Knowledge Check: Coaching Foundations

Type: Interactive self-assessment exercise Estimated time: 30--40 minutes Questions: 15

Learning Outcomes

By the end of this exercise, you should be able to:

• Distinguish coaching from therapy, consulting, and mentoring across multiple dimensions
• Identify and describe the ICF Core Competencies relevant to contracting, listening, and questioning
• Recognize active listening at all three levels as defined in coach training frameworks
• Apply principles of powerful questioning in client scenarios
• Evaluate goal-setting frameworks for coaching use
• Articulate the purpose and essential elements of a coaching agreement
• Identify when a coaching relationship should transition to a referral

Instructions

This knowledge check is for self-assessment. Answer all 15 questions before checking the answers provided below each question. Be honest with yourself -- the purpose is to identify gaps in your understanding, not to achieve a perfect score.

If you answer incorrectly, review the lesson material before moving to the next module. Consider writing down why your initial answer was wrong as part of the learning process.

Section 1: Coaching vs. Therapy Distinction (Questions 1--3)

Question 1

A client tells you: "I've been having panic attacks before every work presentation. I was diagnosed with generalized anxiety disorder five years ago, but I haven't seen a therapist in two years. Can you coach me on being more confident in presentations?"

What is the most appropriate response?

A) "Absolutely. Let's build a confidence plan together starting with some cognitive reframing techniques."

B) "I can work with you on presentation confidence, but I want you to be aware that coaching is not a replacement for therapy. Given your history of diagnosed anxiety, I recommend you have a current therapist in place alongside our coaching. If you are open to it, I can share some referral resources."

C) "I'm sorry, but I can only work with clients who do not have any mental health diagnosis. You should go back to therapy first."

D) "Panic attacks are actually a coaching issue. Let's focus on breathing techniques and see if that resolves it."

Answer: B) This is the most ethical and accurate response. Coaching can coexist with therapy, but the coach must not attempt to treat or diagnose clinical conditions. Option A ignores the clinical history. Option C is overly restrictive (many clients in coaching also have therapeutic support). Option D misunderstands the scope of coaching.

Question 2

Which of the following statements best captures the central distinction between coaching and therapy?

A) Therapy is longer-term; coaching is shorter-term. B) Therapy focuses on healing the past; coaching focuses on designing the future. C) Therapy costs more than coaching. D) Therapy requires a degree; coaching does not.

Answer: B) While there is overlap, the most widely accepted distinction is temporal and intentional: therapy works with the past to heal the present, while coaching works with the present to build the future. Options A, C, and D are sometimes true but not definitional.

Question 3

A coaching client reveals during a session that they have been feeling hopeless for several weeks, have lost interest in activities they used to enjoy, and have begun wondering if "there is any point to any of this."

As a coach, what is your responsibility?

A) Continue coaching; this sounds like a normal life transition that coaching can address. B) Refer the client to a crisis line, a therapist, or their primary care physician immediately. C) Suggest the client takes a break from coaching until they feel better. D) Tell the client that hopelessness is a normal part of change and encourage them to push through.

Answer: B) Persistent hopelessness, loss of interest, and existential questioning lasting weeks are clinical red flags that may indicate depression. Coaches are not equipped to assess or treat this. The ethical obligation is to refer. Option A is negligent. Option D is potentially harmful.

Section 2: ICF Core Competencies (Questions 4--6)

Question 4

Which ICF Core Competency most directly addresses the coach's responsibility to "demonstrate ongoing commitment to their own personal and professional development"?

A) Demonstrates Ethical Practice B) Embodies a Coaching Mindset C) Cultivates Trust and Safety D) Maintains Presence

Answer: B) Embodies a Coaching Mindset. This competency specifically includes "engages in ongoing learning and development as a coach" and "develops and maintains a reflective practice." The ICF Core Competency model describes this as the foundation of professional coaching practice.

Question 5

A coach says: "Based on what you have shared, I think you should talk to your manager directly and request a promotion. Studies show that employees who advocate for themselves are 30% more likely to advance."

Which ICF Core Competency is this coach violating?

A) Listens Actively B) Evokes Awareness C) Facilitates Client Growth D) All of the above

Answer: D) All of the above. The coach is giving advice rather than listening actively, is imposing their own solution instead of evoking the client's awareness, and is substituting the coach's judgment for the client's growth. ICF coaching is non-directive. The proper approach would be a question like: "What options do you see for addressing the situation with your manager?"

