ICF defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. Coaching uses research and self-discovery processes to build the client's awareness and acceptance of responsibility through greater structure, support and active feedback. The coaching process helps the client not only to precisely define his goals, but also to achieve these goals faster and with greater efficiency than if he did not use coaching. Furthermore, the coaching for clarification is a process that aims to improve client's performance, mainly thanks to the client's work with the help of reflection and the application of specific knowledge and skills. Coaching is a method that helps to solve various situations not only at work but also in personal life. It is a highly effective way to develop a person's hidden potential.

The main goal of coaching is to improve the results and performance of clients in both business and life areas. Coaching has a driving force that unleashes human potential and allows you to create new and creative ideas, models and behaviors that lead to success.

The reasons for visiting a coach can be different and always move in several areas, which are related and form a whole. The coach helps the client to realize these areas. The topic of coaching may not always be clear. This is due to the fact that the individual areas intersect, the world around us is complex, we do not have enough time to … and all this causes various imbalances in us. A quality coach will help you define what is key for you and what you need to start with. Important areas from which coaching topics arise are: partnerships relations work and career health personal growth interests, hobbies raising children and family relationships financial health and prosperity The most frequent visits are coaches: when you want to heal your self-confidence if you want to have functional partnerships and friendships When you want to develop your career, be satisfied at work Sleep well when you want to relieve stress when you want to discover and strengthen your talent if you want to raise a happy child when you want to make a dream come true if you want to be financially independent when you want to clear the lock status when you want to handle a business or life crisis when you want to cope with a lack of motivation when you want to handle team leadership problems or change when you want to remove mental blocks when you want to deal effectively with conflict situations The coach always concludes an agreement with the client that relates to the given topic - the area that is to be moved at the client, to change positively. (without agreement, this is not coaching, but a friendly chat)

Everyone is good at something and if they are motivated, they can achieve all their goals. With the assistance of a coach, clients can reach goals faster and easier.

At present, when most of us are surrounded by information noise, these are mainly for the following reasons: The synergy between the coach and the client is based on trust and understanding, goals are better set - so that achieving them makes the client happy and stimulates him to further activities, the client learns new skills that will lead him to success faster.

The basic way a coach works is through a coaching session, which is based on a conversation between the coach and the client, where the client answers some important questions for him. The coach's questions lead the client to find a solution to certain situations himself, rather than the coach presenting ready-made solutions to the client.

In addition to the external marketing bubble created by a certain overpressure of schools in the market, these are mainly internal and more substantial reasons, such as: Do you find some goals unattainable? During coaching, clients realize how goals that seemed unattainable until recently can be achieved more effectively. This long-term benefit is exactly why more and more people are finding the free time and resources to invest in themselves through the coaching process. Are you doing things you need or don't want just because you think they are right? Many people are tired of doing things just because they are right and willing to do what they really want. Coaching opens up opportunities for clients that they did not realize. Are you looking for a deeper meaning of your work? People are looking for a deeper meaning in the life and work they do, and the task of coaching is to help them do that.

Achieving excellent results (in business, sports, management, learning….) Successful completion of the project Expansion of own capacity Improving your own vision Achieving balance Recognizing and activating hidden talent Disclosure of personal mission Development of creativity Defining values and priorities

Yes. Some clients use coaching in cases that require specific conditions and efforts. It often happens that even after the end of the project, they continue to work with the coach.

People who need coaches and want to: achieve better results, achieve set goals more easily, save time, better balanced their life, People who want to: further develop and improve, learn to succeed.

The main goal of coaching is to make the client's job easier, to help him solve problems and to support his success. Coaching should bring the client greater satisfaction and joy. The coach therefore focuses on what is most important to the client. The most common areas include: developing client skills and strengthening its weaknesses, disclosure of reserves, their activation and use, help align client goals with their personal values.

Three main differences between coaches: great coaches really care about the people they coach, have very high standards and ambitions, have a high level of self-confidence and a desire for further education.

The certified coach (schools with ACTP status, ACSTH, etc.) had to: complete training and practical exercises in many situations, in the case of ICF, it is committed to an ethical approach to clients, has more credibility and experience in coaching, a certified coach usually has more profit, which can better invest in further education, some clients consider it important that their coach be certified, is more often recommended by clients.

