitive only process.

It’s been awhile since our last therapy session, and the profound benefits are deeply within me, and provide me with inner guidance as I navigate my inner emotional and mental landscape.

ICF Core Competencies

In The Upgraded Target Approach to the ICF Core Competencies, I refer to Competency 1 (Demonstrates Ethical Practice) and Competency Core 5 (Maintains Presence) as being “Target” competencies, because like an Archer, we need to ‘hit’ theses competencies in every coaching session. Competency 4 (Cultivates Trust and Safety) is an “Output” competency, because how the coach listens and responds to the client will deepen (or lessen) trust.

Here are a few of the competency sub-points to consider: how are you doing with demonstrating them in every coaching session?

• Competency 1.06: “[Coach] maintains the distinctions between coaching, consulting, psychotherapy and other support professions.”
• Competency 1.07: “[Coach] refers clients to other support professionals, as appropriate.”
• Competency 4.04: “[Coach] shows support, empathy and concern for the client.”
• Competency 4.06, “[Coach] demonstrates openness and transparency as a way to display vulnerability and build trust with the client.”
• Competency 5.04: “[Coach] manages one’s emotions to stay present with the client.”
• Competency 5.05: “[Coach] demonstrates confidence in working with strong client emotions during the coaching process.”

How to recognize when coaching may not be enough for a client

Let’s say your coaching client arrives to a coaching session and shares what is occurring and expresses sadness and feelings of fear or anxiety. The coach takes a breath, centers themselves, and allows space for the client to express. The coach listens with openness and in presence. Once the client has stopped speaking, the coach responds in a way that lets the client know they have been ‘seen and heard.’ An empathetic example might be, “I see from your expression how much this is affecting you and it’s understandable you are feeling sad, afraid and anxious.”

The coach might further inquire such as, “What would be of best support for you in this moment?”

This is not a time to ask about session outcomes (What); instead be present to the client. Sometimes the client has experienced a disturbing event just before the coaching session. Perhaps something unexpected has just happened in their work context. Or they’ve just received some ‘shocking’ news of a personal nature. The client may not have had time to process, so give them the space to say what needs to be said, and feel what needs to be felt.

A coaching session is often the only safe place for a client to express themselves. If the client is teary or emotional, give them space to have their feelings, however expressed. Life brings every one of us unexpected challenges, no matter how much money, position or power we hold. Life happens.

There is Such Power in Being Seen and being heard. Often a client can move to the next phase of expression much more quickly if the coach has been present and responsive to the person (Who). So first, the coach allows the client to express themselves and then the coach responds in an empathetic way.

It’s best for the coach to avoid making a categorical statement that the client would be best served by therapy. Instead, partner with the client by having a conversation to clarify what might be the coaching part and what might be best served by another professional. The coach is responsible for keeping trust and safety high for the client, through what might be a vulnerable conversation.

When I have this type of conversation with my client, they may reveal to me they have a therapist, or have had a lot of therapy around this. Or that they have professional support through their spiritual community. If working for a larger organization, there are often professional resources available and they haven’t explored them (or don’t feel comfortable to do so). Always, partner with the client to explore what is best for them.

This is then the time coach and client can clarify a coaching outcome for the coaching session. Or perhaps together coach and client determine that coaching isn’t best at this time.

A skilled (MCC) coach is expected to be transparent and able to have these types of conversations with ease. For a newer or mid-level coach, it’s also very important to be able to have these conversations. And for all coaches to continue to educate themselves, so they can be of best service to their coaching client as a human being.

In closing…

There’s a quote I have used for a very long time in my Mentor Coaching Programs; “Being heard is so close to being loved that for the average person, they are almost indistinguishable.” ~ David Augsburger.

This is profound to me, and also sad, because it means that most people do not experience being heard. Instead, they are being ignored, spoken over, interrupted, or redirected to what the other person wants to say.

Consider what your level of comfort is to have transparent conversations with a client that leave the client feeling seen, heard and cared for. As well as your comfort level with hearing and seeing yourself.

Written by Carly Anderson, MCC

Are you ready to upgrade your coaching skills, prepare for your next ICF credential, or renew your credential? Want to work with an experienced MCC Mentor Coach?

