Coaching supervisors, expand your approach to supervision with this new, evidence-based framework. These eight competencies are designed to help you deepen your impact by focusing not just on a coach’s skills but their entire way of being, including how they show up, connect, and create change.
The new ICF Coaching Supervision Competencies offer a range of benefits to the process of coaching supervision. They enhance ethical standards and professional development, offering a solid guide for fostering meaningful reflection and growth in the coaches being supervised. Other benefits include:
ICF defines coaching supervision as a dynamic and reflective process of collaboration, guidance, and support through which coaches develop their personal, professional, and ethical capacity and maturity. Understanding the symbiotic relationship between coaching supervision and mentor coaching is key: while mentor coaching hones a coach’s skills, coaching supervision goes deeper, focusing on a coach’s self-awareness, impact, and how they navigate broader systems—ultimately, both aspects are inseparable and essential for a coach’s holistic development.
The ICF Coaching Supervision Competency model is designed to support you as a coaching supervisor by establishing clear, evidence-based standards for effective coaching supervision. This model will help you as you continue professionalizing and growing the coaching profession, ensuring that your supervision practices foster the personal, professional, and ethical development of coaching.
This competency model provides practical guidance, equipping you with the knowledge and tools to deliver high-quality supervision. It ensures consistency and excellence across all coaching supervisors while offering flexibility to adapt to the evolving needs of your coaches. Ultimately, these benefits are felt by coaching clients as coaching practitioners improve their practice.
The ICF Coaching Supervision Competency framework was developed to fill a crucial gap in the coaching profession by establishing a clear, evidence-based framework for this relatively new but crucial aspect of the coaching profession. Through a rigorous process including quantitative and qualitative research, literature reviews, interviews, surveys, and workshops with subject matter experts, the final framework — comprising eight competencies — defines the specific knowledge, abilities, and other characteristics required for effective coaching supervision.
Creating a competency model requires conducting a job analysis to identify the knowledge, abilities, specific job tasks, and other characteristics required for success in a particular role. Best practice suggests that certification bodies conduct a new job analysis every five to seven years to reflect changes in roles, research, technology, and industry demands.
To meet the growing need for coaching supervision standards, ICF partnered with XLNC, an expert in job analysis and coaching, to conduct a thorough job analysis using quantitative and qualitative methods. Together, they committed to ensuring that each competency in the updated model was grounded in data from this analysis.
The process included:
After several rounds of feedback and refinement, the final model, consisting of eight competencies, was approved by the ICF Coaching Education and Credentials and Standards Boards of Directors. This framework ensures that coaching supervision is guided by clear, ethical, and developmental standards, promoting high-quality supervision across the industry.
The ICF Coaching Supervision Competency Model provides you a versatile tool and a structured framework for developing, assessing, and enhancing your coaching supervision practice. Whether you’re a supervisor, organization, or stakeholder, this model can be applied in various contexts to contribute to the growth of high-quality coaching practices. Here are just a few ways it can make a difference.
Explore the ICF Coaching Supervision Competencies, which outline eight essential skills for effective coaching supervision. These skills are grouped into four domains: foundation, process structure, client learning and reflection, and group supervision. For a more in-depth look, review the complete model.
Definition: Models ethical standards and encourages the coaching supervision client to do the same
Definition: Engages in ongoing learning, development and self-care as a coaching supervisor, including maintaining an ongoing reflective practice to enhance one’s coaching supervision.
Definition: Partners with the coaching supervision client to create contracts and revise them as necessary to support the coaching supervision process.
Definition: Manages the supervision process and makes adjustments to meet stakeholder needs and increase effectiveness.
Definition: Creates an environment that supports the coaching supervision client personally and professionally.
Definition: Guides the coaching supervision client’s reflection on self, work, systems and contexts to develop personal and professional awareness and insight.
Definition: Supports the coaching supervision client’s personal and professional development.
Definition: Effectively manages the group supervision process. Note: Relevant for coaching supervisors who offer group supervision services.
Q1: What is the difference between the ICF Mentor Coaching Competency Model and the Coaching Supervision Competency Model?
A1: The ICF Mentor Coaching Competency Model focuses on the specific competencies required for mentor coaches to effectively support the development of coaching skills in alignment with the ICF Core Competencies. Mentor coaching is primarily concerned with enhancing a coach’s proficiency and skill development, particularly in preparation for performance evaluations and credentialing.
The ICF Coaching Supervision Competency Model, on the other hand, outlines the competencies needed for coaching supervisors who guide coaches through reflective, ethical, and developmental processes. Coaching supervision emphasizes the holistic development of the coach, focusing on the “self” of the coach, the quality of their work, and their impact on broader contexts and systems rather than just on skills.
Q2: How should the ICF Coaching Supervision Competency Model be used in practice?
A2: The ICF Coaching Supervision Competency Model is designed to guide coaching supervisors in providing effective supervision. It helps supervisors structure their sessions to focus on the reflective, ethical, and developmental aspects of coaching. The model can be used to develop coaching education programs for coaching supervisors, provide a standard for quality assurance, and support supervisors in fostering a deeper understanding of the coach’s impact on their clients and the coaching profession.
