Comensa Behavioural Standard 7 - Creating Opportunities for Growth

Here are 5 concise COMENSA Behavioural Standard 7–aligned points under each heading (focused on creating opportunities for personal and professional growth in coaching practice):

Reflective practice

• Regularly reviews coaching sessions to identify strengths and weaknesses

• Uses structured reflection models (e.g., What? So what? Now what?)

• Journals insights after client interactions to deepen learning

• Reflects on emotional reactions during coaching to improve neutrality

• Identifies patterns in behaviour that affect coaching effectiveness

Self-awareness

• Understands personal triggers that influence coaching presence

• Recognises strengths and limitations in coaching ability

• Monitors thoughts and emotions during client sessions

• Identifies how personal identity affects coaching interpretation

• Continuously evaluates impact on clients and outcomes

Continuous professional development (CPD)

• Engages in ongoing coaching training and accredited learning

• Updates skills based on industry standards and best practice

• Attends workshops, webinars, and coaching conferences

• Maintains CPD logs to track learning progress

• Actively seeks new coaching methodologies and tools

Supervision

• Participates regularly in coaching supervision sessions

• Uses supervision to explore ethical dilemmas and challenges

• Reflects on client cases with a qualified supervisor

• Receives feedback to improve coaching competence

• Uses supervision to maintain professional boundaries

Seeking and using feedback

• Actively requests feedback from clients and peers

• Reflects on feedback without defensiveness

• Identifies actionable improvements from feedback received

• Applies feedback to enhance coaching performance

• Tracks progress after implementing feedback changes

Managing blind spots

• Identifies unconscious biases that influence coaching

• Uses supervision and feedback to uncover blind spots

• Challenges assumptions about clients and situations

• Reflects on repeated mistakes or patterns in behaviour

• Develops strategies to minimise impact of blind spots

Emotional intelligence

• Recognises and manages own emotions during coaching

• Demonstrates empathy toward client experiences

• Adapts communication based on emotional cues

• Regulates emotional responses in challenging sessions

• Builds rapport through emotional attunement

Personal values and biases

• Identifies personal values influencing coaching behaviour

• Separates personal beliefs from client-centred coaching

• Recognises cultural or social biases affecting judgement

• Ensures values do not override client autonomy

• Continuously challenges internal assumptions

Lifelong learning

• Maintains curiosity about new coaching approaches

• Reads widely on psychology, coaching, and human behaviour

• Engages in self-directed learning beyond formal training

• Applies learning to real coaching contexts

• Treats development as ongoing, not time-limited

Personal responsibility for growth

• Takes ownership of professional development outcomes

• Sets personal learning goals and tracks progress

• Identifies gaps without waiting for external direction

• Invests time and resources into improvement

• Holds self accountable for maintaining standards

Maintaining coaching effectiveness

• Regularly evaluates coaching impact on clients

• Adjusts methods based on client progress

• Ensures coaching remains goal-focused and structured

• Avoids stagnation in coaching style or approach

• Continuously refines coaching tools and techniques

Ethical self-development

• Aligns personal growth with COMENSA ethical standards

• Avoids development that conflicts with client wellbeing

• Reflects on ethical implications of coaching behaviour

• Seeks supervision for ethical uncertainty

• Maintains integrity in professional growth choices

Resilience and wellbeing

• Manages stress to maintain coaching presence

• Uses self-care practices to prevent burnout

• Recognises emotional load from client work

• Maintains balance between work and personal life

• Seeks support when under psychological strain

Professional identity

• Maintains clear identity as a professional coach

• Separates personal identity from coaching role

• Upholds professional standards in all interactions

• Builds credibility through consistent behaviour

• Continues shaping coaching philosophy over time

Development planning

• Creates structured personal development plans

• Sets measurable and time-bound growth goals

• Reviews progress against development objectives

• Adjusts plans based on feedback and reflection

• Aligns development with coaching career trajectory

Learning from mistakes

• Analyses coaching errors without self-judgement

• Identifies root causes of mistakes in practice

• Applies lessons to future coaching sessions

• Shares learnings in supervision for deeper insight

• Uses mistakes as developmental opportunities

Curiosity and humility

• Maintains openness to not knowing everything

• Asks insightful questions to deepen understanding

• Learns from clients as much as from training

• Avoids overconfidence in coaching ability

• Embraces feedback and new perspectives

Coaching presence through personal growth

• Develops calm, grounded presence in sessions

• Uses self-awareness to stay fully present

• Reduces internal distractions during coaching

• Enhances listening through personal development

• Builds trust through consistent presence

Accountability for development

• Tracks personal development commitments consistently

• Reports progress to supervisors or peers

• Takes responsibility for missed learning goals

• Implements corrective action when needed

• Maintains discipline in growth activities

Commitment to excellence

• Strives for continuous improvement in coaching skill

• Sets high personal and professional standards

• Benchmarks performance against best practice

• Avoids complacency in coaching delivery

• Pursues mastery through deliberate practice

There isn’t a perfect 1-to-1 “equivalent” label match, because COMENSA and ICF structure their frameworks differently, but there is a very clear mapping.

