Coaching Competencies

You can expect the following from any of our coaches:

Commitment to professionalism

  • Understands and committed to the Executive Coaching Centre Code of Ethics
  • Clearly communicates the difference between coaching, consulting, psychotherapy and other support professions
  • Understands and effectively discusses with the client the guidelines and specific parameters of the coaching relationship
  • Allow clients to design effective solutions and tactics
  • Reaches agreement about what is appropriate in the relationship and what is not, what is and is not being offered, and about the client's and coach's responsibilities
  • Determines whether there is an effective match between his/her coaching method and the needs of the prospective client.

Openness and trust

  • Continuously demonstrates personal integrity, honesty and sincerity
  • Always builds rapport, trust and openness
  • Takes time to get to know the individual
  • Establishes clear agreements and keeps promises
  • Provides ongoing support for and changing new behaviours and actions, including those that involve risk taking and fear of failure
  • Encourages mutual discussion and problem solving
  • Shows patience and has reasonable expectations, understanding that personal growth is sometimes slow uneven and perhaps difficult
  • Is open to not knowing and takes risks

Active listening

  • Distinguishes between the words, tone of voice and body language
  • Summarises, paraphrases, reiterates, reflects back what the client has said to ensure clarity and understanding
  • Attends to the client and his or her agenda
  • Hears the concerns, values, goals and beliefs about what is and what is not possible
  • Encourages, accepts, explores and reinforces the expression of feelings perceptions, concerns, beliefs, suggestions, etc

Communicating directly

  • Provides feedback that is clear and direct
  • Clearly states coaching objectives, meeting agenda, and the purpose of techniques or exercises
  • Always uses language that is appropriate and respectful to the client
  • Always asks questions that are open-ended
  • Challenges and takes individuals out of their "comfort zone" to achieve greater success and satisfaction
  • Challenges clients regarding their unused potential for the good for the individual and the organisation

Human capability development

  • Helps clients recognise previously unseen possibilities that exist within their current life circumstances
  • Shows a commitment to competence
  • Works effectively with clients to establish stretching goals and action plans
  • Communicates broader perspective to clients and inspires commitment to shift their viewpoints and find new possibilities for action
  • Promotes active experimentation and self-discovery
  • Encourages the client to explore alternative ideas ands solutions, to evaluate options, and to make related decisions

Implementation focus

  • Establishes a coaching plan and develop goals with the client
  • Creates a plan with goals that are attainable, measurable, specific and have target dates
  • Helps the client identify and access different resources for learning
  • Identifies and reinforces the early successes of the client
  • Effectively prepares, organises and reviews with the client information that is obtained during sessions
  • Demonstrates follow-up by reviewing the actions the client committed to during the previous session

Needs based coaching

  • Has a genuine sense of enquiry
  • Effectively applies theory to practical situations
  • Focuses on and systematically explores specific concerns and opportunities that are central to agreed upon goals
  • Always adjusts easily to the agenda of the client
  • Varies their to style of coaching to suit the client
  • Always recognises when to be supportive or challenging, tough or compassionate
  • Recognises different personal styles and adapts to these styles

Gaining commitment

  • Has a strong belief in themselves and their services/products
  • Has a contagious enthusiasm for coaching
  • Shows resilience and determination in the face of rejection
  • Demonstrates the willingness to take on new risks and challenges and enter the unknown
  • Always operates from a model of "strengths" rather than deficits
  • Lives and acts according to stated values and beliefs


I really appreciate all for your work with Aon Asia. Thank you so much for all the creative input this year. Excellent results.

Tom Armstrong
Former Regional HR Director, Aon Asia


Ask Dr. Iain McCormick - Executive Coach

What would you like to know?