Session 1 Lesson Plan

Top 10 Quotes from Session 1

1. “The moment you start giving advice, you’ve left coaching.”

2. “Coaching is not about having the answers—it’s about creating better thinking.”

3. “You are not the expert in the client’s life.”

4. “The client is naturally creative, resourceful, and whole.”

5. “Coaching is learned by doing, not by understanding.”

6. “Silence is not empty—it’s where the client’s thinking happens.”

7. “Most people don’t listen to understand—they listen to respond.”

8. “Coaching requires restraint, not intelligence.”

9. “Your job is not to fix the client, but to unlock their thinking.”

10. “This programme is not just about becoming a coach—it’s about becoming a different kind of human in conversations.”

Next 10 Quotes

11. “Coaching is a partnership, not a position of authority.”

12. “If you’re leading the conversation, you’re not coaching—you’re directing.”

13. “Awareness is the beginning of transformation.”

14. “The quality of your coaching is determined by the quality of your listening.”

15. “Resist the urge to fix—that’s where real coaching begins.”

16. “Clients don’t need more advice—they need better questions.”

17. “When you interrupt, you interrupt thinking.”

18. “Trust the client, especially when they seem uncertain.”

19. “Coaching is simple, but it’s not easy.”

20. “You create value as a coach by expanding perspective, not by providing solutions.”

I started my coach training session with one line that made people uncomfortable:

“The moment you start giving advice, you’ve left coaching.”

You could feel the shift in the room.

Because most people don’t realise this…

We’ve been conditioned to believe that helping means fixing.
That value comes from having answers.
That leadership is about telling people what to do.

And then coaching comes along—and breaks that entire model.

The biggest mindset shift in coaching

Coaching is not about being the smartest person in the room.

In fact:

• “You are not the expert in the client’s life.”

• “Coaching is a partnership, not a position of authority.”

That’s where it starts.

And for many people, that’s where the discomfort begins.

Because if you’re not advising…
If you’re not solving…
If you’re not leading…

Then what exactly are you doing?

You are creating thinking

At its core:

• “Coaching is not about having the answers—it’s about creating better thinking.”

• “Your job is not to fix the client, but to unlock their thinking.”

That requires something most people struggle with:

Restraint.

• “Coaching requires restraint, not intelligence.”

• “Resist the urge to fix—that’s where real coaching begins.”

Because the instinct to jump in, to guide, to rescue…

Is strong.

The truth about listening

Most people think they’re good listeners.

Until they try coaching.

Then they realise:

• “Most people don’t listen to understand—they listen to respond.”

• “When you interrupt, you interrupt thinking.”

And suddenly, silence feels uncomfortable.

But here’s the shift:

• “Silence is not empty—it’s where the client’s thinking happens.”

That’s where breakthroughs live.

Not in your advice.
Not in your stories.

In their thinking.

The principle that changes everything

There is one belief that underpins great coaching:

• “The client is naturally creative, resourceful, and whole.”

Which means:

• They are not broken

• They do not need fixing

• They already have the answers—just not the clarity yet

And your role?

To help them access that.

Why coaching feels simple… but isn’t

On the surface, coaching looks easy.

Ask questions. Listen. Reflect.

But in practice:

• “Coaching is simple, but it’s not easy.”

Because it requires you to unlearn:

• Giving advice

• Interrupting

• Controlling the conversation

• Trying to impress

And replace it with:

• Curiosity

• Presence

• Trust

• “Trust the client, especially when they seem uncertain.”

Where the real value comes from

In a world full of information, opinions, and noise…

Coaching offers something different.

• “Clients don’t need more advice—they need better questions.”

• “You create value as a coach by expanding perspective, not by providing solutions.”

And that’s what makes it powerful.

Not just in coaching conversations…

But in leadership.
In parenting.
In relationships.

The deeper shift

This is what I told the group as we closed:

• “Coaching is learned by doing, not by understanding.”

• “Awareness is the beginning of transformation.”

And most importantly:

“This programme is not just about becoming a coach—it’s about becoming a different kind of human in conversations.”

If you’re honest…

How often do you jump in with advice instead of asking one more question?

👇 Curious to hear your answer.

