Session 29 Practice Coaching

Below is a practical PCC guide. These are examples only—not scripts to memorize. At PCC level, the ICF assesses whether the coach naturally demonstrates the competency rather than asking a particular question. Each item below provides one question or one statement that could demonstrate the behaviour.

1. Coaching Mindset

1. Maintains a client-centered mindset.

"What feels most important for us to focus on today?"

2. Demonstrates curiosity.

"I'm curious—what do you think is really happening here?"

3. Remains open and flexible.

"We don't have to stay with this topic if something more important has emerged."

4. Invites partnership.

"How would you like us to work together during today's conversation?"

5. Avoids attachment to outcomes.

"Where would you like this conversation to take you?"

6. Trusts the client's resourcefulness.

"What possibilities have you already considered?"

7. Holds the client as naturally creative.

"What solution feels most aligned with who you are?"

8. Demonstrates confidence in the client's ability.

"What strengths can you draw on here?"

2. Establishes and Maintains Agreements

9. Clarifies desired outcome.

"By the end of today, what would make this conversation valuable?"

10. Explores what success looks like.

"How will you know we've achieved what you wanted?"

11. Clarifies the coaching topic.

"Which aspect of this situation would be most useful to explore?"

12. Identifies measures of success.

"What will be different afterwards?"

13. Partners around agenda.

"Does this still feel like the right direction?"

14. Renegotiates when necessary.

"I'm noticing another important theme emerging. Would you like to shift our focus?"

15. Confirms client's ownership.

"Does this goal genuinely belong to you?"

16. Keeps agreement alive.

"How are we doing against what you wanted from today's session?"

3. Cultivates Trust and Safety

17. Demonstrates genuine respect.

"Thank you for trusting me with that."

18. Accepts client without judgement.

"There isn't a right or wrong answer here."

19. Acknowledges emotions.

"I can hear how significant this is for you."

20. Creates psychological safety.

"Feel free to take your time."

21. Shows empathy.

"That sounds incredibly challenging."

22. Supports vulnerability.

"What feels difficult to say out loud?"

23. Encourages authenticity.

"If you didn't need to impress anyone, what would you say?"

24. Normalises uncertainty.

"It's okay not to have the answer yet."

4. Maintains Presence

25. Fully attentive.

"Take a moment—what are you noticing right now?"

26. Comfortable with silence.

(Coach remains silent for several seconds.)

27. Notices shifts.

"I noticed your energy changed just then. What's happening?"

28. Responds in the moment.

"Something feels important about what you just said."

29. Follows the client.

"Where would you like to go next?"

30. Uses intuition appropriately.

"May I share an observation?"

31. Invites exploration.

"Tell me more about that."

32. Demonstrates flexibility.

"Let's slow down and stay with this for a moment."

5. Listens Actively

33. Listens beyond words.

"What aren't you saying?"

34. Notices beliefs.

"What belief might be influencing that?"

35. Notices values.

"Which of your values feels most relevant here?"

36. Notices emotions.

"What emotion is present for you?"

37. Notices language patterns.

"You used the word 'should' several times. What's behind that?"

38. Reflects meaning.

"It sounds like freedom matters more than certainty."

39. Summarises accurately.

"Let me check I've understood..."

40. Invites deeper awareness.

"What feels most significant about what you've just realised?"

6. Evokes Awareness

41. Uses powerful questions.

"What's the real challenge here for you?"

42. Invites reflection.

"What are you learning about yourself?"

43. Explores assumptions.

"What assumption are you making?"

44. Challenges limiting beliefs.

"What evidence supports that belief?"

45. Broadens perspective.

"How might someone you admire view this?"

46. Encourages possibility.

"What's another way of looking at this?"

47. Uses observations.

"I'm noticing a tension between what you're saying and what you seem to want."

48. Invites insight.

"What's becoming clearer for you?"

49. Explores consequences.

"If nothing changes, what happens?"

50. Explores desired future.

"Suppose everything worked out exactly as you hoped—what would that look like?"

7. Facilitates Client Growth

51. Moves toward action.

"What's your next step?"

52. Encourages commitment.

"What are you willing to commit to?"

53. Supports accountability.

"How will you keep yourself accountable?"

54. Reinforces learning.

"What's your biggest takeaway today?"

55. Celebrates progress.

"What achievement are you most proud of?"

56. Encourages ongoing reflection.

"What will you continue thinking about after today?"

57. Ends with client ownership.

"What will you do, by when, and how confident are you on a scale of 1 to 10?"