The price of a session depends on the chosen form of coaching and the education and experience of the coach. Here is an indicative view of the current prices of external business coaching in the market. I recommend considering the price in the context of all other contexts (coach's education and qualifications, experience, references, etc.). The biggest guarantee of quality is the school under the ICF / International Coach Federation), good references, your personal impression when dealing with the coach. The price may vary according to the total workload for the contract. Current rates range from CZK 1,500 to CZK 8,000 per hour of work. CZK 1000 - 2000 Price of training coaching of future coaches who undergo professional training. In another case, it is a suspiciously low price and probably not professional coaching. CZK 2000 - 3000 Award of a coach who has completed accredited training, with education at the level of ACSTH (Aproved Coach Specific Training Hours). This coach has the skills of a professional coach, he needs to gain experience and references. The final price agreement depends on the volume of the contract he has received from the company. CZK 3000 - 6000 The current price of a professional coach with education at the level of ACSTH (Aproved Coach Specific Training Hours) or ACC (Associate Certified Coach). This coach already has experience and references. The final price agreement depends on the volume of the contract he has received from the company. 6000 CZK and more The normal price of a very experienced coach with education at the level of PCC (Professional Certified Coach) or MCC (Master Certified Coach). The final price agreement depends on the volume of the contract he has received from the company.

It all depends on the scope of the client's assignment. Because each client is different, the length of the coaching process cannot be determined in advance. Rarely will a coach ask you for a written contract with a requirement to adhere to the planned time, number of sessions and other specifications. Normal cooperation is arranged for 6 - 12 meetings after 1 - 3 weeks. The duration of coaching determines the goal that the client wants to achieve, and therefore can range from several sessions to several years. A quality coach will let you sit down if you feel that the goals have been met, or if you start to feel that coaching is not going the right way for you.

An ICF Coach: helps people to better define their personal or work goals and subsequently achieve such goals, always wants something more from his clients than they would achieve without his support, encourages his clients to achieve results faster and more efficiently, presents possibilities and tools, provides assistance and structure for greater efficiency, helps the client to look at the issue from different angles with correctly chosen questions, supports the client's ability to find the best solution in a given situation. "Thanks to quality coaching, clients achieve better results and achieve them faster"

The coach's task is to clearly and impartially support the client on the way to new information and to objectively present what the client does and how he/she does it so that together they can come up with new knowledge, which the client will later transfer to everyday life. Client development is an integral key part of coaching. Development is a continuous process of growth and learning, and in our view it is personal and professional development through a coach

Coaching is most similar to counseling. The difference between coaching and counseling is that in the case of counseling, ready-made solutions are obtained in the counseling process, while coaching is a process in which the client finds the solution that is best for him by answering specific questions. Coaching is not therapy. While therapy mainly focuses on solving problems from the past, coaching is focused on finding solutions in the future by the client himself. Coaching includes several elements of sports coaching, such as teamwork, search, and development potential.

Coaching is very similar to counseling. However, the difference between coaching and counseling is that ready-made solutions are obtained during the consultation. On the other hand, coaching is a process (the outcome of which varies) that answers a client's specific questions and comes up with a solution that is best for him.

Coaching is not therapy. The difference between psychotherapy and coaching is mainly about the time focus: past versus future, positive versus negative. While the psychotherapist looks deeper into the client's past and works to cope with trauma and difficult experiences, the coach does not deal with the client's past, with a few exceptions. The coach works with the present and always directs the client's energy to the future. Coaching aims at new solutions to the current situation, which means breaking out of the stereotype and setting new conscious approaches. A quality coach knows whether coaching is appropriate for the client and when he needs psychotherapy.

Mentoring is a professional relationship between two people, where the mentor passes on his experience and knowledge to the mentee. The mentor thus acts as a guide in a certain area or topic and helps the mentee to find the right direction or solution.

