PCC Accredited Education

Coaching is a unique methodology most often used for bringing about change.

It has its roots in a wide range of theories and philosophies and blends the best concepts from business, psychology, philosophy, sports and spirituality. But, while coaching borrows heavily from those practices, it is a distinctly different support role to that of a consultant, therapist or trainer.

Coaching, in its purest form, and the form defined by the International Coach Federation (ICF), is a wholly client-driven experience. The coach’s role is to partner with the client in a “thought-provoking and creative process that inspires them to maximize their personal and professional potential.” Coaching considers the client as a self-directed individual who is in charge of their journey and wanting to move from where they are now, to where they want to be.

As a coach you will be an advocate, a sounding board, a cheerleader, an accountability partner and a supporter. You will help people to discover the answers within themselves.  During this process you will help clarify the person’s values, beliefs, feelings, perceptions and ideas, and will hold a safe space for them to identify their barriers, challenges, strengths, knowledge, and skills.  Opportunities for shifting limiting beliefs or reframing perspectives will be identified.

You want to take up Mountain Bike Riding, but you’re not sure if you have the confidence, skill or equipment needed. Where would you go, who would you go with, how would you make the journey, and when would be the best time to travel? Should you employ a trainer, a mentor, a consultant or a coach?

A trainer will teach you how to ride the bike and share an awareness around all things ‘bike’. They are experts in their field, transferring knowledge, setting learning objectives and implementing learning measures.

A therapist might explain why it is important for your self-esteem to successfully ride the bike. They will draw on an abundant knowledge of human behaviour and theoretical frameworks, with a focus on understanding past experiences.

A mentor will share their extensive experience of cycling and then provide recommendations or advice based on this expertise. This is often an informal and long term relationship.

A consultant might tell you where to sit, where to put your feet, when to pedal, and when to brake. They take a directive approach by diagnosing issues, developing strategies, and providing specific solutions.

💡 A Coach will be by your side from the beginning to the end. They will ask you ‘what, when, why and how’ questions to help you get clarity around your intent, goals, motivations, emotions and behaviours. They will then partner you to set goals and accountability measures that will move you from where you are now, to where you want to be.

As far back as 460 BC, there is evidence of what we might call a “coaching method” in the Socratic method, which takes its name from the Greek philosopher Socrates. A Socratic method is a form of inquiry based on asking and answering questions to stimulate critical thinking and to illuminate ideas. At its core, it is intended to help a person or group discover their beliefs.

The concept of Lifelong Learning

Fast forwarding to the 20th Century, society became interested in “what makes people tick,” and in how each person could reach their personal best or overcome their personal limitations. A movement towards a focus on the individual appeared across various fields including Psychology, Education, Spirituality, & even Industry.

Alongside this was huge advances in adult learning theories, learning styles, and learning behaviours. The concept of ‘lifelong learners’ meant education was recognised as ongoing and continuous throughout life.

Peter Drucker, an American management consultant, educator, and author, promoted the philosophies and values of coaching long before coaching had a name. Even though he spoke mostly about consulting, his approach was very aligned with coaching as we know it today. Drucker believed that a consultant should always tackle the biggest issue, not the second biggest. The skill here is to be able to identify the biggest issue (because the client doesn’t always know). Around the time Drucker was publishing, new models of working, recruiting and promoting were explored in business and work settings. Both Public and Private Enterprise became increasingly endowed with “corporate” and “philanthropic” responsibilities. Workplaces began to care about people and society. They promoted managers and staff to “think outside the box”. There was also growing interest in spiritual practices such as meditation, yoga and pilates. People wanted happier and more content lives.

Thomas Leonard

Referred to by many as the grandfather of coaching, Thomas Leonard is widely acknowledged as the person who launched coaching as we know it today. With a background as an accountant, he was one of the people exposed to Werner Erhard’s controversial and successful EST movement and became fascinated with the idea that coaching was a method that could be applied to the lives of ordinary people wanting to achieve amazing results.

Werner Erhard

Werner Erhard shows up in many parts of coaching’s development although his own approaches are not typically what we align with coaching today. Erhard proponents Laura Whitworth and Henry Kimsey-House were also instrumental in these early development days of coaching but Leonard was the first to codify and put structure to the ideas of coaching. Erhard’s tennis coach Timothy Gallwey went on to write The Inner Game of Tennis, a seminal work often credited with establishing a structure for sports psychology that mimics modern coaching practice.

Sir John Whitmore

Sir John Whitmore, a professional race car driver, is another significant contributor to the field of coaching. Whitmore was influenced by Gallwey and Erhard and developed the first framework for Executive Coaching, the GROW model.

Tying all these people, theories and philosophies together is a publication called The Sourcebook of Coaching History Written by Vikki Brock, who based her PhD on the subject, The Sourcebook of Coaching History presents a review of the historical roots of coaching and the influence of pioneers in related fields.

The diagram below provides an overview of the range of philosophies and disciplines that have contributed to the growth of coaching over the years.

One of the things that sets coaching apart from consulting or training is the notion that our clients know what is best for them and have their own answers.

