ICF Core Competencies Update 2025: What Coaches Need to Know (October 2025)
- Lily Chan
- Oct 9
- 9 min read
Updated: Oct 22
If you’re a coach preparing for your ICF credentialing exam, you may have heard the news: ICF released an updated version of its Core Competencies in 2025. The last update was in 2019, so it’s been six years since the last major revision.
As the coaching profession continues to evolve with greater attention to ethics, equity, digital practice, and well-being, the International Coaching Federation has updated its framework to keep pace with the changing world of coaching.
Before you change your study plan, here is the most important takeaway: The current ICF credentialing exams for all levels (ACC, PCC, and MCC) are still based on the 2019 Core Competency model.
But the story doesn't end there. These 2025 updates are more than just a glimpse into the future, they are a powerful window into what the ICF values. We see that the themes and nuances highlighted in this new model are already appearing in the situational judgment questions on the ICF ACC and PCC/MCC exams. In addition, understanding this evolution will not only deepen your coaching mastery but also future-proof your practice.
At ExpertCoach.Co, we’ve done a deep-dive analysis of the official documents to give you a clear, accurate, and easy-to-digest breakdown of exactly what’s changed and what it means for your exam & the future of coaching.
1. Why ICF Updated the Core Competencies in 2025
The 2025 model is the result of a rigorous, 14-month global job analysis designed to understand how the coaching profession has evolved since 2019. Based on data from nearly 3,000 coaches worldwide, the research confirmed that while the 2019 model remains fundamentally sound, the language needed to be refined to reflect the growing maturity of the profession.
The result is not a revolution, but an evolution. No new main competencies were added. Instead, the update focuses on clarifying and deepening the existing framework with revised definitions, new sub-competencies, and a helpful new Glossary of Terms.
What they found:
The eight core competencies from the 2019 model still hold up as the foundation of effective coaching.
However, coaching practice has matured in key areas such as ethical awareness, technology use, mental well-being, and diversity, equity, and inclusion (DEI).
The language of the competencies needed to reflect this evolution.
As a result, ICF did not add new main competencies, but they made five new sub-competencies and revised eleven existing ones, alongside one updated competency definition and a new Glossary of Terms for clarity and consistency.
2. The Structure: What Stayed the Same
The familiar structure of the 8 Core Competencies across 4 categories remains unchanged:
A. Foundation
Demonstrates Ethical Practice
Embodies a Coaching Mindset
B. Co-Creating the Relationship
3. Establishes and Maintains Agreements
4. Cultivates Trust and Safety
C. Communicating Effectively
5. Maintains Presence
6. Listens Actively
7. Evokes Awareness
D. Cultivating Learning and Growth
8. Facilitates Client Growth
3. What’s New and Updated: A Deep Dive
A. Foundation
1. Demonstrates Ethical Practice
Definition:Â Understands and consistently applies coaching ethics and standards of coaching.
The definition and all seven sub-competencies remain identical to the 2019 version (except adding "ICF" to 1.04).
2019 | 2025 | ||
1.04 | Abides by the ICF Code of Ethics and upholds the Core Values | Abides by the ICF Code of Ethics and upholds the ICF Core Values |
2. Embodies a Coaching Mindset
Updated Definition: Engages in ongoing personal and professional learning and development as a coach. Works with coaching supervisors or mentor coaches as needed. Develops and maintains a mindset that is open, curious, flexible, and client-centered.
This competency saw the most significant changes, reflecting a greater emphasis on the coach’s ongoing development, biases, well-being and use of technology.
What’s new:
Updated Definition:Â The definition now explicitly includes "Engages in ongoing personal and professional learning and development as a coach. Works with coaching supervisors or mentor coaches as needed".