Executive coaching is a professional development process designed to help leaders - such as executives, managers, and entrepreneurs—enhance their performance, leadership skills, self-awareness, and effectiveness in the workplace. It typically involves one-on-one sessions between a coach and a client (the “coachee”) and is tailored to the individual’s goals, challenges, and organizational context. Key Features of Executive Coaching: Goal-Oriented: Focused on achieving specific outcomes such as improving leadership presence, decision-making, emotional intelligence, communication, or strategic thinking. Confidential: Provides a safe, private space for leaders to reflect, receive feedback, and explore blind spots without judgment. Developmental: Goes beyond solving immediate problems to foster long-term growth and change in mindset, behavior, and capabilities. Tailored: Customized to the individual’s role, personality, and organizational environment. Collaborative: Based on a partnership between the coach and the executive, with mutual accountability. Evidence-Based: Often draws from psychology, neuroscience, adult learning theory, and leadership research. Time-Bound: Typically occurs over a few months to a year, with regular sessions and progress reviews. Common Topics Addressed: Leadership style and effectiveness Communication and influence Conflict resolution and relationship building Strategic thinking and planning Managing change and uncertainty Work-life integration and stress management Career transitions or succession planning Who Uses Executive Coaching? Senior executives seeking to lead more effectively or manage increased responsibility High-potential leaders preparing for advancement Entrepreneurs and founders navigating complex growth challenges Teams (through team coaching) aiming to improve collaboration and performance In short, executive coaching empowers leaders to perform at their best—both for their own success and that of their organizations.

The Coach's goal is to help Client identify and achieve personal and / or life goals. When working with individuals, a Coach can help overcome their problems or anxiety that prevents clients from living the life they want.

Emphasis is placed on the personal and professional development of the human resources manager. Business coaching represents a number of narrowly defined areas (marketing, design, finance, CEO, teamwork, presentation skills…). The most common area is human resources. The coach gives the client positive support, feedback and assistance at the individual or team level in order to increase work efficiency.

NLP stands for Neuro-Linguistic Programming. NLP is a psychotherapeutic method developed by psychologist Richard Bandler and linguist John Grinder in the 1970s at the University of California, Santa Cruz. In creating the NLP method, the founders relied on systemic therapy and systematic observations of the therapeutic work of Milton Erickson, Virginia Satirova and Friedrich Perls. NLP coaching is a very effective tool that uses the knowledge of neuroscience based on NLP and complements it with areas of personal development, growth and life change in various areas of work or personal life.

Performance Coaching is an ongoing process which helps build and maintain effective relationships between Coach and Coachee With Performance Coaching, Coach is unlocking a Coachees potential to maximise their own performance

Project Coaching is about helping other people succeed now and in the future. Project coaching means helping Project Managers and Team Members through an action-oriented dialogue to reach their personal goals as well as the project’s goals. Coaching is a learning method where the coach helps the project manager to develop his/her talents. The techniques and methods used are mostly questions, encouraging and challenging the person to do something, and to give feedback. Why is Project Coaching beneficial? It helps the Project manager identify the current situation and implement the right project leadership style. It helps the Project Team Memebers reduce stress and uncertainty and increase motivation. It helps create a culture for improved learning in the project. It helps the Project Manager make the most out of the Project team. It helps the organization develop new project managers. When to use Project Coaching? Leadership problems, uncertainty, stress and motivation create challenges in many projects. One method to solve these challenges is to adopt coaching in project management. Coaching is a method that can help the Project Manager achieve improved results for example by focusing on the development thinking pattern, behavior pattern, learning pattern or emotional pattern. If a project manager has evolved a destructive and self-critical channel of thoughts and constantly blames himself/herself for things that happen there is a need for developing the thinking pattern. Coaching can help the project manager improve his/her self-confidence and self-respect, but also to take more responsibility for his/her own thoughts and decisions. Coaching can help the Project Manager to develop other, better behavior patterns. This involves developing skills to set oneself goals, delegate responsibility, listen, and give feedback. A constant challenge to Team Members is to improve the capability of learning. Coaching is a method that can help the individual develop improved learning patterns. Coaching stimulates learning by testing new ideas, getting feedback, re-evaluating assumptions and theories, implementing new thoughts, and in that way developing improved learning loops. Coaching is a method that can help an individual develop and improve emotional patterns. The aim is to develop good feelings, create openness, respect, and appreciation, and a positive vision of the future, hope, optimism, and joy. Types of Project Coaching: Knowledge coaching: The purpose is to provide project members with knowledge and skills in specific areas. This type of coaching is the easiest because the project team members know what areas to improve. The knowledge coaching can focus either on technical work and disciplines that are necessary to accomplish the project, or challenges regarding administration and management of the project. The challenge is to develop a process for coaching that meets the project team member’s needs for knowledge, level of ambition, and access to resources. Skill coaching: focuses on specific needs for skill development. The purpose of this type of coaching is not to raise the project manager’s or team manager’s level of knowledge, but to change their leadership behavior. Typical skills that I address is the project manager’s ability to give praise and criticism, feedback, delegation, conflict resolution, performance proficiency, conference leadership, and ability to make demands on the project team members. As project coach I take part in the preparation of a plan for skill development. Personal coaching: similar to life coaching. The purpose is to help the project manager find solutions to his or her concrete personal challenges. This type of coaching goes a step further than coaching focusing on manners and behavior. Here my focus is on how the project manager and other team members think. It is about attitudes, feelings, self-confidence, self-efficacy, self- esteem, confidence in own capability, tolerance of stress, need to assert oneself, and fear of failure. Results coaching: The purpose of this type of coaching is to help the project manager and the team members achieve specific goals. This might include personal goals, project milestones, and final project results. For the line manager this type of coaching focus on realization of benefits from the operation of the project deliveries. Development coaching: The purpose is to help the project manager or other team members get more interesting and challenging work tasks where the person’s experience and knowledge is used to his or her fullest potential. The focus is often on career coaching. This is mostly life coaching and the motive is to avoid stress, burn-out, and help the individual achieve balance in life. It is also includes changing the organization to become more project-oriented, willing to learn, and more flexible, thereby impacting on both team and organization.