These prompts align well with the behaviours assessed at the PCC level. Remember that assessors are listening for the quality of the coaching—presence, partnership, and responsiveness—not whether you ask specific "powerful questions." A simple, well-timed question asked in service of the client's agenda is generally stronger than a complex question used mechanically.

If you're assessing an audio recording for an ICF-accredited coaching performance at the PCC/MCC boundary, it is useful to evaluate observable behaviors rather than simply checking whether the coach "did" a competency.

Below are 37 PCC performance markers that can be used as an assessment checklist while listening to a coaching session. They are aligned with the International Coaching Federation Core Competencies (updated 2021) and emphasize what should be heard in a strong PCC-level coaching conversation.

#

PCC Marker

Evidence heard in recording

1

Coaching agreement established

Client states desired outcome.

2

Success measures defined

Coach asks how client will know coaching was valuable.

3

Client chooses agenda

Coach does not impose direction.

4

Coach remains flexible

Agreement evolves if client changes direction.

5

Coach partners rather than directs

Conversation feels collaborative.

6

Coach demonstrates curiosity

Questions arise from genuine interest.

7

Coach avoids giving advice

No consulting or teaching unless requested and contracted.

8

Coach creates psychological safety

Client speaks openly without hesitation.

9

Coach acknowledges emotions

Feelings are noticed and explored.

10

Coach notices energy shifts

Changes in tone or enthusiasm are explored.

11

Coach uses active listening

Responses clearly build on client's words.

12

Coach reflects accurately

Client confirms feeling understood.

13

Coach summarizes effectively

Summaries move the conversation forward.

14

Coach notices underlying beliefs

Hidden assumptions are explored.

15

Coach identifies values

Discussion includes what matters most.

16

Coach identifies patterns

Repeated behaviors are noticed.

17

Coach explores perspective

Client considers alternative viewpoints.

18

Coach invites reflection

Questions create thinking rather than answers.

19

Coach uses open questions

Mostly "what," "how," and exploratory questions.

20

Coach avoids leading questions

Questions are neutral.

21

Coach allows silence

Thinking time is respected.

22

Coach is fully present

Minimal interruption or agenda pushing.

23

Coach follows client language

Uses client's words rather than introducing new concepts.

24

Coach checks assumptions

Does not interpret without confirmation.

25

Coach encourages awareness

Client experiences new insight.

26

Client creates own solutions

Ideas originate from client.

27

Coach supports exploration

Multiple possibilities are considered.

28

Coach deepens learning

Conversation moves beyond surface problem-solving.

29

Coach explores whole person

Identity, emotions, values, beliefs, and context are included.

30

Coach invites choice

Client selects preferred direction.

31

Coach encourages responsibility

Ownership remains with client.

32

Coach supports action planning

Client identifies meaningful next step(s).

33

Coach checks commitment

Client expresses willingness to act.

34

Coach reinforces learning

Key insights are captured before closing.

35

Coach closes intentionally

Session ends with clear completion.

36

Coach demonstrates trust in client

No rescuing, fixing, or solving.

37

Client leaves empowered

Client sounds clearer, more confident, and self-directed.

What distinguishes PCC from MCC?

A coach demonstrating strong PCC consistently:

• Maintains the coaching agreement.

• Uses curiosity over expertise.

• Helps generate client awareness.

• Facilitates client-created actions.

• Maintains partnership throughout.

An MCC-level coach generally goes further by:

• Coaching almost entirely from the client's moment-to-moment awareness.

• Allowing the client's language, emotions, and emerging meaning to guide the conversation.

• Using minimal intervention while creating profound transformation.

• Remaining unattached to outcomes, questions, or techniques.

• Inviting expansive awareness rather than simply helping solve a problem.

• Partnering so deeply that the coaching feels effortless and fully client-led.

When evaluating an audio recording for an ICF credential submission, these 37 markers provide a practical rubric for determining whether the session consistently demonstrates PCC-level performance while also highlighting where it begins to exhibit MCC-level mastery

Below are three evaluation questions you can ask while listening to the recording for each PCC marker. These questions are designed to help assess whether the coach demonstrated the behavior consistently and at a PCC standard.

#

PCC Marker

Evaluation Questions

1

Coaching agreement established

1. Did the client clearly define the focus? 2. Did the coach confirm the desired outcome? 3. Was there a shared understanding before coaching began?

2

Success measures defined

1. Did the coach ask what success would look like? 2. Did the client describe how they would know the session was valuable? 3. Was the outcome measurable or observable?

3

Client chooses agenda

1. Who selected the topic? 2. Did the coach avoid steering the client? 3. Did the agenda belong to the client throughout?