The Mentor Coaching Group Program is an ICF approved individual / group mentor coaching program. Approved for 30 of ICF Core Competency CCEs, including 10 hours of mentor coaching. For comparison between my MCC program, and Level 3, go to Q6 on FAQs page

Group #85 MCC Mentor Coaching Program commencing May 20, 2026 (closed)
Visit this page for more information

I offer a rich, experiential mentor coaching group and individual program that has many exclusive offerings for participants. You can read some testimonials from real people,FAQs, or find out more about The Mentor Coaching Program here

I offer other products including The Upgraded Target Approach: Illuminating the ICF Core Competencies, as well as Ten Characteristics of MCC Skill Level. And a very unique opportunity to hear 15 consecutive coaching sessions with one of my clients in the Butterfly on the Wall Coaching Series.

I’m passionate about supporting the professionalism of coaching, which includes often engaging in ICF projects as a volunteer to continue to develop and evolve our profession. As at May 2026, I’m co-leader of the newly launched ICF Global Mentor Coaching Community of Practice.

A long term experienced and continuously active ICF Assessor since 2005, assessing and mentoring for all 3 credential levels. I have listened to and evaluated over 2,000 coaching session recordings between ICF assessing and my mentor coaching clients.  Including being trained to assess using ICF ACC BARS Behaviors, PCC Markers, and MCC BARS Behaviors. As at May 2026, 232 coaches I’ve mentored for their MCC preparation have passed ICF MCC exam process (that I know of), as well as hundreds of coaches passed their ACC and PCC exam process. I do my best to communicate ICF publicly available credential information in a simple manner. Mentoring Coaching clients have access to an incredible and exclusive member-only library that includes 40+ coaching recordings that have actually passed ICF MCC, PCC and ACC credential process.

Please join us. To attend or to access the on-demand post-meeting recording, you need log in to the ICF global website and access ICF Engage from your account/profile (top right corner of the page). If you cannot access, best to email support@coachingfederation.org

Purpose Statement

The ICF Mentor Coaching Community of Practice is a collaborative space where mentor coaches come together to learn, reflect, and grow—strengthening our craft, supporting coaches, and advancing the integrity of mentor coaching.

Information on the inaugural gathering

We will explore the evolving role of mentor coaching within the coaching ecosystem.

As this is the first gathering of this Community of Practice, we will share the purpose, make introductions, and invite participants to reflect on what would be most meaningful for this community.

We will hear from a panel of ICF staff on mentor coaching, including its role in developing confident, competent coaches through observation, reflection, and formative feedback.

We will close by reflecting on what has emerged and how it may shape the future direction of this Community of Practice—fostering connection, curiosity, and shared learning to elevate both individual practice and professional standards.

Ongoing support

We’ll be hosting webinars on a quarterly basis to support this community of mentor coaches to learn, share and grow together.

~ Carly Anderson
MCC, Mentor Coach
Co-Leader of ICF Mentor Coaching Community of Practice

On April 13, 2026, ICF publicly announced a new Mentor Coach Specialization (MCS) requirement, and upcoming changes to their Portfolio Assessing Systems. These changes take effect from January 1, 2027, and in full effect from April 1, 2027.

This article significantly quotes ICF released information. For more details, go to the ICF Credential Updates page

At the time of preparing this blog article (April 14, 2026), all links provided by ICF were working  At the end of this article, I provide some of my thoughts. ~ Carly

Introduction – verbatim from ICF published information

“As the global coaching profession continues to evolve, ICF credentialing must evolve with it. That means regularly examining how we define, measure, and support coaching excellence. This commitment led us to conduct a comprehensive review of the Performance Evaluation (recorded coaching session/s) requirement.

After careful review, the Performance Evaluation will no longer be a requirement for ACC and PCC Portfolio credentials effective April 1, 2027. In its place, applicants will complete an enhanced mentor coaching requirement, delivered by mentor coaches who have completed robust training and hold the new ICF Mentor Coach Specialization (MCS).

This enhanced model positions mentor coaches — qualified through robust training and the Mentor Coach Specialization (MCS) — to validate coaching competence through structured, evidence‑based evaluation within the mentor coaching process.