 COMENSA Behavioural Standard 7

“Creating opportunities for own personal and professional growth”

 Closest ICF equivalent competency

✔️ ICF Core Competency: “Embodies a Coaching Mindset”

(from the ICF Core Competencies framework)

This is the primary equivalent, especially the sub-behaviours related to:

• ongoing learning and development

• reflective practice

• supervision / mentor coaching

• self-awareness and emotional regulation

• bias awareness

• personal wellbeing

• openness and curiosity

 How they align conceptually

COMENSA (Std 7)

ICF Equivalent

Creating opportunities for personal/professional growth

Embodies a Coaching Mindset

Self-directed development

Ongoing learning & reflective practice

Supervision requirement

Seeks help from outside sources / mentor coaching

Self-awareness development

Awareness of self, bias, emotion

Ethical personal growth

Maintains mindset aligned with ethics + client-centred practice

 Important nuance (this is key for exams)

COMENSA Standard 7 is:

• explicitly structured around “growth activities”

• includes behavioural accountability for development

• emphasises formalised professional growth systems

ICF “Embodies a Coaching Mindset” is:

• more philosophical + behavioural

• less structured as “standards compliance”

• focused on ongoing coach identity and presence

 Simple exam-friendly answer

If you get this in a question:

COMENSA Behavioural Standard 7 is most closely aligned with which ICF competency?

✔️ Answer:

Embodies a Coaching Mindset (ICF Core Competency)

✔️ Reason:

Because it includes continuous learning, reflective practice, supervision, emotional awareness, and ongoing professional development as part of the coach’s identity and effectiveness.

 One-line memory hook

COMENSA = structured growth obligation
ICF = growth as a mindset

Here are 100 concrete “growth activities” aligned to COMENSA-style expectations, grouped under the 3 requested headings. These are practical, exam-relevant, and mapped to professional coaching development behaviour.

1) Explicitly structured around “growth activities” 

1. Weekly reflective journaling after coaching sessions

2. Recording coaching sessions for self-review

3. Conducting session debriefs after every client meeting

4. Using structured reflection models (Gibbs / Kolb)

5. Identifying one learning objective per coaching session

6. Setting a “growth focus” before each client session

7. Reviewing coaching goals monthly for skill gaps

8. Tracking recurring client challenges for learning themes

9. Practicing deliberate skill drills (listening, questioning)

10. Role-playing difficult coaching scenarios

11. Observing experienced coaches in practice

12. Analysing transcripts of coaching conversations

13. Writing “lessons learned” after each coaching block

14. Creating personal competency checklists

15. Practicing silence and presence intentionally in sessions

16. Setting weekly micro-learning targets

17. Testing one new coaching question type per session

18. Reviewing failed coaching interventions for insight

19. Identifying emotional reactions during sessions

20. Tracking improvement in specific competencies over time

21. Practicing paraphrasing and summarising skills daily

22. Recording personal performance metrics (e.g. clarity, empathy)

23. Creating case study reflections from client work

24. Reviewing missed coaching opportunities

25. Comparing own sessions against best-practice models

26. Practicing mindset resets before sessions

27. Conducting self-assessment after every 5 clients

28. Identifying patterns in client resistance

29. Practicing active listening drills with peers

30. Analysing decision-making during coaching interventions

31. Keeping a “coaching mistakes log”

32. Reviewing ethical dilemmas encountered in practice

33. Setting improvement goals per competency area

34. Rewriting improved versions of past coaching questions

2) Behavioural accountability for development 

1. Setting monthly development goals and reviewing them

2. Reporting progress to a supervisor or mentor coach

3. Keeping a CPD accountability tracker

4. Joining peer accountability coaching groups

5. Signing personal development commitments in writing

6. Scheduling fixed weekly learning time

7. Sharing development goals with a peer coach

8. Measuring progress against competency frameworks

9. Documenting CPD hours consistently

10. Reviewing missed commitments and analysing why

11. Setting consequences for missed learning targets

12. Conducting quarterly self-performance audits

13. Using KPI-style metrics for coaching improvement

14. Requesting formal feedback from clients regularly

15. Submitting work for supervision review

16. Maintaining a “learning dashboard” of skills

17. Attending mandatory supervision sessions consistently

18. Tracking behavioural change over time

19. Reviewing accountability failures openly in supervision

20. Setting SMART goals for coaching improvement

21. Signing up for structured coaching programmes

22. Maintaining a CPD portfolio file

23. Logging reflective insights weekly

24. Tracking skill progression milestones

25. Reviewing adherence to ethical guidelines regularly

26. Participating in peer review groups

27. Holding monthly self-performance reviews

28. Conducting gap analysis against competency standards

29. Updating development plans quarterly

30. Asking peers to challenge blind spots

31. Submitting coaching recordings for evaluation

32. Measuring client outcomes linked to coaching skill

33. Maintaining discipline in learning schedules

3) Formalised professional growth systems 

1. Enrolling in accredited coaching certification programmes

2. Completing structured CPD programmes annually

3. Participating in formal mentor coaching

4. Attending accredited coaching supervision sessions

5. Following ICF/COMENSA competency frameworks systematically

6. Using structured CPD logs approved by professional bodies

7. Joining professional coaching associations

8. Maintaining documented learning portfolios

9. Completing formal coaching assessments

10. Undertaking competency-based evaluations

11. Attending professional coaching conferences

12. Completing ethics training modules annually

13. Following structured supervision contracts

14. Participating in formal peer coaching programmes

15. Submitting work for credential review (ICF/COMENSA)

16. Completing continuing education units (CEUs)

17. Engaging in formal reflective practice programmes

18. Attending workshops with certification outcomes

19. Following structured coaching curriculum pathways

20. Using organisational L&D frameworks

21. Completing supervised practice hours

22. Maintaining credential renewal requirements

23. Engaging in formal case study reviews

24. Participating in accredited coaching webinars

25. Completing leadership development programmes

26. Using standardised coaching assessment rubrics

27. Following documented professional development plans

28. Participating in formal coaching circles

29. Completing external competency evaluations

30. Engaging in structured feedback systems

31. Maintaining audit-ready CPD documentation

32. Completing psychometric or self-awareness assessments

33. Participating in formal reflective supervision groups

Here are coaching development activities aligned to ICF-style “Embodies a Coaching Mindset” and COMENSA Standard 7 themes, grouped exactly under your requested headings.

