Coaching Labs for Professional Coaches

ICA Coaching Labs are practical labs where coaches practice and observe coaching in the context of the ICF competencies.  An expert coach facilitator will observe a live coaching session and then using a 'stop the clock' technique, to ​interrupt the coaching session to highlight the use of a specific ICF Competency .  Using an ICA worksheet, students observing the coaching will make note of any competencies they observe, and then encouraged to share these with the group following the session.


Program Hours: 11 hours
Learnsite Access: 6 months
CCE: 8 hr Coaching Labs, 3 hr Resource Development (total 11 hrs)
Extended Learning: Unlimited Peer Coaching (can be counted as pro bono coaching)


  • Give students the opportunity to get hands on coaching practice in the presence of a more experienced coach.
  • Provide an in depth analysis and demonstration of ONE ICF Core Competency
  • Make a strong link between coaching practice and ICF competencies

Program Inclusions and Delivery

Live Teleclasses Labs, Private Coaches Forum & Resource Rich Learnsite

Stop the Clock Lab Format

The Coaching Labs will use “Stop the Clock” as the key teaching strategy.  With this technique the trainer interrupts the coaching session 2 or 3 times, or whenever they observe an ICF Competency in practice. Then then provide specific feedback on the coaching, identifying exactly what it was that the coach did that met a specific ICF competency and its related PCC Markers.


My most memorable moment at ICA was the Coaching experience. It was an amazing experience to bring all our learning together and to practice our skills in such a safe and friendly environment. It was so useful to get constructive feedback and to have someone following your progress and acknowledging your skills.

Emeline Roissetter ICA Graduate

We believe both are important. Our program is a mix of philosophies and frameworks to help you develop knowledge as a Coach as well as significant opportunities to "learn by doing". The Coaching Labs use "stop the clock" format to practice, demonstrate and give feedback on specific ICF competencies.

Robyn Logan
CEO Coaching Salon, Shanghai, 2015

The Four Pillars of Coach Training

The Four Pillars of Coach Education are the platform on which all our coach training programs are developed. They are also the reason we believe some part of every coach training program should be taught in a niche or industry specific environment and every coach should develop their own unique coaching model – one that reflects who they are as a coach and what industry/context they will be coaching in. The Four Pillars being

  • Coaching is Contextual

    At ICA we believe that coaching is increasingly contextual. As more and more people become acquainted with the power of coaching it is being used in more diverse situations and environments. We are no longer looking at “Life coaching” or “Executive coaching” as being the two key coaching styles, we are now seeing yoga coaching, parent coaching, adoptions coaching, even pet coaching. And all these different niches require a unique coaching model and process that works well for that client type.

  • Coaching is Cultural

    ‘Cultural Competencies’ is a different concept to “Cross Cultural Coaching” The latter is a process whereby the coach is working with a client on cross cultural issues. These could be challenges around relocating to another country, or challenges to do with managing a diverse cultural team for example. “Cultural competencies” on the other hand describe the skills and competence of the coach, and their ability to work with clients from a variety of cultural backgrounds.

  • Coaching is Integrated

    As coaching moves into more and more professions and industries the concept of keeping it ‘separate’ from other developmental approaches such as managing, training, mentoring or even counselling, is no longer viable. The coaching relationship and structure has to be integrated. In a company for example it is often the CEO, Team Manager or HR Manager who instigates the coaching and there are often very specific goals that the company has. It is not always so clear where the coaching ends and where it begins.

  • Coaching is Client Driven

    No matter what style of coaching you employ, there is no debate about the fact that it will be different depending on the client. As a coach you really need to meet the client first, and identify their objective before choosing which coaching model you will use.