This change reflects how coaching competence is actually developed: through practice, feedback, and reflection over time. By strengthening mentor coaching and evolving our evaluation model, we are creating a more consistent, practice-based approach to validating coaching skills. The result is a credentialing process that is more reliable, more relevant to real coaching practice, and better aligned with the expectations of our growing global profession.”

“Beginning January 1, 2027:

• ACC and PCC candidates applying through the Portfolio path will need to complete any new mentor coaching hours with a mentor coach who has earned the MCS status, in place of the Performance Evaluation requirement.
• All credential candidates (ACC, PCC, and MCC) will need to complete the mentor coaching requirement with a mentor coach who has MCS status.

Until January 1, 2027, current requirements and processes remain in effect. And mentor coaching hours obtained prior to January 1, 2027 will still be accepted for new credential applications and for renewal of your current credential.

If submitting your credential application using the Level 1/Level 2 Path for ACC or Level 2 Path for PCC, you won’t need to do anything differently. Your coaching education program will incorporate the new mentor coaching requirements.”

Why the MCS Matters to the Profession

“For many years, mentor coaching has been a required part of the ICF credentialing process. Yet expectations for mentor coaching preparation and practice have not always been clearly defined, which has created challenges across the coaching ecosystem.

Coaches seeking mentor coaching often struggle to evaluate the qualifications and experience of mentor coaches. In a recent survey of mentor coach practitioners:

• 68% said clients struggle to understand what high-quality mentor coaching should look and feel like.
• 60% reported client confusion about the mentor coach’s role and responsibilities.
• 55% cited that clients have difficulty evaluating mentor coach qualifications.

Without clear standards, coaches may invest time and financial resources in mentor coaching experiences that fall short of expectations. At the same time, highly trained, experienced mentor coaches often struggle to differentiate their expertise in the marketplace.”

Why Is the Performance Evaluation Going Away?

“The Performance Evaluation (recorded coaching session/s) requirement has served an important purpose in the development of ICF credentialing. However, the context in which coaching operates today has changed significantly since the process was first introduced.

Coaching conversations are shaped by cultural nuance, communication style, and language context. As the profession expands across cultures, languages, and regions, evaluating coaching competence through a single recorded session presents increasing challenges. Assessing recordings — often through translated transcripts — can make it difficult to fully capture the depth of a coaching interaction and may introduce unintended barriers for candidates around the world. The current model can also present accessibility challenges for some coaches, including those who coach using sign language or other specialized communication methods.

Candidates pursuing the Portfolio path have also reported that the process can be complex, time-consuming, and costly, creating unintended hurdles to credential attainment. To better address these realities, ICF worked closely with mentor coaches, assessors, educators, and certification experts to explore new approaches aligned with modern certification practices. The result is a shift from a single, high-stakes performance assessment to a formative evaluation model.”

The MCC credential requirement to submit two performance evaluations (two recorded coaching sessions) with your MCC application remain as is. I obtained the following shareable statement from an ICF person, “We are not making changes to the MCC process at this time, as it involves additional nuances that warrant separate consideration. A formal review of the process for potential changes will begin in 2027.”

Moving from Performance Evaluation to Observed Sessions

ICF Mentor Coach Specialization (MCS)

“The MCS establishes a globally recognized benchmark for mentor coaching preparation and practice, helping coaches confidently identify qualified professionals who meet ICF expectations for quality and integrity. For mentor coaches, the MCS offers clear recognition of the expertise required for this work.” For more on the MCS visit this ICF webpage

ICF Coaching Supervisor Specialization (CSS)

Along with the MCS, ICF is creating the Coaching Supervisor Specialization (CSS). For more on the CSS, visit this ICF webpage

The ICF Credentialing Exams

The credentialing exams will continue to be required when applying for a first or next credential.
For information on the ACC Credential Exam, visit this webpage
For information on the PCC and MCC Credential Exam, visit this webpage

ICF Resources

If you have any questions about your specific situation email support@coachingfederation.org
Keep checking the ICF Credential Updates page for latest information as it is publicly released

Closing thoughts from Carly…

These changes represent a significant shift in how ICF validates core competency skill demonstration for ACC and PCC credential applicants. The requirement for all mentor coaches to formalize their training as ACC, PCC and MCC mentor coaches seems like a good direction, to ensure a more consistent understanding and delivery of what ICF considers to be a proficient mentor coach.