Coaching sees clients as being self-directed individuals who are in charge of their journey. As a coach you will help people to discover the answers within themselves. During this process you will help clarify the person’s values, beliefs, feelings, perceptions and ideas, and will hold a safe space for them to identify their barriers, challenges, strengths, knowledge, and skills. Opportunities for shifting limiting beliefs or reframing perspectives will be identified. tify their barriers, challenges, strengths, knowledge, and skills.

Avoiding the 'One Size Fits All' Approach

One of the most googled terms for our website is ‘How to Structure a Coaching Session’. We cover this in great detail in our ACC and PCC Accreditation, providing a range of a range of coaching theories, models, practicum, feedback and structures. We also teach all ICA students to create their own unique coaching model and avoid the one size fits all approach, because coaching is a client driven process and each client is unique.

The following steps can show up at any time and in any order during a coaching session. They are also often entwined with each other.

1. The Coaching Agreement
   Defining the topic, issue or problem that the client would like to cover in the coaching session.
2. Clarification of the Situation
   Defining the clients goals or objectives for the session
3. Gap Analysis
   Exploration of the client’s current situation (strengths, weaknesses, motivations etc) in the context of the problem, goals or objectives.
4. Action Planning
   Supporting the client to set goals that will help them move forward, with actions and steps that are meaningful and relevant.
5. Accountability
   Support the client to identify accountable measures and/or deadlines for achievement.

Coaching is a profession that thrives on being adaptable and responsive to the specific context in which it operates. 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 many different niches both in private practice and organisations. Coaches also change or develop their niche as their practice or expertise grows. For example, a Life Coach might decide to further refine their niche and become a ‘Retiremement’ Coach

For that reason, we teach the skill of coaching and then support students to identify and develop their niche as a way of showcasing their coaching uniqueness.

Life Coaches

Life Coaches work with individuals to help them set and achieve personal or professional goals, improve their overall well-being, and make positive changes in their lives. Niches include, but are not limited to:

• Self Care Coach
• Expat Coach
• Retiremement Coach
• Relationship Coach
• Transition Coach

Leadership Coaches

Leadership Coaches work with clients in a range of settings as in house coaches within organisations, as external contractors delivering staff development programs and as independent executive or CEO coaches. They most often specialise in work/life balance, blue sky thinking, organisational change, productivity or work place relationships. Niches include, but are not limited to:

• Executive Coach
• Workplace Coach

• Real Estate Coach
• Team Coaching
• Conflict Resolution Coach

Business Coaches

A business coach works with entrepreneurs or business leaders wanting to set up their business, or improve their business performance. Niches include, but are not limited to:

• Start up Coach
• Small Business Coach
• Financial Coach
• Strategy Coach
• Sales Coach

Health and Wellness Coaches

A health and wellness coach assists individuals in making positive and sustainable changes in their health and well-being. They work with people to improve physical, mental, and emotional fitness. Niches include, but are not limited to:

• Nutrition Coach
• Fitness Coach
• Sober Coach
• Cancer Coach
• Sleep Coach

A COACH APPROACH

Most Professional Coaches come to coaching with an experience or interest that touches on coaching and/or an approach to life that is aligned with coaching. They are often the person that friends, peers and colleagues come to for ‘advice’ or as a sounding board, or demonstrate the following traits

• Have a positive and optimistic view about life and the future.
• Curious and interested in what makes people ‘tick’.
• An ability to understand and connect with people on an emotional level.
• Great listeners who pay close attention to what people are saying, both verbally and non-verbally.
• Intuition that allows them to sense underlying issues or emotions that people might not explicitly express.
• Be invested in creating positive change for themselves or others.

ACC or PCC ACCREDITED COACH EDUCATION AND CERTIFICATION

Coach Educators takes this inherent ‘Coach Approach’ a step further by providing the theory, practicum, feedback and industry standards required to practice, and be recognised, as a Certified Professional Coach. This includes learning and demonstrating the cultural and core competencies of coaching.

Cultural competencies

Coaching is a globally reaching profession with the only limitation being time zones. It is not unusual for a Client in Asia to hire a Coach from Australia, or a Client in Europe to hire a Coach in Canada etc. It’s vital that Coaches are able to understand, interact with, and adapt to cultures other than their own.

• Understand one's own cultural biases and the cultures of others.
• Be attuned to and respectful of cultural differences.
• Able to communicate and interact effectively with individuals from different cultural backgrounds.
• Able to navigate unfamiliar cultural environments and adjust one's behavior accordingly.

ICF Core Competencies

The International Coach Federation (ICF) has established a set of core coaching competencies that outline the skills and abilities required for professional coaching at ACC (Associate Professional Coach) or PCC (Professional Certified Coach) level. These competencies form a comprehensive framework for professional coaching practice and guide coaches in their interactions with clients, helping them achieve meaningful and sustainable results.

✅ Demonstrates Ethical Practice

✅ Embodies a Coaching Mindset

✅ Establishes and Maintains Agreements

✅ Cultivates Trust and Safety

✅ Maintains Presence

✅ Listens Actively

✅ Evokes Awareness

✅ Facilitates Client Growth

Read more (optional)