1) Ongoing learning and development 

1. Completing accredited coaching courses annually

2. Reading coaching and psychology books monthly

3. Attending coaching webinars weekly

4. Completing CPD hours per quarter

5. Learning new coaching models (GROW, OSCAR, CLEAR)

6. Practising new coaching techniques in real sessions

7. Studying case studies from experienced coaches

8. Joining professional coaching associations

9. Watching recorded masterclass coaching sessions

10. Taking online micro-courses in communication skills

11. Learning from neuroscience and behavioural science research

12. Attending coaching conferences or summits

13. Subscribing to coaching journals or publications

14. Practising new questioning techniques weekly

15. Updating coaching toolkit regularly

2) Reflective practice 

1. Writing reflective journals after each coaching session

2. Using Gibbs Reflective Cycle after difficult sessions

3. Recording coaching sessions for self-review

4. Reviewing what went well after every session

5. Identifying mistakes and analysing root causes

6. Writing “lessons learned” logs weekly

7. Reviewing emotional responses during sessions

8. Reflecting on client breakthroughs and why they happened

9. Comparing sessions against coaching competencies

10. Identifying recurring behavioural patterns in clients

11. Self-assessing performance after every 5 sessions

12. Reflecting on questioning effectiveness

13. Reviewing missed coaching opportunities

14. Reflecting on ethical dilemmas encountered

15. Writing alternative approaches to past sessions

3) Supervision / mentor coaching 

1. Attending monthly supervision sessions

2. Presenting client cases to a supervisor

3. Receiving structured feedback from mentor coaches

4. Discussing ethical challenges in supervision

5. Reviewing recorded sessions with supervisor

6. Setting development goals with mentor coach

7. Practising coaching under observation

8. Receiving competency-based feedback

9. Participating in group supervision circles

10. Exploring blind spots with supervisor guidance

11. Reviewing coaching effectiveness with mentor

12. Discussing emotional reactions in supervision

13. Agreeing improvement action plans after supervision

14. Tracking progress from supervision feedback

15. Reflecting on supervisor recommendations

4) Self-awareness and emotional regulation 

1. Identifying personal emotional triggers

2. Practising mindfulness before coaching sessions

3. Noticing emotional reactions during coaching

4. Pausing before responding to clients

5. Labelling emotions accurately in real time

6. Using breathing techniques to regulate stress

7. Reflecting on personal strengths and weaknesses

8. Monitoring tone and pace in communication

9. Recognising when personal bias influences reaction

10. Practising emotional detachment during sessions

11. Using grounding techniques during difficult conversations

12. Reviewing emotional triggers after sessions

13. Building awareness of energy levels before coaching

14. Practising non-reactivity in challenging sessions

15. Maintaining calm presence under pressure

5) Bias awareness 

1. Identifying personal cultural biases

2. Reflecting on assumptions about clients

3. Challenging stereotypes in thinking patterns

4. Using supervision to uncover blind spots

5. Reviewing decisions for unconscious bias

6. Asking clients for clarification instead of assumptions

7. Practising perspective-taking exercises

8. Reviewing language for bias in communication

9. Reflecting on privilege and worldview influences

10. Noticing judgement during coaching sessions

11. Seeking diverse client feedback

12. Comparing different interpretations of client behaviour

13. Studying cultural competence frameworks

14. Writing reflections on bias incidents

15. Actively challenging assumptions in supervision

6) Personal wellbeing 

1. Maintaining work-life boundaries

2. Scheduling regular rest days

3. Practising physical exercise regularly

4. Ensuring adequate sleep routines

5. Using stress management techniques

6. Taking breaks between coaching sessions

7. Practising meditation or mindfulness daily

8. Seeking support when emotionally overloaded

9. Limiting overwork or client overload

10. Engaging in hobbies outside coaching

11. Monitoring burnout symptoms

12. Eating balanced meals for energy stability

13. Scheduling vacations or downtime

14. Using relaxation techniques after difficult sessions

15. Checking emotional wellbeing weekly

7) Openness and curiosity 

1. Asking open-ended questions in all sessions

2. Seeking feedback without defensiveness

3. Exploring alternative coaching approaches

4. Learning from client perspectives actively

5. Admitting when you don’t know something

6. Exploring new coaching philosophies

7. Practising “beginner’s mind” mindset

8. Asking deeper follow-up questions

9. Staying open to correction in supervision

10. Exploring opposing viewpoints

11. Reading outside coaching discipline (psychology, philosophy)

12. Being curious about client worldview

13. Testing new coaching tools and methods

14. Listening without forming immediate conclusions

15. Exploring “what else could be true?” thinking

Here are 50 coaching tools for personal mastery, aligned with COMENSA / ICF coaching competency frameworks (especially self-awareness, reflective practice, supervision, emotional regulation, and continuous development).