ICF released their Mentor Coaching Competencies in September 2024, which provide clear understanding of what needs to be demonstrated to achieve the MCS designation.

I’ve been a mentor coach aligned with the ICF Core Competencies since 2013, currently filling Group #85 MCC mentor coaching program. This includes group and individual mentor coaching. I’m aware of the new upcoming required format for mentor coaching, and to be honest, it’s what I’ve been providing to my mentor coaching clients for the past 10 years. I provide robust evidence for each competency behavior, along with clear strength and development opportunities.

There is a new additional form required to be completed by the mentor coach. While the coach being mentored needs to be aware of upcoming changes so they ensure they are working with a Qualified Mentor Coach (ICF MCS), the majority of the requirement lies with mentor coaches to up-level their mentor coaching presence, approach and know how to provide robust written core competency and credential-specific feedback that includes strengths and development opportunities.

I’ll share more in future months as information becomes available.

Are you ready to upgrade your coaching skills, prepare for your next ICF credential, or renew your credential? Want to work with an experienced MCC Mentor Coach?

The Mentor Coaching Group Program is an ICF approved individual / group mentor coaching program. Approved for 30 of ICF Core Competency CCEs, including 10 hours of mentor coaching. For comparison between my MCC program, and Level 3, go to Q6 on FAQs page

Group #85 MCC Mentor Coaching Program commencing May 20, 2026
Visit this page for more information

I offer a rich, experiential mentor coaching group and individual program that has many exclusive offerings for participants. You can read some testimonials from real people,FAQs, or find out more about The Mentor Coaching Program here

I offer other products including The Upgraded Target Approach: Illuminating the ICF Core Competencies, as well as Ten Characteristics of MCC Skill Level. And a very unique opportunity to hear 15 consecutive coaching sessions with one of my clients in the Butterfly on the Wall Coaching Series.

A long term experienced and continuously active ICF Assessor since 2005, assessing and mentoring for all 3 credential levels. I have listened to and evaluated over 2,000 coaching session recordings between ICF assessing and my mentor coaching clients.  Including being trained to assess using ICF ACC BARS Behaviors, PCC Markers, and MCC BARS Behaviors. As at March 2026, 230 of the coaches I’ve mentored for their MCC preparation have passed ICF MCC exam process (that I know of), as well as hundreds of coaches passed their ACC and PCC exam process. I do my best to communicate ICF publicly available credential information in a simple manner. Mentoring Supervision clients have access to an incredible and exclusive member-only library that includes 40+ coaching recordings that have actually passed ICF MCC, PCC and ACC credential process.

I’m passionate about supporting the professionalism of coaching, which includes often engaging in ICF projects as a volunteer to continue to develop and evolve our profession.

Sometimes the best thing we can do for our well-being and for those around us is to Slow Down, to Pause, and even to completely Stop whatever we’re doing – for a few moments each day, or for longer periods of time.

By intentionally taking a Pause, we hear more of our inner voice, our senses and our wisdom. There’s a lot going on in the world that is disturbing, which gives even more reason to intentionally take a pause to hear and center oneself.

ICF Core Competency #2: Embodies a Coaching Mindset has a number of points that support taking an intentional pause:

• 2.03: Develops an ongoing reflective practice to enhance one’s coaching.
• 2.06: Develops and maintains the ability to manage one’s emotions.
• 2.07: Maintains emotional, physical, and mental well-being in preparation for, throughout, and following each session.
• 2.09: Nurtures openness and curiosity in oneself, the client, and the coaching process.
• 2.10: Remains aware of the influence of one’s thoughts and behaviors on the client and others.

The quality of the pause I’m referring to is that of minimizing external distraction in order to be present to and be with one’s own thoughts, emotions and sensations. There are many ways to do this, and I’m not going to suggest a particular way.

Consider taking a pause right now to hear what your inner voice says about pausing.