4

Coach remains flexible

1. Did the coach adapt when the conversation shifted? 2. Was the agreement revisited if needed? 3. Did flexibility deepen the coaching?

5

Coach partners rather than directs

1. Did the coach collaborate instead of leading? 2. Was the client treated as resourceful? 3. Did decisions remain with the client?

6

Coach demonstrates curiosity

1. Were questions driven by curiosity? 2. Did the coach explore rather than assume? 3. Was genuine interest evident?

7

Coach avoids giving advice

1. Did the coach refrain from solving the problem? 2. Were suggestions avoided unless contracted? 3. Did solutions come from the client?

8

Coach creates psychological safety

1. Did the client appear comfortable? 2. Was vulnerability welcomed? 3. Was the environment free from judgment?

9

Coach acknowledges emotions

1. Were emotions noticed? 2. Were feelings explored respectfully? 3. Did emotional awareness contribute to insight?

10

Coach notices energy shifts

1. Did the coach notice changes in energy? 2. Were shifts explored? 3. Did exploring them deepen awareness?

11

Coach uses active listening

1. Did responses build on client statements? 2. Was the client fully heard? 3. Did listening outweigh questioning?

12

Coach reflects accurately

1. Were reflections accurate? 2. Did the client confirm feeling understood? 3. Did reflections create clarity?

13

Coach summarizes effectively

1. Were summaries concise? 2. Did they capture key learning? 3. Did they move the conversation forward?

14

Coach notices underlying beliefs

1. Were assumptions identified? 2. Did the coach explore limiting beliefs? 3. Did beliefs influence awareness?

15

Coach identifies values

1. Were values explored? 2. Did the client identify what mattered most? 3. Did values influence decisions?

16

Coach identifies patterns

1. Were recurring behaviors noticed? 2. Did the client recognize patterns? 3. Were patterns linked to outcomes?

17

Coach explores perspective

1. Were alternative viewpoints invited? 2. Did the client shift perspective? 3. Did new thinking emerge?

18

Coach invites reflection

1. Did questions promote thinking? 2. Was reflection deeper than problem-solving? 3. Did pauses encourage insight?

19

Coach uses open questions

1. Were questions open-ended? 2. Did they encourage exploration? 3. Did they avoid yes/no answers?

20

Coach avoids leading questions

1. Were questions neutral? 2. Did they avoid hidden advice? 3. Did the client generate the direction?

21

Coach allows silence

1. Was silence used intentionally? 2. Did the coach resist filling gaps? 3. Did silence support deeper thinking?

22

Coach is fully present

1. Was attention consistently on the client? 2. Did the coach remain engaged? 3. Was distraction absent?

23

Coach follows client language

1. Did the coach use the client's words? 2. Were metaphors preserved? 3. Was client language honoured?

24

Coach checks assumptions

1. Did the coach verify interpretations? 2. Were assumptions tested? 3. Did the client confirm accuracy?

25

Coach encourages awareness

1. Did new awareness emerge? 2. Did the client express insight? 3. Was awareness client-generated?

26

Client creates own solutions

1. Did ideas come from the client? 2. Did the coach avoid providing answers? 3. Were solutions self-generated?

27

Coach supports exploration

1. Were multiple options explored? 2. Did curiosity continue? 3. Was exploration unrestricted?

28

Coach deepens learning

1. Did the conversation move beyond symptoms? 2. Were deeper meanings explored? 3. Was learning evident?

29

Coach explores whole person

1. Were emotions, values and beliefs included? 2. Did the conversation consider context? 3. Was the whole person coached?

30

Coach invites choice

1. Were options generated? 2. Did the client choose the path forward? 3. Was autonomy respected?

31

Coach encourages responsibility

1. Did ownership stay with the client? 2. Was accountability discussed? 3. Did the client own their decisions?

32

Coach supports action planning

1. Were meaningful actions identified? 2. Did actions align with awareness? 3. Were actions realistic?

33

Coach checks commitment

1. Did the client express commitment? 2. Was readiness explored? 3. Were obstacles discussed?

34

Coach reinforces learning

1. Were insights reviewed? 2. Did the client articulate learning? 3. Was learning consolidated?

35

Coach closes intentionally

1. Was the session concluded purposefully? 2. Did the client reflect before ending? 3. Was there a clear close?

36

Coach demonstrates trust in client

1. Did the coach trust the client's capability? 2. Was fixing avoided? 3. Did the client remain empowered?

37

Client leaves empowered

1. Did the client sound more confident? 2. Was there increased clarity? 3. Did the client leave with ownership and energy?