Lesson Plan Session 1 Week 1

Here’s a clean, structured 90-minute lesson plan you can run today for your Comensa + ICF Level 1 Coach Certification kickoff. I’ve designed it to balance credibility, clarity, and engagement—especially important for Day 1 energy and positioning.

 90-Minute Lesson Plan: Coach Training Kickoff

 Session Objective

By the end of this session, participants will:

• Understand the programme structure (Comensa + ICF Level 1)

• Clearly distinguish coaching vs mentoring vs therapy

• Define their personal goals and intentions

• Feel engaged, safe, and excited about the journey

 SESSION FLOW (90 MINUTES)

🔹 1. Welcome & Programme Introduction (20 mins)

 Your Role Here:

Set the tone: professional, inspiring, and structured.

Key Content:

1. Programme Overview

• This is a dual-aligned programme:

  • COMENSA (local professional body)

  • International Coaching Federation (global gold standard)

2. What is ICF Level 1?

• Entry-level professional credential pathway

• Leads to ACC (Associate Certified Coach)

• Includes:

  • Core competencies

  • Coaching ethics

  • Practical coaching hours

  • Mentor coaching & assessment

3. What is COMENSA Level 1?

• South African framework aligned with global standards

• Focus:

  • Ethical practice

  • Local relevance

  • Foundational coaching capability

 Suggested Timeline (share visually or verbally)

• Weeks 1–4: Foundations (what coaching is)

• Weeks 5–8: Core competencies + practice

• Weeks 9–12: Applied coaching + feedback

• Final phase:

  • Log hours

  • Assessments

  • Certification pathway

 Engagement Prompt:

“What made you say yes to becoming a coach—right now in your life?”

🔹 2. Coaching vs Mentoring vs Therapy (30 mins)

This is critical for ICF alignment—and where most beginners get confused.

 Teach This Clearly:

Aspect

Coaching

Mentoring

Therapy

Focus

Future

Past + experience

Past + healing

Role

Facilitator

Advisor

Diagnoser

Approach

Questions

Advice

Treatment

Client

Whole & resourceful

Less experienced

Needs healing/support

 Simple Definitions:

• Coaching: Unlocking potential through powerful questioning

• Mentoring: Sharing experience and guidance

• Therapy: Healing emotional or psychological wounds

 Key ICF Principle:

“The client is naturally creative, resourceful, and whole.”

 Interactive Exercise (10–15 mins):

Give scenarios:

• “Client is stuck in career”

• “Client has trauma from childhood”

• “Client wants to start a business but lacks direction”

Ask:
  “Is this coaching, mentoring, or therapy?”

Debrief:

• Show boundaries

• Emphasize referral ethics

 Power Insight (Say this clearly):

“The moment you start giving advice, you’ve left coaching.”

🔹 3. Individual Reflection & Assessment (25 mins)

This is where the session becomes personal and transformational.

 Exercise: “Your Coaching Intentions”

Ask participants to write (5–10 mins):

1. Why do I want to become a coach?

2. What impact do I want to have?

3. What fears or doubts do I have?

4. What would success look like in 3–6 months?

 Breakout (Optional – 10 mins)

Pairs:

• Share answers

• Practice listening (no interrupting, no advice)

 Bring it Back:

Ask 2–3 volunteers:

“What stood out for you?”

🔹 4. Foundations of Coaching Mindset (10 mins)

Introduce the internal shift required:

Core Coaching Mindsets:

• You are not the expert in their life

• Your job is to create thinking, not answers

• Silence is powerful

• Trust the client

 Quick Exercise:

Ask:

“What’s one habit you’ll need to unlearn to become a great coach?”

🔹 5. Close & Next Steps (5 mins)

Reinforce:

• This is a practice-based journey

• Growth comes from:

  • Doing

  • Failing

  • Reflecting

 Homework (Optional but powerful):

• Have 1 conversation this week where:

  • You only ask questions

  • No advice

• Reflect:

  • What was hard?

  • What changed?

 BONUS (If You Want to Elevate the Session)

Add This Line (Very Strong Positioning):

“This programme is not just about becoming a coach—it’s about becoming a different kind of human in conversations.”