As soon as I ask myself that question – right now – I notice I took in a slow, deep breath of air. I immediately feel more connected to my body, not just to my mind typing these words. I’m aware in particular of my right hand, and some subtle energy moving as I type.

As I write this, I have my office window open and can hear the gentle sound of water in the fountain of my neighbor’s yard. There’s music from a radio playing in the distance. I hear some voices of people as a door shuts. The air is still, there is no wind. It’s mid-afternoon and the light outside is muted, not fully sunshine, not fully cloudy. Every so often, I hear a car passing on the nearby road. Even that sound is quite relaxing.

As I then take my attention further inward, I notice I naturally inhaled deeply and slowly. I’m present to thoughts and emotions and aware of a subtle sensation in the right side of my abdomen area. In this moment, there is nothing I feel needs to be done, just listen and be with myself.

We can take an Intentional Pause anytime, including just before a coaching session and again after each coaching session.

For me, one slow deep inhale and exhale is enough to have me become more present in any moment, even during a coaching session.

Taking an Intentional Pause is often avoided because there can be uncomfortable thoughts and emotions lurking below the busyness. Consider how you might support yourself to be with the discomfort, and what (or who) could best support you to release anything that feels ready to be released.

By being more grounded and centered, we can be more present for all the people in our ecosystem, including for our coaching clients.

Being in nature is one way to take an Intentional Pause, whatever that means to you. Hearing and seeing the ocean is one such place for me. Even walking through a park in my local area connects me to myself in ways that sitting in my office does not.

I offer the opportunity to take time to intentionally pause, to breath, to listen to oneself, and to hear what your heart and spirit is wanting.

Written by Carly Anderson, MCC

Are you ready to upgrade your coaching skills, prepare for your next ICF credential, or renew your credential?

The Mentor Coaching Group Program is an ICF approved individual / group mentor coaching program. Approved for 30 of ICF Core Competency CCEs, including 10 hours of mentor coaching. For comparison between my MCC program, and Level 3, go to Q6 on FAQs page

New Mentor Coaching Program Added!

Group #85 MCC Mentor Coaching Program
commencing May 20, 2026
Visit this page for more information

I offer a rich, experiential mentor coaching group and individual program that has many exclusive offerings for participants. You can read some testimonials from real people,FAQs, or find out more about The Mentor Coaching Program here

I offer other products including The Upgraded Target Approach: Illuminating the ICF Core Competencies, as well as Ten Characteristics of MCC Skill Level. And a very unique opportunity to hear 15 consecutive coaching sessions with one of my clients in the Butterfly on the Wall Coaching Series.

A long term experienced and continuously active ICF Assessor since 2005, assessing and mentoring for all 3 credential levels. I have listened to and evaluated over 2,000 coaching session recordings between ICF assessing and my mentor coaching clients.  Including being trained to assess using ICF ACC BARS Behaviors, PCC Markers, and MCC BARS Behaviors. As at March 2026, 230 of the coaches I’ve mentored for their MCC preparation have passed ICF MCC exam process (that I know of), as well as hundreds of coaches passed their ACC and PCC exam process. I do my best to communicate ICF publicly available credential information in a simple manner. Mentoring Supervision clients have access to an incredible and exclusive member-only library that includes 40+ coaching recordings that have actually passed ICF MCC, PCC and ACC credential process.

I’m passionate about supporting the professionalism of coaching, which includes often engaging in ICF projects as a volunteer to continue to develop and evolve our profession.

One of my passions is watching high performing athletes in action, and each sport has their unique words and terms. For example, in NFL (American Football) common terms include line of scrimmage, red zone, fumble, sack. In Tennis, common terms include deuce, love, add, bagel. In Snowboarding, common terms include progression, goofy, NBD (never been done). In Bikram hot yoga (my ongoing practice of choice) common terms include the dialogue, the hot room, pranayama, savasana.

When learning professional coaching skills, we are introduced to the unique words and terms used by coaches such as coaching mindset, partnering, presence, session structure, offering without attachment.

Every client is unique 

Our coaching clients use words and terms in their unique ways too. When the coach becomes attuned to hearing and using them, an opportunity for trust deepens as our client feels seen and heard.