Q3: Can a coach be both a mentor coach and a coaching supervisor?
A3: Yes, a coach can be both a mentor coach and a coaching supervisor, but it is important to understand that these roles require different competencies and focus areas. Mentor coaching emphasizes the development of coaching skills and preparation for credentialing, while coaching supervision focuses on the broader development of the coach, including reflective and ethical practices. Coaches taking on both roles should be proficient in both sets of competencies and aware of the different objectives each role serves.
Q4: Are these competency models mandatory for ICF-certified mentor coaches and supervisors?
A4: While the competency models are not mandatory, they are highly recommended as best practice standards by the ICF. Mentor coaches and coaching supervisors who follow these models align themselves with the ICF’s guidelines for professional excellence, which can enhance their credibility and effectiveness in their roles. Organizations and training programs may choose to require adherence to these competencies for certification or employment.
Q5: What role do the competencies play in credential renewal for ICF-certified coaches?
A5: While the competency models themselves are not directly tied to credential renewal, they support ongoing professional development, which is a key component of the credential renewal process. Coaches who engage in mentor coaching or supervision that aligns with these competencies are more likely to meet ICF’s continuing education and professional development requirements for credential renewal.
Q6: Are there specific tools or resources provided by ICF to support the application of these competency models?
A6: ICF is currently developing additional resources to help practitioners understand the competencies, integrate them into their practice, and continuously improve their skills in line with ICF standards.
Q7: How can coaching clients ensure their mentor coach or supervisor adheres to these competencies?
A7: Coaching clients can inquire about the training, certification, and professional development activities of their mentor coach or supervisor to ensure they align with the ICF competencies. Clients can also ask for specific examples of how the coach or supervisor integrates these competencies into their practice and seek feedback from other coaches who have been mentored or supervised by them.
Q8: Why were these competency models developed by the ICF?
A8: The ICF developed these competency models to provide clear, evidence-based standards and guidelines for mentor coaching and coaching supervision. These models aim to professionalize both practices, ensure high-quality coaching and supervision, and support the continuous development of coaches and coaching supervisors. By establishing these competencies, ICF seeks to enhance the credibility and consistency of coaching practices globally.
Q9: Who are the ICF Coaching Supervision Competencies designed for?
A9: The ICF Coaching Supervision Competencies are designed for coaching supervisors—experienced coaches who provide supervision to other coaches. Coaching supervisors focus on the overall development of coaches, including their personal, professional, and ethical growth, and help them reflect on their practice and its impact. These competencies apply to any coaching supervisor, regardless of their specific approach or context.
Q10: What are the key components of this competency model?
A10: The Coaching Supervision Competency Model comprises eight competencies emphasizing reflective practices, ethical guidance, support for the personal and professional growth of coaches, and an understanding of the coach’s impact on their clients and the broader coaching profession.
Q11: How often should these competency models be updated?
A11: Best practice suggests that certification bodies, like the ICF, should conduct a job analysis and update competency models every five to seven years. This allows for the integration of new research, changes in roles, advancements in technology, and shifts in marketplace needs, ensuring that the competency models remain relevant and effective in guiding professional practice.
Q12: What is the role of Subject Matter Experts (SMEs) in developing these competency models
A12: Subject Matter Experts (SMEs) played a crucial role in developing these competency models by providing insights based on their experience in the field. SMEs participated in workshops, provided feedback on draft competencies, and helped refine the models to ensure they accurately reflect the skills, knowledge, and abilities required for effective mentor coaching and coaching supervision. Their input helped ensure that the models are practical, relevant, and grounded in real-world practice.
Q13: How can coaching organizations benefit from these competency models?
A13: Coaching organizations can benefit from these competency models by using them to establish internal standards for mentor coaching and coaching supervision. The models provide a foundation for developing training programs, performance metrics, and evaluation criteria. They help ensure consistency in the quality of mentoring and supervision provided and support the ongoing professional development of coaches within the organization.
Q14: How do the competencies benefit the coaches being supervised?
A14: For coaches being mentored, the competencies provide a structured approach to receiving feedback that is specific, actionable, and aligned with ICF Core Competencies. This helps coaches refine their skills, prepare for credentialing, and develop their unique coaching style. For those under supervision, the competencies support a holistic development process that goes beyond skills to include ethical practices, self-reflection, and professional maturity, leading to improved coaching effectiveness and personal growth.
Q15: Can the competency models be used for self-assessment and professional growth?
A15: Yes, both the Mentor Coaching and Coaching Supervision Competency Models can be used for self-assessment. Mentor coaches and coaching supervisors can reflect on their proficiency in each competency area, identify strengths and areas for improvement, and create a targeted professional development plan to enhance their skills and effectiveness.
Q16: How does this model align with ICF Core Competencies and Code of Ethics?
A16: Both models are closely aligned with the ICF Core Competencies and Code of Ethics. The Mentor Coaching Competency Model focuses on developing coaching skills that align with these core competencies, while the Coaching Supervision Competency Model emphasizes ethical practices and the holistic development of coaches, ensuring that both mentor coaching and supervision practices adhere to ICF’s high ethical standards.
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