 DELIVERY TIPS (Based on Your Style Goals)

Given your focus on clarity, storytelling, and sales delivery:

• Speak in short, punchy sentences

• Use real examples (South African context if possible)

• Pause more than you think

• Ask questions every 5–7 minutes

Below is a fully expanded, facilitator-ready lesson plan with depth, substance, and teaching content you can deliver directly. It includes 10 sub-points under each major section, detailed explanations, and model answers for all exercises.

1. WELCOME & PROGRAMME INTRODUCTION (20 minutes)

10 Key Sub-Points (with teaching detail)

1. Purpose of the programme
   This programme develops professional coaching capability aligned to both South African and global standards. It is not motivational speaking or advice-giving; it is a structured discipline.

2. Dual accreditation positioning
   The programme aligns with COMENSA and International Coaching Federation, giving both local credibility and international portability.

3. What ICF Level 1 means
   Level 1 is the foundational pathway toward the ACC credential. It includes training hours, observed coaching, mentor coaching, and performance evaluation.

4. What COMENSA Level 1 means
   It establishes foundational competence in ethical coaching practice within the South African context, including professionalism and accountability.

5. Coaching as a profession
   Coaching is a regulated, competency-based profession with defined standards, not an informal helping role.

6. Programme structure
   The programme is divided into theory, demonstration, practice, feedback, and assessment phases.

7. Practice requirement
   Coaching is a skill learned through repetition. Participants must coach outside of class to develop competence.

8. Assessment criteria
   Assessment is based on demonstrated behaviours aligned to competencies, not theoretical knowledge alone.

9. Ethical foundation
   Ethics are central: confidentiality, boundaries, and appropriate referral are non-negotiable.

10. Outcome expectation
    By the end, participants should be able to conduct structured coaching conversations aligned with competency frameworks.

Programme Timeline (Detailed)

1. Weeks 1–2: Understanding coaching principles and distinctions

2. Weeks 3–4: Core coaching skills (listening, questioning, presence)

3. Weeks 5–6: Structuring coaching conversations

4. Weeks 7–8: Practicing coaching with feedback

5. Weeks 9–10: Deepening competency alignment

6. Weeks 11–12: Assessment preparation and observed sessions

7. Ongoing: Logging coaching hours

8. Mentor coaching sessions (group and/or individual)

9. Final assessment submission

10. Certification and next steps (ACC pathway or COMENSA credentialing)

Answer to Opening Question:

“What made you say yes to becoming a coach?”

Model Answers:

• Desire to help others create change

• Career transition into a more meaningful field

• Personal development and growth

• Frustration with giving advice that doesn’t work

• Interest in human behaviour

• Desire for flexible or independent work

• Experience of being coached and wanting to replicate it

• Leadership development

• Building a coaching business

• Seeking purpose and impact

2. COACHING VS MENTORING VS THERAPY (30 minutes)

10 Key Sub-Points (with teaching detail)

1. Definition of coaching
   A structured, goal-oriented process that facilitates thinking and self-discovery.

2. Definition of mentoring
   A relationship where a more experienced person provides guidance and advice.

3. Definition of therapy
   A clinical or therapeutic process aimed at healing emotional or psychological distress.

4. Time orientation
   Coaching focuses on the future; mentoring bridges past experience to present; therapy often addresses the past.

5. Role of the practitioner
   Coach: facilitator
   Mentor: advisor
   Therapist: diagnostician and treatment provider

6. Use of advice
   Coaching avoids advice; mentoring relies on it; therapy may guide but within clinical frameworks.

7. Client condition
   Coaching assumes the client is whole and capable; therapy assumes some level of dysfunction or distress.

8. Boundaries
   Coaches must recognize when issues fall outside coaching and require referral.

9. Ethical responsibility
   Misrepresenting coaching as therapy or vice versa is unethical.

10. Power dynamic
    Coaching is a partnership; mentoring has hierarchy; therapy has clinical authority.

Scenario Exercise – Model Answers

Scenario 1: Client is stuck in their career
Answer: Coaching
Reason: Future-focused, goal-oriented, involves exploring options and decision-making.

Scenario 2: Client has unresolved childhood trauma
Answer: Therapy
Reason: Requires emotional healing and possibly clinical intervention beyond coaching scope.