The number of customized questions and observations a coach asks indicates the skill level of the coach. The more general or standard questions a coach asks, the less deep listening is being demonstrated. The more customized questions a coach asks, the depth of listening has increased, and the coach is honoring the uniqueness of each client.

Some examples of general coaching questions (not customized)

If the question or comment the coach asks could apply to a thousand people, it’s not customized.

Examples:

• Who do you need to be?
• What would that make possible for you?
• How does that make you feel?
• What are your next steps?

The first two general questions offered above are also examples of coaching jargon: Who do you need to be? What would that make possible for you? They are insider terms a fellow coach understands, yet not so easily understood by most people outside the coaching profession.

Some examples of customized questions

For the following examples, let’s say your client says they are moving so fast they are making mistakes, yet are challenged by slowing down their pace.

• What thoughts are you aware of when you are moving fast?
• What’s different about you when you slow down?
• What changes for you when you slow down?
• What beliefs do you have about slowing down?
• How do you feel about slowing down?
• The next time you notice you are moving fast, what will motivate you to slow down?

When reading the customized questions offered above, you may notice a different depth of reflection is required to respond to them.

There are times when asking a general question is appropriate because it’s responsive to what the client is saying. Maybe the client is speaking about what they are thinking about doing next, and the coach’s general question is responsive in that case: “What is going to be your next step?” Most important is for the coach to be aware of how often they use general questions, in lieu of asking customized questions incorporating the client’s words and terms.

Full Being Attunement 

As coaches, we need to be present to the full being experience of each client. There are multiple ways a client expresses themselves and the skilled coach is attuned to the specific ways of each client and customize their response. Aside from thinking and mental processing, a client may also express themselves by using visual language such as metaphor, or relating through their body sensations, or their emotional information.

Metaphor

Metaphor is a holistic form of communication that can reduce the need for a lot of mental processing of data and thinking, because it offers a “full being” experience for the client. This means multiple senses are often activated at once – visual, emotional, sensory, storytelling, motion, imagination, creativity.

The client’s visual language is a rich resource for crafting customized questions and observations. An example of metaphor might be the client saying about their current situation, “it’s a heavy weight to carry.”

The coach might inquire in a customized way. Here are some examples:

• What else do you know about carrying a heavy weight?
• You said it’s a heavy weight to carry, what type of weight is it?
• Where are you carrying that heavy weight?
• How weighty is the weight?
• You said it’s a heavy weight, compared to what?
• If carrying a heavy weight was a metaphor, what do you imagine?

Body Sensations

Some clients are aware of what’s happening in their body as they speak. One client might say, “it’s a heavy weight to carry” while holding their hand to their chest area. Or the client is aware they are hunching their shoulders forward or inhaling slowly and deeply and may speak to what they’re experiencing, without an observation or question from the coach.

Other clients are unaware of their body sensations until the coach offers an observation. The client may have peripheral awareness, yet not pay attention to their sensations until the coach observes to the client.

The skilled coach is always seeking to customize their responses to what is occurring with the client in the moment.

Examples might be:

• As you said it’s a heavy weight to carry, you inhaled slowly and deeply. What’s there for you?
• When you said it’s a heavy weight to carry, there seemed to be emotion present, what do you notice?
• When you said it’s a heavy weight to carry, you emphasized ‘heavy.’ What was behind that?

Emotional Information

Emotions are primary drivers of our behavior. If we feel excited about seeing someone, we have a different response toward that person than if we feel resentment toward someone.

It might be the client tone of voice changes as they speak, tears are present, the client pace of speaking increases or decreases, or the coach observes the client is moving their body in ways that indicate more is occurring than the words alone.

The opportunity is for the coach to be present to what is occurring and perhaps with empathy and sensitivity to the moment, customize their response.

Some examples might be:

• There seemed to be less energy in your voice when you said, “it’s a heavy weight to carry.” What do you notice?
• How are you feeling as you speak about the heavy weight you are carrying?

Indicators a coach is not customizing to their client

Sometimes a coach mismatches their client way of speaking. For example, the client begins speaking 20 times in a coaching session with, “I feel….” Yet the coach responds 20 times with, “I think.” Or the coach primarily relates from visual (I see) and the client is primarily relating from sensing (I sense).