These 111 evaluation questions form a practical listening guide for reviewing coaching recordings. They are especially useful for PCC marker assessments, mentor coaching, reciprocal coaching reviews, and preparing recordings for an International Coaching Federation PCC credential application. They can also be adapted into a scoring rubric (e.g., 1–7 scale with evidence notes) for more structured evaluations

Coaching Lessons Learned – Key Takeaways

1. Psychological safety creates transformational coaching

• Trust and emotional safety allow clients to become vulnerable.

• Silence is a powerful coaching tool that creates space for deeper thinking.

• Clients often discover their own insights when the coach resists filling the silence.

• Feeling genuinely heard is often more valuable than receiving advice.

2. Spend enough time establishing the coaching agreement

• Define a clear session outcome early.

• Agree on the client's desired destination before exploring the issue.

• Clarify what success will look like by the end of the session.

• A strong coaching agreement prevents the conversation from wandering.

3. Challenge assumptions earlier

• Listen for limiting beliefs beneath the story.

• Challenge assumptions with curiosity rather than confrontation.

• Explore what the client believes to be true before exploring solutions.

• Earlier exploration of assumptions often accelerates insight.

4. Keep ownership with the client

• Avoid interpreting the client's experience for them.

• Replace conclusions with observations.

• Invite the client to decide what resonates.

• Use language such as:

  • "I'm hearing..."

  • "What do you make of that?"

  • "How does that land with you?"

5. Reduce directive coaching

• Resist solving problems.

• Avoid suggesting solutions disguised as questions.

• Coaching is about discovery, not instruction.

• Let clients generate their own options.

6. Avoid question stacking

• Ask one powerful question.

• Allow space for thinking.

• Wait for a complete response before asking another question.

• Simplicity often produces deeper reflection.

7. Stay curious instead of leading

Instead of:

• "Have you tried...?"

Ask:

• "What have you tried?"

• "What options have you considered?"

• "What else is possible?"

8. Separate coaching from mentoring

• Coaching explores.

• Mentoring advises.

• Consulting recommends.

• Training teaches.

• Remain conscious of which role you are playing.

9. Follow the client's agenda

• Coach what matters most to the client.

• Avoid following your own curiosity at the expense of theirs.

• Stay with what has energy for the client.

10. Listen beneath the words

Listen for:

• beliefs

• fears

• values

• emotions

• assumptions

• identity

• patterns

• meaning

The issue presented is often not the real coaching topic.

11. Use observations instead of judgments

Rather than saying:

• "It sounds like you're afraid of feedback."

Try:

• "I'm noticing you mentioned feedback several times. What are you noticing?"

Observations invite reflection; judgments close it down.

12. Give yourself permission to pause

• Slow down.

• Rephrase a question if necessary.

• Correct your course during the session.

• Presence is more important than perfection.

13. Time constraints require discipline

In shorter sessions:

• Establish the agreement quickly.

• Stay focused.

• Avoid unnecessary detours.

• Coach one issue deeply rather than several issues superficially.

14. Challenge with compassion

Effective challenge should:

• expand awareness

• question assumptions

• create new perspectives

• never feel confrontational

Challenge should increase insight, not defensiveness.

15. Silence is an intervention

Silence:

• encourages reflection

• increases emotional processing

• demonstrates trust

• often produces breakthrough moments

Do not rush to fill quiet moments.

16. Reflection creates awareness

Invite clients to:

• notice patterns

• recognise emotions

• connect thoughts and behaviours

• identify what is most meaningful

Awareness precedes action.

17. Clients are naturally resourceful

Assume the client already has:

• strengths

• experiences

• wisdom

• resilience

• possible solutions

The coach's role is to help uncover these resources.

18. Success is measured by client insight

A successful session is not one where:

• the coach gives brilliant advice.

A successful session is one where:

• the client leaves with greater awareness,

• increased confidence,

• self-generated actions,

• ownership of their next steps.

19. Continuous self-reflection improves coaching

After each session ask:

• Did I coach or mentor?

• Did I talk too much?

• Did I ask one question at a time?

• Did I challenge assumptions?

• Did I maintain partnership?

• Did I leave ownership with the client?

20. Great coaching is less about doing and more about being

The strongest coaching behaviours demonstrated were:

• Presence

• Curiosity

• Trust

• Patience

• Courage to challenge

• Deep listening

• Holding silence

• Partnership

• Non-judgment

• Belief in the client's capacity to find their own answers

These lessons align closely with the ICF Professional Certified Coach (PCC) competencies, particularly Establishes and Maintains Agreements, Cultivates Trust and Safety, Maintains Presence, Listens Actively, Evokes Awareness, and Facilitates Client Growth.