Scenario 3: Client wants to start a business but lacks direction
Answer: Coaching (primary), Mentoring (secondary possible)
Reason: Coaching helps clarify goals and thinking; mentoring may provide business advice if requested.

Key Teaching Points to Emphasize

1. Coaching is not advice-giving

2. Coaching is not fixing people

3. Coaching is not consulting

4. Coaching is not therapy

5. Coaching requires restraint

6. Coaching is about thinking, not telling

7. Coaching is structured but flexible

8. Coaching requires ethical awareness

9. Coaching is client-led

10. Coaching is outcome-oriented but process-driven

Critical Principle Explanation

“The client is naturally creative, resourceful, and whole”

Meaning:

• The client has the answers within them

• The coach does not need to solve the problem

• The coach’s role is to unlock thinking

• Even when the client appears stuck, capability is assumed

• This principle underpins all ICF competencies

3. INDIVIDUAL REFLECTION & ASSESSMENT (25 minutes)

10 Key Sub-Points (with teaching detail)

1. Self-awareness as a foundation
   Coaching effectiveness starts with understanding your own motivations.

2. Intentionality
   Clear intention drives commitment and persistence.

3. Alignment
   Personal goals must align with programme demands.

4. Ownership
   Participants are responsible for their own learning.

5. Emotional readiness
   Coaching requires emotional maturity and regulation.

6. Clarity of impact
   Understanding who you want to help sharpens your focus.

7. Identification of fears
   Naming fears reduces their power.

8. Vision of success
   Defining success creates direction.

9. Reflection as a practice
   Regular reflection builds coaching capability.

10. Accountability
    Sharing goals increases follow-through.

Exercise Questions with Model Answers

1. Why do I want to become a coach?
   To help others grow, to transition careers, to build a meaningful business, to develop leadership capability.

2. What impact do I want to have?
   Help individuals gain clarity, support career transitions, improve leadership effectiveness, create personal transformation.

3. What fears or doubts do I have?
   Fear of not being good enough, fear of not getting clients, fear of failing assessments, uncertainty about income.

4. What would success look like in 3–6 months?
   Completing the programme, coaching a set number of clients, feeling confident in sessions, starting to build a client base.

Pair Sharing – Expected Outcomes

Participants should:

• Practice active listening

• Avoid interrupting

• Resist giving advice

• Reflect back what they heard

• Notice the difficulty of “not fixing”

4. FOUNDATIONS OF COACHING MINDSET (10 minutes)

10 Key Sub-Points (with teaching detail)

1. Non-expert stance
   The coach does not position themselves as the authority on the client’s life.

2. Curiosity over certainty
   Coaches explore rather than conclude.

3. Listening to understand
   Not listening to respond or solve.

4. Comfort with silence
   Silence allows deeper thinking.

5. Trust in the client
   Even when the client appears uncertain.

6. Letting go of control
   The session direction emerges from the client.

7. Presence
   Full attention in the moment without distraction.

8. Emotional neutrality
   Not reacting or projecting onto the client.

9. Patience
   Allowing the process to unfold.

10. Self-management
    Managing your own urge to fix, advise, or lead.

Exercise Question with Model Answers

“What is one habit you need to unlearn?”

Model Answers:

• Giving advice too quickly

• Interrupting

• Trying to fix problems

• Talking more than listening

• Judging the client

• Assuming I know the answer

• Leading the conversation

• Filling silence

• Seeking to impress

• Over-structuring the conversation

5. CLOSE & NEXT STEPS (5 minutes)

10 Key Sub-Points (with teaching detail)

1. Reinforce learning journey
   Coaching is developed through practice, not theory.

2. Normalize discomfort
   Feeling unsure is part of learning.

3. Emphasize consistency
   Regular practice is essential.

4. Encourage experimentation
   Try different approaches within the framework.

5. Highlight reflection
   Growth comes from reviewing experiences.

6. Reinforce ethics
   Always stay within scope.

7. Build accountability
   Commit to practice outside sessions.

8. Set expectations
   Progress is gradual, not immediate.

9. Encourage peer learning
   Learn from observing others.

10. Create momentum
    End with a clear next action.

Homework – Detailed

Task:
Have one 10–15 minute conversation where:

• You only ask questions

• You do not give advice

• You allow silence

Reflection Questions (with expected insights):

1. What was difficult?
   Not giving advice, staying silent, not leading the conversation.

2. What did you notice?
   The client thinks more deeply when not interrupted.

3. What changed in the conversation?
   The client took more ownership and spoke more.

4. What did you learn about yourself?
   Awareness of habits like fixing or interrupting.

FINAL POSITIONING STATEMENT (Use to Close)

This programme is about developing a professional skillset grounded in discipline, ethics, and structured practice. It is also about changing how you show up in conversations, shifting from telling and fixing to facilitating thinking and ownership.

