Development of a Coaching Competency Framework

J DiGirolamo, J Tkach, G Rogers, C Abner, A Sinclair, P O'Shea International Coaching Federation 2024

Introduction: Competency models should be kept up to date in order to ensure that they align with how the job is currently being performed. Method: This work describes a robust job analysis process that informed an update to an existing coaching competency model. More than 1,300 coaches from across the globe provided input to the job analysis through three face-to-face workshops, one virtual workshop, and a comprehensive validation survey. Results: This large-scale research initiative validated that much of the content in the existing competency model remains important to the practice of coaching today, although new themes and elements did emerge from the job analysis. Discussion: The new themes include a paramount emphasis on ethical behavior and confidentiality, the importance of a coaching mindset and ongoing reflective practice, the critical distinctions between various levels and types of coaching agreements, the criticality of partnership between coach and client, and the importance of systemic, contextual, and cultural awareness. Conclusions: These updates resulted in a simplified and streamlined model that reflects emergent themes in the coaching profession. This model will be useful for strengthening and supporting critical aspects of coaching, such as training, development, and performance assessment, in the coming years and beyond.