 Coaching Tools for Personal Mastery

 Self-awareness & Reflection Tools

1. Gibbs Reflective Cycle – structured reflection on experiences

2. Kolb Learning Cycle – experience → reflection → learning → experimentation

3. Johari Window – blind spots and self-disclosure awareness

4. Reflective journaling – daily/weekly coaching reflections

5. After Action Review (AAR) – what went well / what didn’t / why

6. Values clarification exercise – identifying core guiding values

7. Life timeline mapping – understanding personal patterns over time

8. Strengths audit (SWOT for self) – strengths, weaknesses, opportunities, threats

9. Session debrief template – structured post-session reflection

10. Critical incident analysis – deep reflection on key coaching moments

 Emotional Intelligence & Regulation Tools

11. STOP technique (Stop, Think, Observe, Proceed)

12. RAIN model (Recognise, Allow, Investigate, Nurture)

13. Emotion wheel tool – naming and identifying emotions

14. Body scan mindfulness – awareness of physical emotional signals

15. Breathing regulation techniques (box breathing)

16. Trigger mapping worksheet – identifying emotional triggers

17. Pause practice (3-second rule before responding)

18. Reframing tool – changing interpretation of emotional events

19. Stress scale check-ins (1–10 rating)

20. Grounding techniques (5-4-3-2-1 sensory tool)

 Supervision & Feedback Tools

21. Mentor coaching feedback forms

22. Supervision case preparation template

23. Recorded session review tool

24. Competency assessment rubric (ICF/COMENSA aligned)

25. Peer coaching feedback checklist

26. Blind spot feedback request sheet

27. 360-degree feedback tool

28. Session scoring self-evaluation tool

29. Ethical dilemma reflection sheet

30. Supervisor action planning template

 Learning & Development Tools

31. CPD tracker logbook

32. SMART goal development planner

33. Personal development plan (PDP)

34. Skill gap analysis tool

35. Learning journal template

36. Coaching competency matrix

37. Progress tracking dashboard

38. Micro-learning planner (weekly learning blocks)

39. Training needs analysis tool

40. Experimentation log (new coaching methods tested)

 Bias & Thinking Tools

41. Cognitive bias checklist (confirmation, anchoring, etc.)

42. Assumption challenge worksheet

43. Perspective-taking exercise (“walk in client’s shoes”)

44. Ladder of inference tool

45. Reframing bias worksheet

46. Cultural awareness reflection tool

47. Belief mapping exercise

48. Devil’s advocate thinking tool

49. Objective vs subjective distinction tool

50. Language bias audit checklist

 How to use these 

• COMENSA: focuses on structured development + accountability tools

• ICF: focuses on mindset, reflection, supervision, emotional awareness

• Strong coaching practice uses at least 3 tools per category regularly

• Mastery comes from consistency, not variety alone

 Team Development & Business Mastery Tools 

 Team development & group coaching tools 

1. Team Coaching Contracting Canvas – defines goals, roles, boundaries

2. Team Alignment Map – shared vision, values, and objectives

3. Stakeholder Mapping Tool – identifies influence and power dynamics

4. Team Role Clarity Matrix (RACI) – responsibility allocation

5. Psychological Safety Survey – measures trust in the team

6. Team Performance Diagnostic Tool – identifies gaps in performance

7. Group Coaching Agreement Framework – rules of engagement

8. Team Values Alignment Exercise – shared value identification

9. Team Visioning Workshop Canvas – future state design

10. Conflict Mapping Tool – identifies friction points in teams

11. Team Communication Audit – evaluates communication breakdowns

12. Belbin Team Roles Assessment – behavioural team profiling

13. Team Strengths Mapping Tool – identifies collective strengths

14. Group Reflection Circle Tool – structured shared reflection

15. Team Accountability Tracker – monitors commitments and follow-through

 Business performance & systems tools 

16. OKR Framework (Objectives & Key Results)

17. KPI Development Dashboard – performance measurement system

18. Balanced Scorecard Tool – financial + customer + process + learning

19. Business Model Canvas – strategic business design

20. SWOT Analysis Tool (Team/Business Level)

21. Growth Funnel Mapping Tool – customer journey optimisation

22. Revenue Stream Analysis Tool

23. Process Mapping Tool (workflow optimisation)

24. Customer Journey Mapping Tool

25. Value Proposition Design Canvas

26. Gap Analysis Tool (performance vs target)

27. Strategic Priority Matrix (Impact vs Effort)

28. Resource Allocation Planner

29. Risk Assessment Matrix

30. Business Scorecard Review Tool

 Leadership & coaching effectiveness tools 

31. Leadership Style Assessment Tool

32. Situational Leadership Matrix

33. Emotional Intelligence 360 Feedback Tool

34. Coaching Presence Self-Rating Scale

35. Decision-Making Framework (Rational vs Intuitive balance)

36. Feedback Culture Development Tool

37. Leadership Reflection Journal

38. Delegation Effectiveness Tool

39. Team Coaching Observation Checklist

40. Ethical Leadership Reflection Tool

 Team reflection, learning & supervision tools 

41. After Action Review (AAR) for Teams

42. Retrospective Meeting Framework (Agile style)

43. Team Learning Logbook

44. Group Supervision Reflection Tool

45. Peer Feedback Circle Structure

46. Lessons Learned Repository Tool

47. Team Development Plan (TDP)

48. Continuous Improvement Cycle (PDCA model)

49. Coaching Intervention Review Template

50. Team Maturity Assessment Model (forming–storming–norming–performing)

 How this links to ICF + COMENSA

ICF focus:

• Team coaching presence

• Contracting and ethics

• Systemic awareness

• Performance and outcomes

COMENSA focus:

• Professional accountability

• Reflective practice

• Continuous development

• Ethical responsibility

• Structured improvement systems

 Key insight

ICF = how you coach teams (presence + process)
COMENSA = how you grow as a coach while coaching teams (structure + accountability)

 ICF Core Competency: Maintaining Coaching Presence

20 Must-Know Points

1. The coach is fully attentive and present in the moment with the client

2. The coach minimises internal distractions (thoughts, judgement, planning ahead)

3. The coach maintains awareness of their own emotional state during sessions

4. The coach is able to hold silence comfortably without rushing to fill gaps

5. The coach responds to the client, not to their own agenda or assumptions

6. The coach demonstrates calm, grounded energy throughout the session

7. The coach is able to stay with uncertainty without forcing direction

8. The coach listens at multiple levels (words, emotion, meaning, energy)

9. The coach adapts fluidly to what emerges in the conversation

10. The coach is not rigidly attached to coaching models or frameworks

11. The coach trusts the coaching process rather than controlling outcomes

12. The coach is able to notice shifts in client energy and respond appropriately

13. The coach remains curious rather than judgmental

14. The coach is comfortable with not knowing and does not rush to fix

15. The coach avoids interrupting the client’s thinking process

16. The coach uses presence to support deeper client insight and awareness

17. The coach is able to manage their own anxiety or urgency in sessions

18. The coach demonstrates patience during client exploration and silence

19. The coach maintains ethical boundaries while staying emotionally engaged

20. The coach allows the client to lead the direction of the conversation

 Exam insight (important)

In ICF assessment, “Maintains Coaching Presence” is demonstrated when the coach:

• does not dominate the session

• does not rush to solutions

• shows deep listening + emotional regulation

• stays flexible and responsive

• allows client-led discovery

 One-line memory hook

Presence = “I am fully here, not in my head, not in the future, and not controlling the outcome.”

 ICF Core Competency: Maintaining Coaching Presence

20 MUST DO Behaviours

1. Be fully present and focused on the client throughout the session

2. Listen deeply without preparing your next question while the client is speaking

3. Allow silence and space for client thinking without rushing to fill it

4. Stay calm and grounded regardless of client emotion or intensity

5. Follow the client’s agenda rather than imposing your own direction

6. Respond in the moment rather than relying rigidly on a plan or script

7. Notice and manage your own internal reactions during coaching

8. Adapt fluidly when the conversation shifts unexpectedly

9. Hold curiosity even when the client is unclear or stuck

10. Trust the client’s ability to find their own answers

11. Stay comfortable with uncertainty and ambiguity in the session

12. Maintain neutral, non-judgmental presence throughout coaching

13. Observe both verbal and non-verbal cues from the client

14. Adjust pace and tone to match the client’s emotional state

15. Remain patient when the client takes time to think or reflect

16. Avoid interrupting or steering the conversation prematurely

17. Use silence intentionally to deepen client reflection

18. Stay aware of energy shifts in the coaching relationship

19. Keep ego out of the coaching process (no need to be “right”)

20. Hold space for insight without rushing toward closure or solutions

 Key exam insight

To demonstrate “Maintains Coaching Presence,” you MUST show:

• Stillness + awareness under pressure

• Client-led flow (not coach-led control)

• Emotional regulation

• Deep listening + silence comfort

• Flexibility and responsiveness

 One-line memory hook

Do = Stay present, stay quiet when needed, follow the client, not your plan.

 ICF Core Competency: Maintaining Coaching Presence

20 MUST NOT DO Behaviours

1. Do not dominate the session with your own agenda

2. Do not interrupt the client while they are thinking or speaking

3. Do not rush to fill silence or uncomfortable pauses

4. Do not focus on your next question instead of listening

5. Do not try to “fix” the client’s problem

6. Do not impose advice or solutions on the client

7. Do not become distracted by your own thoughts during the session

8. Do not show visible judgement or disapproval of the client

9. Do not ignore emotional cues or shifts in client energy

10. Do not stick rigidly to a coaching script or model

11. Do not rush the client toward conclusions or decisions

12. Do not avoid silence because it feels uncomfortable for you

13. Do not take control of the direction of the conversation

14. Do not disengage when the client is confused or stuck

15. Do not multitask or mentally drift during the session

16. Do not over-analyse the client instead of staying present with them

17. Do not make assumptions about what the client “should” do

18. Do not prioritise coaching structure over human connection

19. Do not respond reactively from your emotions or ego

20. Do not end or redirect the session prematurely to “wrap things up”

 Exam insight (important)

You lose marks for “Maintaining Coaching Presence” when you:

• Interrupt flow or silence

• Become solution-focused

• Lose emotional neutrality

• Shift focus from client → coach thinking

• Force structure instead of allowing emergence

 One-line memory hook

Do NOT = control, fix, rush, interrupt, or leave the present moment.