2019 | 2025 | Note | |
Definition | Develops and maintains a mindset that is open, curious, flexible and client-centered. | Engages in ongoing personal and professional learning and development as a coach. Works with coaching supervisors or mentor coaches as needed. Develops and maintains a mindset that is open, curious, flexible and client-centered. | |
2.02 | Engages in ongoing learning and development as a coach | Engages in ongoing learning and development as a coach, including remaining aware of current coaching best practices and use of technology. | |
2.04 | Remains aware of and open to the influence of context and culture on self and others. | Remains aware of and open to the influence of biases, context and culture on self and others. | |
2.06 | Develops and maintains the ability to regulate one's emotions. | Develops and maintains the ability to manage one's emotions. | |
2.07 | Mentally and emotionally prepares for sessions. | Maintains emotional, physical, and mental well-being in preparation for, throughout, and following each session | |
2.09 | - | Nurtures openness and curiosity in oneself, the client, and the coaching process. | New sub-competency |
2.10 | Remains aware of the influence of one’s thoughts and behaviors on the client and others |
Exam Spotlight:Â The ICF wants to see that you are a reflective and self-aware practitioner. Exam questions often test your ability to manage your internal state to best serve the client.
Example Question:Â You are 10 minutes away from a coaching session and feel emotionally drained after a difficult personal call. What is the BEST course of action?
(A) Proceed with the session to maintain trust with the client.
(B) Take a few minutes to ground yourself and, if you still feel compromised, consider rescheduling the session.
(C) Focus on simple, tactical goals during the session.
(D) Share your difficult call with the client to build rapport.
B. Co-Creating the Relationship
3. Establishes and Maintains Agreements
Definition:Â Partners with the client and relevant stakeholders to create clear agreements about the coaching relationship, process, plans, and goals.
The update here focuses on a more dynamic and thorough approach to agreements.
What’s new:
New Sub-competency:Â A key addition is the need to "Revisit the coaching agreement when necessary to ensure the coaching approach is meeting the client's needs".
Revised Sub-competency:Â The coach is now expected to describe their "coaching philosophy" when defining what coaching is and is not.
2019 | 2025 | ||
3.01 | Explains what coaching is and is not and describes the process to the client and relevant stakeholders | Describes one's coaching philosophy and clearly defines what coaching is and is not for potential clients and stakeholders | |
3.02 | Reaches agreement about what is and is not appropriate in the relationship, what is and is not being offered, and the responsibilities of the client and relevant stakeholders | Reaches agreement about what is and is not appropriate in the relationship, what is and is not being offered, and the responsibilities of the client and relevant stakeholders, including commitment to working toward coaching goals | |
3.11 | Partners with the client to end the coaching relationship in a way that honors the experience | Partners with the client to close the coaching relationship in a way that respects the client and the coaching experience | |
3.12 | Revisits the coaching agreement when necessary to ensure the coaching approach is meeting the client's needs |
Exam Spotlight: The ICF heavily emphasizes partnership and adaptability. You will see exam questions where the client’s agenda shifts mid-engagement. Your job is not to hold them to the original agreement, but to partner with them to redefine it.
Example Question:Â A client, initially focused on career promotion, states in the fourth session, "I've realized that work-life balance is far more important to me now." What should the coach do?
(A) Acknowledge the shift and remind the client of their original goal of getting a promotion.
(B) Note the change and continue with the original session plan.
(C) Provide the client with tools for improving work-life balance.
(D) Acknowledge the shift and partner with the client to explore their new coaching goals.
4. Cultivates Trust and Safety
Definition:Â Partners with the client to create a safe, supportive environment that allows the client to share freely. Maintains a relationship of mutual respect and trust.
The definition and all six sub-competencies are identical to the 2019 model, underscoring the timeless importance of creating a safe environment
5. Maintains Presence
Definition:Â Is fully conscious and present with the client, employing a style that is open, flexible, grounded, and confident.
2019 | 2025 | ||
5.03 | Remains aware of what is emerging for self and client in the present moment |
Exam Spotlight: This points to questions about noticing subtle shifts. Are you coaching the person or the problem? The best coaches notice when a client’s energy, tone, or body language changes and get curious about it.