Below is a full, word-for-word facilitator script for your 90-minute session. It is written in a natural, professional tone you can deliver directly, with timing cues and transitions built in.

FACILITATOR SCRIPT – SESSION 1 (90 MINUTES)

0:00 – 0:03 | OPENING

“Good afternoon, everyone.

Welcome to the start of your coaching journey.

This is not just another course. This is a professional certification pathway, and more importantly, it is a shift in how you think, how you listen, and how you show up in conversations.

Over the next 90 minutes, I’m going to orient you to the programme, clarify what coaching really is and what it is not, and help you get clear on what you want from this journey.”

Pause.

“Before we begin, I want to set one expectation.

This is not a passive learning experience. You will be thinking, reflecting, speaking, and practicing from day one.”

0:03 – 0:08 | SETTING CONTEXT

“What you are entering is aligned to two professional bodies.

The first is COMENSA, the Coaches and Mentors of South Africa. This gives you local credibility and alignment with ethical coaching practice in this country.

The second is the International Coaching Federation, or ICF, which is the global gold standard in coaching.

This programme is aligned to ICF Level 1, which is the entry point into professional coaching credentials.”

Pause.

“So from the start, you are not learning something informal. You are stepping into a structured, competency-based profession.”

0:08 – 0:15 | PROGRAMME OVERVIEW

“Let me walk you through what this journey looks like.

In the first phase, we focus on foundations. You will learn what coaching is, what it is not, and the core mindset required.

In the second phase, we move into skills. Listening, questioning, presence, and how to structure a coaching conversation.

In the third phase, you will practice. This is where most of your growth happens. You will coach, receive feedback, and refine.

In the final phase, you prepare for assessment. That includes observed coaching sessions, feedback, and aligning to competency standards.”

Pause.

“In parallel, you will need to log coaching hours outside of class. Coaching is not learned by understanding it. It is learned by doing it.”

0:15 – 0:20 | EXPECTATIONS AND POSITIONING

“I want to be very clear about something.

This programme will challenge you.

Not because the content is complex, but because it requires you to unlearn habits.

Most people are used to giving advice, solving problems, and directing conversations.

Coaching requires the opposite. It requires restraint, curiosity, and trust in the client.”

Pause.

“So if at any point you feel uncomfortable, that’s not a problem. That’s the work.”

0:20 – 0:25 | ENGAGEMENT QUESTION

“I want to bring you into the conversation.

Take a moment and reflect on this question:

What made you say yes to becoming a coach, right now in your life?”

Pause for 10–15 seconds.

“I’m going to ask a few of you to share.”

Allow 2–3 participants to respond.

Acknowledge briefly:

“Good. You’ll notice there are different reasons, but most of them come back to growth, impact, or change.”

0:25 – 0:30 | TRANSITION TO CORE CONCEPT

“Now that we’ve grounded ourselves in why you are here, we need to get very clear on what coaching actually is.

Because this is where most people get it wrong.”

0:30 – 0:45 | COACHING VS MENTORING VS THERAPY

“I’m going to simplify this.

Coaching is a future-focused, goal-oriented conversation that helps a person think more clearly and take action.

Mentoring is when someone with experience gives advice or guidance.

Therapy is focused on healing emotional or psychological issues, often rooted in the past.”

Pause.

“Here is the key difference.

In coaching, you are not the expert in the client’s life.

In mentoring, you are.

In therapy, the practitioner diagnoses and treats.”

EMPHASIS

“The moment you start giving advice, you have left coaching.”

Pause.

“That doesn’t mean advice is wrong. It just means it is not coaching.”

0:45 – 0:55 | SCENARIO EXERCISE

“I’m going to give you three scenarios. I want you to tell me whether it is coaching, mentoring, or therapy.”