Question 6

The ICF Core Competency Cultivates Trust and Safety (Competency 4) includes all of the following EXCEPT:

A) Acknowledging the client's unique identity and perspectives B) Demonstrating empathy and genuine concern for the client C) Promising specific outcomes the client will achieve through coaching D) Creating a safe, non-judgmental space for the client

Answer: C) A coach should never promise specific outcomes, as coaching is a collaborative process and results depend on the client's engagement. The ICF Code of Ethics explicitly warns against making false or exaggerated claims about coaching outcomes. Options A, B, and D are all listed under Competency 4.

Section 3: Active Listening Levels (Questions 7--8)

Question 7

A client says: "I am exhausted all the time. I love my work, but I am working 60-hour weeks and I barely see my family. My partner is frustrated. I don't know how to fix this."

At Level 1 listening (Internal Listening), the coach is MOST likely thinking:

A) "This client is overworked and needs better boundaries." B) "I remember when I worked 60-hour weeks. I felt the same way. I started saying no to meetings and it helped." C) "He loves his work. His partner is frustrated. He feels stuck between two commitments that both matter to him." D) "I need to ask him about his sleep schedule."

Answer: B) Level 1 (Internal Listening) is when the coach is listening primarily through the filter of their own experience. Option B shows the coach relating the client's story to their own experience. Option A is a judgment. Option C is Level 3 (Global Listening). Option D is Level 2 (Focused Listening) but jumping to data collection.

Question 8

Which of the following coach responses is an example of Level 2 (Focused Listening) ?

A) "I notice your voice dropped when you mentioned your partner. What is happening in your body right now as you say that?"

B) "That reminds me of something I read about work-life balance. Have you tried time-blocking?"

C) "Mmm-hmm. Go on."

D) "You just mentioned two things: the exhaustion and your partner's frustration. Which one feels more urgent to explore first?"

Answer: A) Level 2 (Focused Listening) means the coach is listening intently to the client, noticing not just words but tone, energy, and body language. Option A demonstrates attunement to the client's shift in voice and energy. Option B is Level 1 (the coach's frame of reference). Option C is passive. Option D is Level 2 but more analytical -- a strong response, but A is the clearest example of focused, attuned listening.

Section 4: Powerful Questioning (Questions 9--10)

Question 9

Which of the following is the MOST powerful coaching question?

A) "Have you considered talking to your manager about this?" B) "What would be the ideal outcome of a conversation with your manager?" C) "Don't you think you should talk to your manager?" D) "Should you talk to your manager or try to handle this yourself?"

Answer: B) Powerful questions are open-ended, non-leading, and invite the client to explore their own thinking. Option B invites the client to define their ideal outcome without direction from the coach. Option A is a leading closed question. Option C is a leading rhetorical question. Option D is a false binary (two options disguised as a choice).

Question 10

Scenario: A client has been telling you for 15 minutes about a conflict with a colleague. They keep circling the same details. You sense there is something beneath the story that the client is not naming.

What is the most powerful question to ask?

A) "Can I share what I would do in your situation?"

B) "Let me reflect back what I am hearing to make sure I understand."

C) "What is the question you are hoping I will not ask you?"

D) "Have you tried talking to Human Resources?"

Answer: C) This is a well-known powerful coaching question that invites the client to surface what they are avoiding. It respects the client's autonomy while naming the presence of unexplored territory. Option A is advice-giving. Option B is a useful active listening technique but not a question. Option D is premature solutioning.

Section 5: Goal-Setting Frameworks (Questions 11--12)

Question 11

Which of the following goals is written in a SMART format appropriate for coaching?

A) "I want to be more confident at work."

B) "I will deliver a 10-minute presentation to my leadership team by November 15th, using no more than 5 slides, and I will ask three colleagues to give me feedback on my delivery style."

C) "I want to be a better leader."

D) "I will try to communicate more clearly with my team."

Answer: B) This goal is Specific (10-minute presentation to leadership team), Measurable (5 slides, feedback from 3 colleagues), Achievable, Relevant, and Time-bound (November 15th). Options A and C are vague. Option D uses "try" which is non-committal and not measurable.

