Breaking Barriers: Thriving as a Young Coach

A Changing Landscape

When I first started my coaching journey, I noticed something interesting — most people in my training program weren’t new to the workforce. They were making a career switch after years (sometimes decades) in another field. They had accumulated transferable skills and knowledge that could be applied to what they were learning as coaches. Feeling intimidated was an understatement; my part-time jobs in food service and administration felt inadequate.

Years later, I realized that what I had observed wasn’t unusual. According to the 2020 ICF Global Coaching Study, 9% of ICF members were millennials, 51% were Gen X, and 38% were baby boomers. This creates a challenge for younger professionals who are trying to break into the coaching space. It can feel like an uphill battle when running among folks who already have years of professional experience.

Despite this, I believe a new trend is emerging. Recent grads are seeing coaching as a legitimate career choice, and universities are starting to offer dedicated training programs. For example, the University of British Columbia provides an ICF-accredited Organizational Coaching Certificate, and Henley Business School has an MSc in Coaching for Behavioural Change.

This shift matters. Younger professionals bring fresh perspectives, digital know-how, and a solid understanding of modern challenges. We represent the future leaders of the coaching industry. In this article, I’ll share some challenges young coaches face and how we can navigate our way through them to thrive in this evolving industry.

Challenges Young Coaches Face (and How to Overcome Them)

1. The Experience Barrier

A common frustration for young professionals is the paradox of experience. You need experience to get hired, but you need to get hired to gain experience. It can be discouraging for someone just starting out to see job postings asking for five years of coaching experience and three years of leadership experience.

How to Work Around it:

• Volunteer. You can gain years of experience volunteering as a coach or in leadership positions. Take advantage of opportunities offered through schools or contact community centers to ask about any help you can provide. This allows you to develop transferable skills that employers are looking for without securing a paid position.
• Take advantage of academic programs. Some coaching programs include practicum experiences that you can highlight in your applications.

2. Establishing Credibility

Since coaching is often incorrectly associated with wisdom and life experience, younger professionals can struggle to be taken seriously. Clients and employers may wonder: “How can someone in their 20s or 30s coach a senior executive?”

How to Get Past This:

• Highlight specialized training and certifications. Demonstrating that you have undergone accredited training programs may reassure potential clients or employers that you have the skills required to be an effective coach.
• Offer education about coaching. Since coaching is a relatively new career path, potential clients may lack a clear understanding of what you can offer. Highlight key differences between consulting, counseling, and coaching, and why this distinction matters.
• Collect testimonials. Showcase your proficiency with client feedback and success stories. Displaying real-life examples of clients you have helped demonstrates your value to others looking for coaching support.

3. Financial Barriers to Entry

The cost of coaching programs, certifications, memberships, and ongoing professional development can add up. This can be a significant hurdle for young professionals who lack financial stability.

How to Make it Work:

• Look for scholarships and payment plans. Some coaching organizations offer financial aid, such as the ICF Foundation Scholarship.
• Start small. Instead of immediately diving into the most expensive training, consider starting with a foundational certification and building from there.
• Explore employer-sponsored programs. Some companies offer professional development funds to support employees’ efforts toward obtaining additional credentials and certifications.

Why Age Diversity Matters

Diversity, equity, inclusion, and belonging (DEIB) is a growing part of the coaching profession. As a young professional and DEIB group leader, I see firsthand the importance of age diversity in coaching. Having younger coaches in the field allows for fresh insights into the modern workplace, generational shifts, and evolving leadership styles.

Here’s what companies and organizations can do to help:

• Rethink hiring criteria. Instead of rigid experience requirements, organizations can assess coaches based on demonstrated skills and other assets.
• Offer training opportunities. If young coaches can demonstrate the essential skills but lack subject matter expertise or proficiency in specific coaching modalities, organizations can provide targeted training to bridge those gaps.
• Promote DEIB in leadership roles. Establish diverse representation in leadership positions to advance inclusivity and innovation.

Young Professionals Are the Future of Coaching

Despite the challenges, young professionals are carving a place for themselves in the coaching industry. If you’re a young coach (or considering becoming one), my advice is this:

• Keep honing your craft. Practice with friends, family, peer coaches, and clients. Every interaction is a new opportunity to fine-tune your coaching skills.
• Seek supportive communities. Explore your local ICF chapter, mentors, or coach supervisors. Attend coaching events to network with and meet others in the profession and learn more about the diverse opportunities available to you.
• Don’t be afraid to put yourself out there. While it might feel intimidating to be the only 30-year-old in a room of 40- to 60-year-olds, you have the power to identify your limiting beliefs and fears and apply your coaching skills to overcome them.