Scenario 1:
“A client says: I feel stuck in my career and don’t know what to do next.”

Pause.

“Answer: Coaching. This is about exploring options, goals, and direction.”

Scenario 2:
“A client says: I have unresolved trauma from my childhood that is affecting my life.”

Pause.

“Answer: Therapy. This requires healing and is outside the scope of coaching.”

Scenario 3:
“A client says: I want to start a business but don’t know how.”

Pause.

“Answer: Primarily coaching. Potentially mentoring if advice is requested.”

CLOSE THIS SECTION

“As a coach, one of your most important responsibilities is knowing your boundaries.

Not every situation is coaching.

And referring appropriately is part of ethical practice.”

0:55 – 1:05 | CORE PRINCIPLE

“There is one principle that underpins everything in coaching.

The client is naturally creative, resourceful, and whole.”

Pause.

“That means:
They are not broken.
They do not need fixing.
They already have the capacity to find their answers.”

Pause.

“Your job is not to give them answers.

Your job is to help them access their own.”

1:05 – 1:20 | INDIVIDUAL REFLECTION EXERCISE

“I want you to take out a notebook or your phone.

You’re going to answer four questions.”

Pause.

“Write these down.”

1. Why do I want to become a coach?

2. What impact do I want to have?

3. What fears or doubts do I have?

4. What would success look like in 3 to 6 months?

“Take 5 to 7 minutes. Write honestly. No one else needs to see this unless you choose to share.”

Pause and allow silence.

1:20 – 1:30 | PAIR SHARE

“Now I want you to pair up.

One person speaks, the other listens.

No interrupting. No advice. No fixing.

Just listen.”

Pause.

“After a few minutes, you will switch.”

Let this run.

1:30 – 1:35 | DEBRIEF

“Let’s come back together.

What did you notice?”

Take 2–3 responses.

Reinforce:

“You probably noticed how difficult it is not to interrupt or advise.

That awareness is the beginning of coaching.”

1:35 – 1:40 | COACHING MINDSET

“To be an effective coach, you need to adopt a different mindset.”

Pause.

“You are not the expert.
You are not there to fix.
You are there to facilitate thinking.”

Pause.

“You listen to understand, not to respond.

You allow silence.

You trust the client, even when they seem uncertain.”

1:40 – 1:43 | FINAL REFLECTION

“One final question for you.

What is one habit you need to unlearn to become a great coach?”

Pause.

Take a few responses.

1:43 – 1:45 | CLOSE

“I’ll leave you with this.

This programme is not just about becoming a coach.

It is about becoming a different kind of human in conversations.

Your homework is simple.

Have one conversation this week where you only ask questions.

No advice. No fixing.

Then reflect on what happened.”

Pause.

“Next session, we will start building the core skills that make that possible.

Thank you. I’ll see you next time.”

Slide 1: Title

Coach Training Programme – Session 1
Comensa Level 1 + ICF Level 1
Facilitator: Gavin Dick

Speaker Notes: Welcome them confidently. Set presence. This is your authority moment. Pause before speaking. Make eye contact. Say: “Today is the start of something that will change how you communicate for the rest of your life.”

Slide 2: Welcome

Welcome to your coaching journey

This is not just a course This is a shift in how you think, listen, and show up

Speaker Notes: Tell a short story: “Most people think they’re good listeners. Then they try coaching for 5 minutes and realise they interrupt, advise, and fix constantly.” Pause and let that land.

Slide 3: Session Objectives

By the end of today:

• Understand the programme structure

• Distinguish coaching vs mentoring vs therapy

• Define your personal goals

• Begin thinking like a coach

Speaker Notes: Set expectation: “This session is about clarity, not perfection. You’re not expected to be a coach today. You are expected to start thinking like one.”

Slide 4: Professional Alignment

Aligned to:

• COMENSA (South Africa)

• ICF (Global gold standard)

You are entering a professional discipline

Speaker Notes: Anchor credibility: “If someone hires you after this, they’re not hiring a nice person to talk to. They’re hiring someone trained to a global standard.”