Maintaining Executive Presence — 20 MUST DOs

1. Maintain calm composure under pressure, even in high-stakes situations

2. Speak clearly, concisely, and with intentional structure

3. Project confidence through steady tone and controlled pacing

4. Listen actively without interrupting others

5. Demonstrate awareness of the room, context, and stakeholders

6. Make decisions with clarity and explain reasoning simply

7. Stay solution-focused rather than problem-absorbed

8. Align body language with confidence (upright posture, open stance)

9. Hold eye contact appropriately and respectfully

10. Communicate with purpose rather than excessive detail

11. Adapt communication style to audience level and context

12. Show emotional control during conflict or pressure

13. Ask high-quality, strategic questions

14. Demonstrate accountability for decisions and outcomes

15. Acknowledge different perspectives without defensiveness

16. Stay present in conversations without distraction or drift

17. Project credibility through consistency in behaviour and messaging

18. Balance authority with approachability

19. Respond rather than react in challenging discussions

20. Maintain professionalism in tone, language, and behaviour at all times

Executive Presence — 20 MUST NOT DOs

1. Do not panic or show visible stress under pressure

2. Do not speak in a rambling, unstructured way

3. Do not dominate conversations or interrupt others

4. Do not over-explain or over-justify simple points

5. Do not appear uncertain about basic facts or decisions

6. Do not shift blame when things go wrong

7. Do not react emotionally in conflict situations

8. Do not use filler language that weakens authority (e.g., “I think maybe…”)

9. Do not ignore the perspectives of senior stakeholders or team members

10. Do not disengage or appear distracted in meetings

11. Do not rely excessively on notes or scripts in leadership settings

12. Do not display impatience or frustration publicly

13. Do not over-personalise feedback or criticism

14. Do not make inconsistent statements across different audiences

15. Do not avoid difficult conversations that require leadership clarity

16. Do not lose control of tone, volume, or pacing when challenged

17. Do not appear passive or overly deferential in leadership moments

18. Do not micromanage instead of delegating effectively

19. Do not make decisions without thinking through implications

20. Do not undermine others publicly or create unnecessary tension

Below are 30 exam-style questions aligned to COMENSA Behavioural Standard 7 (Creating opportunities for own personal and professional growth) and the ICF Core Competency “Maintaining Coaching Presence.”

Each question includes 5 options + correct answer + brief reason.

🧭 COMENSA Std 7 + ICF Coaching Presence — 30 Questions

1.

A coach notices anxiety before a session and becomes distracted. What is the best response?

A. Cancel the session
B. Push through without noticing it
C. Acknowledge the feeling and refocus on the client
D. Tell the client about the anxiety
E. Change the session topic

Answer: C
Why: Presence requires awareness of internal state and returning focus to the client.

2.

Which behaviour best supports COMENSA Standard 7?

A. Avoiding supervision
B. Reflecting on coaching sessions regularly
C. Relying only on experience
D. Avoiding feedback
E. Staying unchanged to maintain consistency

Answer: B
Why: Reflective practice is central to personal growth.

3.

A coach interrupts a client to give advice. What principle is violated?

A. Supervision
B. Emotional intelligence
C. Coaching presence
D. Time management
E. Contracting

Answer: C
Why: Presence requires allowing the client to lead thinking.

4.

Which action best demonstrates personal growth responsibility?

A. Waiting for training opportunities
B. Blaming supervisors for gaps
C. Setting personal development goals
D. Avoiding difficult feedback
E. Copying other coaches

Answer: C
Why: Ownership of development is key in COMENSA Std 7.

5.

A client pauses for 20 seconds in silence. What should the coach do?

A. Interrupt immediately
B. Fill the silence
C. Hold space and remain present
D. Change topic
E. Give advice

Answer: C
Why: Presence includes comfort with silence.

6.

Which activity best reflects COMENSA behavioural standard 7?

A. Avoiding CPD
B. Journaling reflections after sessions
C. Ignoring mistakes
D. Using only intuition
E. Avoiding supervision

Answer: B
Why: Structured reflection supports growth.

7.

A coach feels judgment toward a client. What is best practice?

A. Express judgment
B. Suppress it completely
C. Notice it and return to neutrality
D. End the session
E. Argue with client

Answer: C
Why: Presence requires awareness and regulation.

8.

What undermines coaching presence the most?

A. Silence
B. Active listening
C. Mental distraction
D. Curiosity
E. Reflection

Answer: C
Why: Loss of focus breaks presence.

9.

Which supports ongoing professional development?

A. Ignoring CPD requirements
B. Attending workshops and training
C. Avoiding feedback
D. Staying unchanged
E. Copying peers only

Answer: B
Why: CPD is core to COMENSA Standard 7.

10.

A coach focuses on their next question instead of listening. This leads to:

A. Better structure
B. Reduced presence
C. Improved empathy
D. Stronger rapport
E. Higher ethics

Answer: B
Why: Divided attention weakens presence.

11.

Which demonstrates coaching presence?

A. Interrupting frequently
B. Fully focusing on client expression
C. Giving advice quickly
D. Leading the conversation
E. Avoiding silence

Answer: B
Why: Presence = full attention on client.

12.

What is a COMENSA expectation?

A. Avoid learning after qualification
B. Continuous self-development
C. Avoid supervision
D. Work without reflection
E. Ignore feedback

Answer: B

13.