Example Question:Â While a client is talking enthusiastically about a project, the coach notices their shoulders are slumped and their voice is flat. What is the coach's most effective action?
(A) Focus on the client's positive words.
(B) Share your observation and ask the client if they are really enthusiastic about the project.
(C) Share your observation about the shift in their energy and ask what they feel in the moment.
(D) Share a story about a time you felt similarly.
C. Communicating Effectively
6. Listens Actively
Definition:Â Focuses on what the client is and is not saying to fully understand what is being communicated in the context of the client systems and to support client self-expression.
The definition and all six sub-competencies remain almost identical to the 2019 version.
2019 | 2025 | ||
6.02 | Reflects or summarizes what the client communicated to ensure clarity and understanding | Reflects or summarizes what the client is communicating to ensure clarity and understanding | |
6.05 | Integrates the client’s words, tone of voice and body language to determine the full meaning of what is being communicated | Integrates the client’s words, tone of voice and body language to determine the full meaning of what the client is communicating |
7. Evokes Awareness
Definition:Â Facilitates insight and learning by using tools and techniques such as powerful questioning, silence, metaphor, or analogy.
2019 | 2025 | ||
7.11 | Shares observations, insights and feelings, without attachment, that have the potential to create new learning for the client. | Shares observations, knowledge, and feelings, without attachment, that have the potential to create new insights for the client | |
 The addition of "knowledge" acknowledges that sometimes sharing relevant information (not advice) can serve the client.
D. Cultivating Learning and Growth
8. Facilitates Client Growth
Definition:Â Partners with the client to transform learning and insight into action. Promotes autonomy in the coaching process.
2019 | 2025 | ||
8.07 | Partners with the client to integrate learning and sustain progress throughout the coaching engagement | ||
8.08 | Celebrates the client's progress and successes. | Acknowledges the client’s progress and successes |
4. What Hasn’t Changed (and Why That Matters)
Even with the new updates, the heart of coaching remains unchanged. The same foundational beliefs anchor both versions:
The client is creative, resourceful, and whole.
Coaching is a partnership that empowers the client to find their own answers.
The coach’s role is to create a safe space for exploration, reflection, and growth.
So, if you’re studying for your ICF credential, take comfort: the skills and mindset you’re practicing are timeless. The 2025 update simply brings more depth and clarity to what great coaches already do.
5. The Bottom Line: What This Means for Your Exam
Here’s the most important thing to know if you’re preparing for your ACC, PCC, or MCC exam:
The current ICF exams and performance evaluations are still based on the 2019 ICF Core Competency Model.
That means:
Your ACC performance evaluation will still be assessed using the 2019 competency markers.
The ICF Credentialing Exam (formerly the Coach Knowledge Assessment)Â remains aligned with the 2019 competencies and definitions.
Training programs (Level 1, Level 2, ACTP, or ACSTH) accredited before 2026 will continue to teach and assess against the 2019 model.
ICF has stated that implementation of the 2025 updates will be phased in over time, allowing coaching schools and credentialing systems to transition smoothly.
So, for now:Â Study the 2019 competencies thoroughly, but start familiarizing yourself with the 2025 model to future-proof your coaching practice.
6. Time to Test Your Knowledge
The 2025 ICF Core Competencies build beautifully on the 2019 model. The updates deepen, clarify, and modernize what professional coaching looks like today.
While the exam standards remain rooted in the 2019 framework, the future of coaching is clearly moving toward greater reflection, inclusion, and digital awareness.
If you’re a coach preparing for your credentialing journey, take this as both reassurance and inspiration. The competencies you’re studying are still the foundation of excellence and the new updates simply give you more tools to embody them fully.
Ready to Test Your Knowledge of ICF Core Competencies?
Check how well you know the ICF Core Competencies!
✨ Take our free ICF Practice Exam and explore your readiness for the ACC, PCC, or MCC credential.
✨ Play with our interactive ICF Core Competency Flashcards to make learning fun and effective.
Visit ExpertCoach.Co to access both resources and continue mastering the art and science of coaching.
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