Slide 5: What is ICF Level 1

• Entry-level credential pathway

• Leads to ACC

• Competency-based

• Includes coaching practice and assessment

Speaker Notes: Explain simply: “ICF doesn’t care what you know. It cares what you demonstrate. You will be assessed on how you coach, not what you say about coaching.”

Slide 6: What is COMENSA Level 1

• Local professional standard

• Ethical coaching practice

• Foundational competence

• South African context

Speaker Notes: Contextualise: “In South Africa, context matters. Culture, communication style, leadership realities. COMENSA ensures you are grounded locally.”

Slide 7: Programme Journey

Phase 1: Foundations
Phase 2: Skills
Phase 3: Practice
Phase 4: Assessment

Speaker Notes: Frame expectation: “Most of your growth will not come from listening to me. It will come from practicing badly, getting feedback, and improving.”

Slide 8: Timeline

Weeks 1–2: Foundations
Weeks 3–6: Core Skills
Weeks 7–10: Practice
Weeks 11–12: Assessment Prep

Speaker Notes: Reassure: “If you feel unsure in week 3, that’s normal. If you feel unsure in week 8, also normal. Confidence comes later.”

Slide 9: Key Expectation

Coaching is not learned by understanding

It is learned by doing

Speaker Notes: Story hook: “You can read 10 books on swimming. You still drown if you don’t get in the water.” Pause.

Slide 10: Reflection

What made you say yes to becoming a coach?

Speaker Notes: Let silence do the work. Count to 10 in your head. Then invite 2–3 responses. Don’t over-comment. Just acknowledge.

Slide 11: What is Coaching

• Future-focused

• Goal-oriented

• Thinking-based

• Client-led

Speaker Notes: Clarify: “Coaching is about helping someone think better, not telling them what to do.”

Slide 12: What is Mentoring

• Advice-based

• Experience-driven

• Guidance-focused

Speaker Notes: Relate: “If I’ve built a business and you ask me how to build yours, and I tell you what worked for me—that’s mentoring.”

Slide 13: What is Therapy

• Healing-focused

• Past-oriented

• Clinical support

Speaker Notes: Be respectful: “Therapy is essential. It’s just different. It deals with healing. Coaching deals with growth.”

Slide 14: The Key Difference

Coach: Facilitates thinking
Mentor: Gives advice
Therapist: Treats issues

Speaker Notes: Say slowly: “Facilitates thinking. Not solving. Not fixing. Facilitating.”

Slide 15: Critical Insight

The moment you give advice

You have left coaching

Speaker Notes: Pause after reading. Let it sit. Then say: “This is where most people fail as coaches.”

Slide 16: Scenario Exercise

1. Career stuck

2. Childhood trauma

3. Starting a business

What is coaching, mentoring, or therapy?

Speaker Notes: Make it interactive. Push them if they hesitate. “Don’t overthink. Say what you think.”

Slide 17: Ethical Boundaries

• Know your scope

• Refer when needed

• Do not blur roles

Speaker Notes: Story: “A coach once tried to ‘help’ a client with trauma. It caused harm. Ethics are not theory. They protect people.”

Slide 18: Core Principle

The client is naturally creative, resourceful, and whole

Speaker Notes: Slow down here. This is foundational. Say: “If you don’t believe this, you will always try to fix your client.”

Slide 19: What This Means

• Client has answers

• You do not fix

• You facilitate thinking

Speaker Notes: Example: “Instead of saying ‘You should do this,’ you ask ‘What options do you see?’”

Slide 20: Reflection Exercise

1. Why do I want to coach?

2. What impact do I want?

3. What fears do I have?

4. What does success look like?

Speaker Notes: Set tone: “Be honest. Not impressive. Honest.” Give them silence. Do not rush.

Slide 21: Pair Exercise

Listen only

No interrupting
No advice
No fixing

Speaker Notes: Warn them: “This will feel unnatural. That’s the point.”

Slide 22: Debrief

What did you notice?

Speaker Notes: Guide responses: “Was it hard not to interrupt? Hard not to fix?” Reinforce awareness.

Slide 23: Coaching Mindset

• Not the expert

• Curious, not certain

• Listening deeply

• Trusting the client

Speaker Notes: Say: “Your success as a coach is directly linked to how well you manage yourself.”

Slide 24: Powerful Shift

From telling → to asking
From fixing → to facilitating

Speaker Notes: Repeat twice. This is a core identity shift.