Another indicator of mismatching the client is when the coach uses their own metaphor instead of working with the client metaphor. An example might be the client says that what’s ahead of them is a “blank canvas.” The coach might immediately perceive their own image and say something like, “I got an image of a bird flying high in the sky looking over the vastness of the terrain below them.”

Whoa! What just happened? The client is the center of the coach’s attention, yet the coach has now essentially ignored the client’s metaphor in favor of their own. This can derail the client from trusting their own knowing, intuition, imagination or creativity.

Another indicator of the coach mismatching the client is if the client is experiencing emotion that brings tears. Or there’s an indication through tone of voice or body language that there is emotion just below the surface. Instead of being present to what is occurring, the coach asks a question that takes the client away from their current state. Perhaps the coach is uncomfortable with emotions, or isn’t attuned to the “full being” of their client.

As an example, the client might say, “my head is spinning and I feel out of control” with a tone of voice that indicates emotions are present. The coach immediately asks a question that is more ‘what’ focused than ‘who’ focused such as, “What’s the next step?” The coach is not responsive to the moment, and is taking the client to a future logical thought. Or the coach decides in that moment to do a process check-in such as, “What progress are you making to your desired session outcome?”

Another indicator of the coach mismatching the client is anytime the coach shares an intuition or sensing, that seems out of left field to where the client is. Or naming emotions as if they are true for the client, without checking if true for the client. It’s the difference between the coach saying, “You’re angry as you say that” instead of “There seems like emotion present for you, what would you call it?”

In closing…

In the Target Approach to the ICF Core Competencies, the ability to cultivate trust and safety with a client is related to what the coach is present to and responding to. When there’s a mismatch like the examples above, the level of client honesty and vulnerability to share more is likely lessened.

Some coaches I mentor say their clients don’t want to share about themselves or don’t express emotions. As our work together progresses, the coach may realize their client doesn’t share at those levels because the coach isn’t present to those levels. There may be discomfort in the coach being present with the complexities of a human being, maybe because they are uncomfortable being present with such in themselves.

There are many aspects to customizing to our coaching client. A great joy in coaching for me is being able to use client way of expressing themselves as my central guide to how I craft questions and observations in response. The level of transparency, honesty and vulnerability most often increases, as the client feels more deeply seen, felt and heard.

Written by Carly Anderson, MCC

Are you ready to upgrade your coaching skills, prepare for your next ICF credential, or renew your credential?

The Mentor Coaching Group Program is an ICF approved individual / group mentor coaching program. Approved for 30 of ICF Core Competency CCEs, including 10 hours of mentor coaching. For comparison between my MCC program, and Level 3, go to Q6 on FAQs page

New Mentor Coaching Program Added!

Group #85 MCC Mentor Coaching Program
commencing May 20, 2026
Visit this page for more information

I offer a rich, experiential mentor coaching group and individual program that has many exclusive offerings for participants. You can read some testimonials from real people,FAQs, or find out more about The Mentor Coaching Program here

I offer other products including The Upgraded Target Approach: Illuminating the ICF Core Competencies, as well as Ten Characteristics of MCC Skill Level. And a very unique opportunity to hear 15 consecutive coaching sessions with one of my clients in the Butterfly on the Wall Coaching Series.

A long term experienced and continuously active MCC Assessor since 2005, assessing and mentoring for all 3 credential levels. I have listened to and evaluated over 2,000 coaching session recordings between ICF assessing and my mentor coaching clients.  Including being trained to assess using ICF ACC BARS Behaviors, PCC Markers, and MCC BARS Behaviors. As at September 2025, 225 of the coaches I’ve mentored for their MCC preparation have passed ICF MCC exam process (that I know of), as well as hundreds of coaches passed their ACC and PCC exam process. I do my best to communicate ICF publicly available credential information in a simple manner. Mentoring Supervision clients have access to an incredible and exclusive member-only library that includes 40+ coaching recordings that have actually passed ICF MCC, PCC and ACC credential process.

I’m passionate about supporting the professionalism of coaching, which includes often engaging in ICF projects as a volunteer to continue to develop and evolve our profession.