Coaching can help explore the gap between intention and behaviour. The client clarifies what the goal means to them and chooses an action they are willing to try in their circumstances. A small step is useful when it produces an observable result or gives the person new information for a future decision. Its size alone cannot guarantee progress.

Coaching can help explore which parts of the situation a person can influence independently, where agreements with other people may be needed, and which constraints currently remain part of reality. COACHING.UP explores this approach further in “Work-Life Balance: How to Build a Sustainable System with Coaching”.

HR professionals work across a wide range of areas: candidate assessment, onboarding, competency development, career transitions, and support for managers. Coaching skills are particularly useful when a person needs to reflect on a situation, identify available options, and make their own decision. Their value in HR is closely connected with the quality of the conversation and the ability to support independent thinking.

Leaders constantly have to decide how much space to give an employee in a particular task. In one situation, a clear standard and a quick decision are required. In another, a ready-made instruction limits the employee’s ability to think through the situation, test their own hypothesis, and take responsibility for the outcome. A coaching leadership style is particularly useful in the second case: when the employee already has sufficient competence and the quality of the decis

The 197th and 198th cohorts of the “International-Level Professional Coach” Level 2 program have completed their training at COACHING.UP. Behind this graduation are months of practice, work with professional coaching competencies, developmental feedback, and the gradual formation of each participant’s own approach to working with clients.

The 66th individual cohort of the “International-Level Professional Coach” program has started at COACHING.UP. For the new students, this marks the beginning of a stage where knowledge gradually turns into practice, while an interest in coaching develops into professional competencies and an individual coaching style.

Every new professional stage begins with a decision — to learn, explore new possibilities, expand familiar boundaries, and gradually build your own path. For the new students of COACHING.UP, this decision has become the beginning of their studies in the 65th individual cohort of the “International-Level Professional Coach” program.

Understanding client psychology starts with attention to their explanations and circumstances. Coaches help explore connections between feelings and decisions while respecting clients’ right to interpret their experience. The depth of the work can be assessed through how new understanding supports more conscious action in situations that matter to them.

The 7th and 8th cohorts of the International-Level Group Coach course at COACHING.UP have completed their training. The graduates have finished a specialization focused on working with groups ranging from three participants to large audiences in accordance with ICF professional standards.

A coaching approach helps managers explore these situations with employees and develop their capacity to make considered choices. Its value becomes visible when someone can explain a decision, understand their responsibilities, and seek support where needed. Meaningful conversations must be supported by clear working arrangements.

The 2025 ICF Code of Ethics organizes its standards into five areas: agreements, confidentiality and legal compliance, professional conduct and conflicts of interest, consistent delivery of value, and professional integrity and accountability. Adherence to ethical standards remains the first of the eight ICF Core Competencies.

According to the 2025 ICF Global Coaching Study, there are 122,974 coach practitioners worldwide, representing a 15% increase since 2023. The industry’s estimated annual revenue has reached $5.34 billion. More than 10,000 professionals from different regions participated in the study.

Coaching skills complement sales strategy, product training, and performance management. They offer the greatest value when a person needs to recognize a familiar pattern, expand their range of possible actions, and take responsibility for a decision. Managers also need a clear understanding of the boundaries of this approach.

Humanistic coaching is grounded in respect for human dignity, a person’s right to define their own goals, and their capacity to choose a direction for development consciously. The coach creates conditions in which the client can see their situation more clearly, examine familiar ways of thinking, and make decisions that reflect personal values and real circumstances.

25 criteria for choosing a quality coach training program, with checks against public ICF, EMCC, and AC data and insights into the training market. By Andrii Nekrasov, MCC.

A coaching approach complements sales strategy, product training, and performance management. It brings the greatest value in situations where people need to recognise a familiar pattern, expand their range of possible actions, and take greater ownership of decisions. Managers also need a clear understanding of the limits of this approach.

Coaching helps examine the decisions that shape everyday demands. The work focuses on values, roles, commitments, personal boundaries, and available resources. Awareness supports this process by helping a person notice tension, automatic reactions, and the moment when another agreement conflicts with commitments already made.

Choosing a coaching program can shape two outcomes at once: the quality of your professional preparation and the depth of your personal development during training. Marketing often combines both directions into a single promise of transformation. A conscious decision begins with separating them and identifying the outcome that matters to you.

The coaching education market can be difficult to navigate. You may see phrases such as “international certificate,” “ICF-accredited training,” Level 1, Level 2, accreditation, certification, and credentialing. They may sound similar, but they describe different parts of the professional journey.

CIPD considers coaching and mentoring valuable employee development tools that can support professional growth, transitions into new roles, and greater independence in learning.