Hypno Coaching is a specialized area within coaching that integrates hypnosis (or hypnotic techniques) with traditional coaching methods to help clients achieve personal or professional goals more effectively. It combines the goal-oriented and forward-focused nature of coaching with the deep subconscious access and suggestibility facilitated by hypnosis. Key Features of Hypno Coaching: Subconscious Work: Unlike standard coaching that mainly targets conscious thought processes, Hypno Coaching also works with subconscious patterns, beliefs, and emotions. Accelerated Change: It can help create faster, deeper change by bypassing resistance and engaging the subconscious mind directly. Behavioral Shifts: Effective for changing habits, limiting beliefs, emotional blocks, and internal conflicts. Goal Achievement: Used to enhance motivation, focus, confidence, and other success-driving states. Common Areas Where Hypno Coaching is Applied: Performance coaching (sports, business, public speaking) Life coaching (confidence, relationships, life purpose) Executive or leadership coaching (overcoming imposter syndrome, decision-making) Wellbeing coaching (stress reduction, sleep improvement, habit change) Techniques May Include: Guided imagery Future pacing Reframing through trance Anchoring positive states Regression (in some cases) Qualifications: In Hypno Coaching it’s important to match it with the client’s readiness for subconscious exploration and to maintain a clear focus on goal attainment, not therapy. Practitioners typically have training in both coaching and hypnotherapy. Ethical practice requires informed consent and clarity on the boundaries between therapy and coaching.

Hypnosis is a special mental state, the main characteristics of which include: increased suggestibility, altered state of consciousness, which allows absorption by suggested experiences and experiencing changes in perception, thinking, emotions, behavior and memory as subjectively real and involuntary, selective relationship to the hypnotist. A prerequisite for inducing this state through hypnotization is the individual's ability, referred to as hypnability. It is a property that occurs to varying degrees, and depending on it, hypnosis can have different depths.

Revised ICF Code of Ethics, which takes effect on April 1, 2025. The updated Code now reflects the entire ICF ecosystem, integrates ICF’s core values, and reorganizes ethical standards into five clear sections. A new appendix with key definitions has also been added. The Code is reviewed every three years to ensure it remains relevant and aligned with evolving professional standards.