Slide 25: Final Reflection

What habit do you need to unlearn?

Speaker Notes: Let a few answer. Affirm without correcting. Awareness is enough.

Slide 26: Homework

Have one conversation:

• Only ask questions

• No advice

• Reflect afterwards

Speaker Notes: Set challenge: “This will be harder than you think. That’s why it works.”

Slide 27: Closing

This is not just about coaching

It is about becoming a different kind of human in conversations

Speaker Notes: Deliver slowly. This is your closing line. Make eye contact.

Slide 28: Next Session

Core coaching skills:

• Listening

• Questioning

• Presence

See you next session

Speaker Notes: End cleanly. No rambling. “Thank you. See you next session.”

Slide 29: Case Study – Corporate (Retail Transformation)

A senior project manager at a large South African retail group is leading a system migration. Deadlines are slipping, teams are disengaged, and leadership pressure is increasing.

Speaker Notes: Story: “Think of a Pick n Pay–type environment. Multiple stakeholders. Legacy systems. Pressure from executives. The instinct is to tell the team what to do.”

Ask: “If you were coaching this leader, what would you NOT do?”

Then: “You would not jump in with solutions. You would help them think.”

Follow-up coaching questions:

• “What’s really causing the delay?”

• “What assumptions are you making about your team?”

• “What options haven’t you considered?”

Slide 30: Case Study – Corporate Debrief

Key Coaching Insights:

• Pressure increases the urge to control

• Coaching creates space for better decisions

• Leaders often already know the issue but haven’t articulated it

Speaker Notes: Say: “In South African corporates, especially in high-pressure environments, leaders default to command-and-control. Coaching interrupts that pattern.”

Slide 31: Case Study – Personal (Career Transition)

An individual in Johannesburg feels stuck in a stable but unfulfilling job. They want to move into something more meaningful but are afraid of financial instability.

Speaker Notes: Story: “This is common. Good salary. Comfortable. But no energy. No meaning.”

Ask: “What’s the coaching opportunity here?”

Then guide:

• Not to tell them to quit

• Not to give career advice

• But to explore clarity and courage

Questions:

• “What does meaningful work look like to you?”

• “What is the real risk you’re afraid of?”

• “What would a small first step look like?”

Slide 32: Case Study – Personal Debrief

Key Coaching Insights:

• Fear often blocks action more than reality

• Clients need clarity before strategy

• Small steps create momentum

Speaker Notes: Say: “Many South Africans stay stuck because of financial pressure. Coaching doesn’t remove the pressure—it helps people think clearly within it.”

Slide 33: Case Study – Leadership (Team Conflict)

A team leader in a financial services company is dealing with conflict between two team members. Productivity is dropping and morale is low.

Speaker Notes: Story: “Two strong personalities. Both think they’re right. The leader wants to step in and solve it.”

Ask: “What would most managers do?”

Then: “They mediate, decide, and move on. A coach does something different.”

Questions:

• “What outcome do you want for your team?”

• “What conversations are you avoiding?”

• “How can you enable them to resolve this themselves?”

Slide 34: Case Study – Leadership Debrief

Key Coaching Insights:

• Leaders often avoid difficult conversations

• Coaching builds ownership within teams

• Long-term solutions come from team accountability, not leader control

Speaker Notes: Say: “In leadership, coaching shifts you from being the problem-solver to being the capability builder.”

Slide 35: Integration

Across all scenarios:

• The coach does not fix

• The coach does not advise

• The coach creates thinking

Speaker Notes: Close the loop: “Corporate, personal, leadership—the context changes, but the role of the coach stays the same.”

Slide 36: Final Anchor

Your value as a coach is not in your answers

It is in the quality of thinking you create

Speaker Notes: Deliver slowly. Pause between lines. This is the takeaway that should stay with them.

Slide 37: Assessment Criteria – Corporate Case (ICF Aligned)

Evaluate the coaching based on:

• Establishes agreement: Did the coach clarify the session focus (e.g. delays, team issues)?

• Maintains presence: Did the coach stay focused under pressure context?

• Listens actively: Did the coach pick up on underlying causes (not just surface issues)?

• Evokes awareness: Did questions help the client see new perspective?