Changed ICF-ACC Exam Questions

Option D aligns with Competency 6, "Listens Actively" (6.1 – Reflects client’s experience), and Competency 4.1 (creates a safe, supportive environment), by honoring the client’s journey and reinforcing their agency. It adheres to Ethics Section 1.1 (respecting client achievements) and avoids taking credit, per Ethics Section 2.2.

Option A may overwhelm or shift focus to the coach. Option B criticizes, undermining trust (Competency 4.1). Option C claims credit, violating Competency 2.2 (partnership). D best celebrates the client’s progress collaboratively.

Option A is the worst because it introduces the coach’s personal feelings ("I like her a lot") and directs the client ("should not be so negative"), violating Competency 2.2 (partnership) and Ethics Section 2.1 (maintaining professional boundaries). It fails to evoke awareness (Competency 7) or respect the client’s experience (Ethics 1.1).

Option B is dismissive but forward-focused. Option C may feel judgmental but invites reflection. Option D (best, see Question 7) supports growth. A most egregiously shifts focus to the coach and undermines the process.

ICF Competency 8 ("Facilitates Client Growth") focuses on "transforming learning into action" through specific, realistic plans that support ongoing progress. Addressing barriers ensures sustainability (ICF Definition of Coaching). Let’s evaluate:

A. Distributing a survey to assess the client’s level of satisfaction with the coaching progress: This evaluates the process but doesn’t directly drive progress (Competency 8).

B. Working with the client to develop an action plan that acknowledges support and resource barriers: This aligns with Competency 8, empowering the client with a tailored, actionable strategy for continued growth.

C. Emphasizing some negative outcomes that could occur if the client does not reach their goals: Fear-based motivation contradicts ICF’s positive, client-led approach (Competency 5).

D. Sharing literature relevant to the client’s goals for them to review before the next coaching session: This supports learning but lacks the actionable focus of a plan (Competency 8).

Option B most likely helps the client progress, per ICF’s growth-focused framework.

The ICF Code of Ethics (Section 3.1) defines a conflict of interest as a situation where a coach’s "personal interest appears to influence the objective exercise of their professional duties." Ownership creates a personal stake that could bias coaching. Let’s evaluate:

A. Providing coaching services to employees at a company the coach owns: This is a conflict, as the coach’s business interests may conflict with employee needs (Section 3.2 requires disclosure).

B. Providing coaching to part of an organization rather than coaching across the entire organization: This is a scope decision, not a conflict of interest.

C. Encouraging the interests of a department over the interests of the entire company: This may be unethical but isn’t a personal conflict of interest for the coach.

D. Putting a client’s interests ahead of the coach’s own business interests: This aligns with ethics, not a conflict (Section 1).

Option A is a conflict of interest, per ICF’s definition.