Question 12

A client sets a goal to "run a marathon in under 4 hours by next June." After exploring what matters about that goal, the client reveals, "I actually just want to prove to myself that I can commit to something hard and follow through."

What should the coach do with this insight?

A) Keep the marathon goal as written; the outcome is what matters. B) Set a new goal: "Commit to one difficult thing for 6 months and follow through." Remove the marathon specificity. C) Keep both: the marathon is the vehicle, and the deeper commitment goal is the coaching focus. Explore whether the marathon is the right vehicle for the deeper need. D) Abandon goal-setting entirely and focus on the client's self-doubt.

Answer: C) The marathon is a valid expression of the deeper goal. Good coaching holds both the tangible outcome and the underlying purpose. Option A ignores the new information. Option B may unnecessarily discard a meaningful vehicle. Option D overcorrects -- goal-setting is still useful.

Section 6: Coaching Agreements (Questions 13--14)

Question 13

Which of the following is NOT an essential element of a coaching agreement?

A) Session frequency and duration B) Fees and cancellation policy C) A guarantee that the client will achieve their stated goals D) Confidentiality terms and their limitations

Answer: C) Coaches cannot and should not guarantee specific outcomes. Coaching is a collaborative process, and results depend on client engagement, external circumstances, and many other factors. Guaranteeing results is both unethical (per the ICF Code of Ethics) and a liability risk.

Question 14

A client you have been coaching for three months begins asking you for advice on their romantic relationship. They say, "You know me better than anyone. Should I break up with my partner?"

What is the most appropriate response?

A) Give your honest opinion; the client asked for it. B) Say, "I cannot answer that. Coaching is about helping you find your own answers, not me giving you mine. Let's explore what is happening in the relationship and what options you see." C) Say, "I think you should trust your gut on this one." D) Refer the client immediately to a relationship therapist.

Answer: B) This response reinforces the coaching agreement and maintains the non-directive stance. Option A violates the coaching boundary. Option C is still advice, just vaguer. Option D may be premature -- the client is asking for coaching on the relationship, not reporting abuse or crisis. If exploration reveals clinical concerns (e.g., trauma, abuse), then referral becomes appropriate.

Section 7: Ethics & Referral (Question 15)

Question 15

A client tells you in session three that they have been self-harming (cutting) when they feel overwhelmed. They say they have never told anyone this before and ask you not to tell anyone.

What should you do?

A) Agree to keep it confidential as part of the coaching agreement. B) Continue coaching and focus on stress management techniques. C) End the session, explain that self-harm is outside the scope of coaching, provide crisis resources (e.g., a crisis hotline number), and strongly recommend they speak with a mental health professional. If you have a supervision or safeguarding obligation in your jurisdiction, follow it. D) Tell the client they need to leave coaching immediately and do not offer any resources.

Answer: C) Self-harm is a clinical concern that falls outside the scope of coaching. The coach's ethical responsibility is to end the coaching relationship for that issue, provide resources, and recommend professional support. Option A and B are negligent. Option D is unprofessional -- abandonment without resources is harmful. Note that confidentiality in coaching has limits; many jurisdictions and ethical codes require reporting when there is risk of harm to self or others.

Scoring Guide

• 13--15 correct: Strong foundations. You are ready to move on to the next module.
• 10--12 correct: Good, but review the topics you missed. Pay special attention to any questions you answered incorrectly.
• Below 10: Spend additional time reviewing Module 1 materials before proceeding. Consider discussing the concepts with a peer or mentor.

Assignment

1. Review your incorrect answers. For each question you answered incorrectly, write a brief note (2--3 sentences) explaining the correct answer in your own words and why your initial answer was wrong.

2. Pair and discuss. If you have a peer in this bootcamp, share your score range (not exact score) and discuss one question where your answers differed. What did each of you see that the other missed?

3. Apply to a real conversation. Before your next coaching practice session, review Questions 9 and 10 on powerful questioning. Bring one of those questions into your next session intentionally and reflect on what happened when you asked it.

Knowledge Check (Meta)

• How many questions did you answer correctly on your first pass? (Self-assessment)
• Which section was hardest for you: coaching vs. therapy, ICF competencies, listening, questioning, goals, agreements, or ethics? (Reflection)
• What is one concept from this knowledge check that you want to explore further? (Action item)

Next lesson: Project: Coaching Philosophy Statement