A coach becomes defensive when receiving feedback. This indicates:

A. High presence
B. Low self-awareness
C. Strong coaching ability
D. Ethical maturity
E. Active listening

Answer: B
Why: Self-awareness is required for growth.

14.

Which behaviour reflects strong coaching presence?

A. Planning response during client talk
B. Interrupting client
C. Listening without agenda
D. Judging client decisions
E. Steering conversation

Answer: C

15.

What is essential for COMENSA Standard 7?

A. Static skillset
B. Structured personal growth plan
C. Avoiding CPD
D. No reflection
E. Fixed identity

Answer: B

16.

A coach rushes to solve the client’s problem. This violates:

A. Ethics
B. Coaching presence
C. Time management
D. Record keeping
E. Contracting

Answer: B

17.

Which tool best supports Standard 7?

A. Journaling
B. Avoidance
C. Guessing
D. Advice-giving
E. Directive coaching

Answer: A

18.

What supports presence during emotional sessions?

A. Emotional reactivity
B. Calm regulation
C. Interrupting client
D. Giving solutions
E. Avoiding feelings

Answer: B

19.

Which is NOT part of coaching presence?

A. Curiosity
B. Full attention
C. Judgment
D. Silence tolerance
E. Neutrality

Answer: C

20.

A coach notices bias during a session. Best action?

A. Ignore it
B. Act on bias
C. Acknowledge and manage it
D. End session
E. Argue internally

Answer: C

21.

What supports COMENSA development?

A. No supervision
B. Mentor coaching
C. Avoiding feedback
D. Stagnation
E. Isolation

Answer: B

22.

A coach becomes distracted by personal issues. This affects:

A. Contracting
B. Presence
C. Ethics only
D. Scheduling
E. Documentation

Answer: B

23.

Which shows strong self-development responsibility?

A. Waiting for employer training
B. Self-directed learning
C. Ignoring gaps
D. Avoiding reflection
E. Passive learning

Answer: B

24.

Silence in coaching is:

A. A mistake
B. A disruption
C. A tool for reflection
D. A failure
E. A delay

Answer: C

25.

Which is a COMENSA requirement?

A. Avoid CPD tracking
B. Maintain development records
C. Avoid reflection
D. No supervision
E. Fixed competence

Answer: B

26.

What breaks coaching presence?

A. Listening
B. Judging client
C. Curiosity
D. Silence
E. Reflection

Answer: B

27.

Which demonstrates professional growth?

A. Ignoring mistakes
B. Learning from feedback
C. Avoiding supervision
D. No evaluation
E. Fixed mindset

Answer: B

28.

A coach stays fully present by:

A. Multitasking mentally
B. Staying client-focused
C. Planning next steps
D. Judging outcomes
E. Advising quickly

Answer: B

29.

What is essential in COMENSA Standard 7?

A. Static learning
B. Lifelong learning mindset
C. No change
D. Avoid reflection
E. Fixed identity

Answer: B

30.

Best description of coaching presence:

A. Leading client thinking
B. Fixing client problems
C. Fully attentive, neutral, responsive presence
D. Giving advice quickly
E. Controlling session flow

Answer: C

 Summary Insight

• COMENSA Std 7 = structured self-development + accountability

• ICF Presence = moment-to-moment awareness + neutrality

• Strong coaches integrate both:
  “Grow yourself continuously, and stay fully present while coaching.”

Below are examples of presence-based questions when something new/emerging insight arises in coaching, aligned with ICF PCC vs MCC expectations.

Key idea: when insight emerges, the coach does not direct, interpret, or rush—they stay present and expand awareness through simple, powerful questions.

 PCC-level questions (clean, structured, insight-expanding)

These are effective but still slightly more “intentional” and structured:

1. “What are you noticing right now as you say that?”

2. “How does this connect to what you’ve been exploring so far?”

3. “What feels most important about this insight?”

4. “What meaning are you making of this?”

5. “What changes when you sit with this thought?”

👉 PCC style = present, but still gently guiding awareness toward structure and meaning.

 MCC-level questions (minimal, spacious, highly emergent)

These reflect deep presence, minimal interference, and pure emergence:

1. “Say more…”

2. “What’s here for you?”

3. “And now?”

4. “What else?”

5. (silent presence + nodding, no question asked until client continues)

👉 MCC style = almost no direction, maximum space for client intelligence to unfold.

 Key distinction (important for exams)

Level

Coaching behaviour

PCC

Helps client explore insight with gentle structure

MCC

Removes almost all structure and lets insight expand naturally

 Memory hook

• PCC = “help me understand this insight”

• MCC = “stay with it… and let it unfold”

Subtle breaks in coaching presence are often what differentiate average coaching from strong PCC/MCC-level work. These are not obvious mistakes like interrupting—they are small shifts in attention, control, or internal reactivity that quietly pull the coach out of full presence.

Here are key subtle behaviours coaches should avoid to maintain strong coaching presence:

 Subtle behaviours that weaken coaching presence (what NOT to do)

1. Mental rehearsal of next question

• Quietly planning your next question while the client is speaking

• This splits attention and reduces deep listening

2. Interpreting instead of listening

• Internally “diagnosing” what the client means too early

• Turning listening into analysis instead of presence

3. Emotional micro-reactions

• Slight approval, surprise, discomfort, or disagreement showing on your face

• Even small reactions shift focus away from the client

4. Rushing silence internally

• Feeling the need to “fill the gap” even if you don’t speak yet

• This creates tension and reduces spaciousness

5. Subtle steering

• Asking questions that quietly guide the client toward your preferred direction

• Even gentle direction reduces client autonomy

6. Over-focusing on structure

• Mentally tracking coaching models instead of the client’s process

• Presence shifts from human connection to framework execution

7. Finishing client sentences in your head

• Predicting or completing what the client will say

• Reduces curiosity and real listening

8. Premature meaning-making

• Deciding “what this is about” before the client fully explores it

• Cuts off deeper emergence of insight

9. Agenda attachment

• Holding onto what you think “should” happen in the session

• Makes you less responsive to what is actually emerging

10. Slight impatience for clarity

• Wanting the client to “get to the point” faster

• Presence requires comfort with ambiguity

11. Over-checking time or session flow

• Mentally monitoring time instead of staying with the client’s thinking

• Shifts attention away from presence

12. Subtle evaluation of client performance

• Judging whether the client is “doing coaching well”

• Creates distance instead of connection

13. Agreeing too quickly

• Saying “yes” or “exactly” automatically instead of staying curious

• Can close exploration prematurely

14. Over-questioning

• Filling space with too many questions instead of allowing thinking

• Reduces depth of client insight

15. Emotional mirroring loss of neutrality

• Matching client emotion too strongly instead of staying grounded

• Presence becomes reactive rather than stable

16. Internal storytelling about the client

• Building narratives like “this client always struggles with X”

• Reduces openness to new emergence

17. Performance mindset

• Focusing on “am I coaching well?” instead of client exploration

• Shifts from presence to self-monitoring

18. Slight multitasking (mental or physical)

• Thinking about notes, admin, or next session

• Even micro-distraction reduces depth

19. Over-validating

• Reassuring too much instead of staying neutral and curious

• Can shift energy from exploration to comfort

20. Subtle rescue behaviour

• Wanting to help the client feel better quickly

• Moves away from coaching into problem-solving

 Core insight

Coaching presence is not only about what you DO, but about what you STOP:

• Stop directing

• Stop interpreting too early

• Stop mentally multitasking

• Stop rushing clarity

• Stop managing outcomes

 One-line memory hook

Presence is lost in “small internal movements” before it is ever lost in behaviour.

Here is a clear, exam-ready summary of CPD requirements for both ICF and COMENSA, plus practical ways to earn CPD for each.

🧭 ICF CPD Requirements (Continuing Coach Education)

📌 Summary

ICF calls CPD CCE (Continuing Coach Education).

✔️ Key requirement

• Coaches must renew their credential every 3 years

• Must complete 40 CCE hours total per renewal cycle

✔️ Typical breakdown (ICF expectation model)

• Core Competencies training (majority of hours)

• Ethics training (mandatory component within CPD)

• Resource Development (learning that supports coaching skill growth)

• Mentor coaching (required separately for credential maintenance in most pathways)

✔️ Purpose

• Maintain coaching competence

• Stay aligned with updated ICF Core Competencies

• Demonstrate ongoing professional development

🎯 Ways to attain ICF CPD (CCE hours)

1. Formal learning

• ICF-accredited coaching courses

• Advanced coaching certifications

• Leadership coaching programmes

2. Workshops & webinars

• Coaching webinars (live or recorded with learning evidence)

• Skills workshops (listening, presence, questioning)

3. Mentor coaching

• One-on-one mentor coaching sessions

• Group mentor coaching circles

4. Ethics learning

• Ethics training modules

• Case studies on coaching dilemmas

5. Peer learning

• Coaching circles

• Peer coaching exchanges (structured, documented)

6. Conferences & events

• Coaching summits

• Professional association events

7. Self-study (limited recognition depending on pathway)

• Books on coaching psychology

• Structured reflection with learning logs

 COMENSA CPD Requirements

 Summary

COMENSA CPD is more structured around points-based professional maintenance.

✔️ Key requirement

• 72 CPD points over 3 years for credentialed members

• Includes mandatory supervision requirements as part of CPD system

• Must maintain ongoing professional development to retain credential status

✔️ Key emphasis

• Supervision is compulsory

• CPD must be logged and evidence-based

• Includes both structured and informal learning categories

 Ways to attain COMENSA CPD points

1. Supervision (mandatory core)

• Individual supervision sessions

• Group supervision with qualified supervisor

• Case reflection in supervision

2. Structured training

• Accredited coaching courses

• Short professional development programmes

• Certification programmes

3. Self-directed learning

• Reading coaching books/articles (logged)

• Watching coaching-related TED Talks

• Online learning modules

4. Professional engagement

• COMENSA chapter events

• Networking events and coaching forums

• Case study discussions

5. Peer learning

• Peer coaching groups (with supervision element if required)

• Reflective practice circles

6. Teaching or contributing

• Facilitating workshops

• Presenting coaching topics

• Contributing to professional bodies

 Key Differences (ICF vs COMENSA)

Feature

ICF

COMENSA

Measurement

40 CCE hours

72 CPD points

Cycle

3 years

3 years

Focus

Coaching competency + ethics

Professional development + supervision + accountability

Structure

Training-heavy

Balanced (training + supervision + reflection)

Supervision

Required in some pathways

Mandatory ongoing requirement

Tracking style

Hours

Points system

 Simple memory hook

• ICF = “Hours of learning to maintain competence”

• COMENSA = “Points + supervision to maintain professionalism”