I. Foundational Knowledge & Understanding (The "Why" and "What") Beyond the basics, a competent hypnotherapist demonstrates a deep grasp of: Models of Mind and Consciousness: Theories of Hypnosis: Not just knowing names (Erickson, Elman, Dave Elman, James Braid, Mesmer, etc.), but understanding their core philosophies, techniques, and how they apply to different client presentations. For example, knowing when a more permissive, indirect approach (Ericksonian) might be better than a direct, authoritative one (Elman). Neuroscience and Hypnosis: While not expected to be neurologists, understanding the current scientific understanding of how the brain responds to suggestion, placebo, and altered states of consciousness (e.g., changes in brainwave patterns, activation of specific brain regions). Psychology of Suggestion: Detailed knowledge of how suggestions are formed, delivered (verbal, non-verbal), and received. This includes direct, indirect, permissive, authoritative, post-hypnotic, and compound suggestions. Understanding the impact of language, tonality, and pacing. Memory and Imagination: How these play a crucial role in hypnotic phenomena and therapeutic change. Cognitive Biases and Belief Systems: How these influence a client's susceptibility and response to hypnotherapy. Ethical and Legal Frameworks (The "How to Practice Responsibly") Informed Consent: Going beyond a signature to ensure genuine understanding of the process, potential risks, benefits, and alternatives. This includes special considerations for vulnerable populations (children, those with cognitive impairments). Confidentiality and Data Protection: Strict adherence to relevant laws (e.g., GDPR in Europe, HIPAA in the US) regarding client data, session recordings, and case studies. Professional Boundaries: A nuanced understanding of therapeutic relationships, avoiding dual relationships, and managing transference/countertransference. This includes clear guidelines on physical touch. Referral Pathways: Knowing when a client's issue falls outside the scope of hypnotherapy and having established networks for appropriate referrals to medical doctors, psychiatrists, psychologists, or other specialists. Advertising and Marketing: Ethical presentation of services, avoiding exaggerated claims or guarantees of cure, and adhering to advertising standards. Professional Indemnity Insurance: Holding appropriate coverage for practice. II. Clinical Skills & Application (The "Doing" of Hypnotherapy) This category is about the practical ability to apply knowledge safely and effectively. Client-Centered Assessment and Case Formulation: Active Listening and Empathy: Building rapport and trust. Thorough Intake: Collecting comprehensive personal, medical, and psychological history. Goal Setting: Collaboratively defining measurable and realistic therapeutic goals with the client. Hypnotic Susceptibility/Responsiveness Assessment: While not always formal tests, understanding how to gauge a client's initial responsiveness and tailoring inductions accordingly. Risk Assessment: Identifying potential contraindications (e.g., severe mental health conditions, certain neurological disorders, active substance abuse) and managing potential abreactions or challenging responses. Hypnotic Induction and Deepening: Diverse Induction Techniques: Mastery of multiple methods (progressive relaxation, eye fixation, rapid inductions, confusion techniques, guided imagery, ideomotor responses) to suit individual client needs and preferences. Pacing and Leading: The ability to match the client's current state and then gently guide them towards a desired hypnotic state. Deepening Strategies: Utilizing techniques like counting, fractionation, imagery, and deepening suggestions to achieve appropriate levels of trance for therapeutic work. Trance Recognition: The ability to observe and interpret physiological and behavioral signs of trance. Therapeutic Intervention within Hypnosis: Direct and Indirect Suggestion Application: Skillfully weaving therapeutic suggestions into the hypnotic narrative, making them relevant to the client's goals. Metaphor and Analogy: Creating powerful, resonant metaphors to bypass critical faculties and facilitate change. Ego State Therapy/Parts Integration: Working with different "parts" of the self to resolve internal conflicts. Regression and Progression (Age Regression, Future Pacing): Safely guiding clients to past experiences to reframe or gain insight, or to future scenarios to rehearse desired outcomes. Anchoring and Triggers: Creating physiological or psychological anchors to elicit desired states or responses. Pain Management Techniques: Utilizing hypnotic analgesia, dissociation, or re-framing for chronic or acute pain. Habit Cessation: Specific protocols for breaking habits like smoking or addressing eating patterns. Anxiety and Phobia Management: Desensitization, visualization, and cognitive reframing within trance. Inner Child Work: Addressing past wounds and promoting healing. Self-Hypnosis Training: Empowering clients with tools for self-management and continued progress. Emergence and Post-Hypnotic Suggestion: Safe Re-alerting: Guiding the client back to full waking consciousness comfortably. Post-Hypnotic Suggestions: Installing suggestions designed to continue working after the session to reinforce therapeutic gains. Integration and Debriefing: Helping the client process the session and integrate insights. III. Professional Development & Practice Management (The "Continuous Improvement" Aspect) Continuing Professional Development (CPD): This is paramount. Competent practitioners are committed to lifelong learning through: Attending workshops, seminars, and conferences. Reading current research and literature. Specializing in particular areas (e.g., trauma, sports performance, childbirth). Supervision and Peer Support: Regularly discussing client cases with an experienced supervisor or peer group to ensure ethical practice, gain new perspectives, and address personal countertransference. This is often a mandatory requirement for professional body membership. Self-Care: Recognizing and managing personal stress and burnout to maintain professional effectiveness. Research Literacy: The ability to critically evaluate research findings in hypnotherapy and related fields. Frameworks Defining Competencies: National Occupational Standards (NOS): In the UK, for example, the National Occupational Standards for Hypnotherapy (SFHCNH23) developed by Skills for Health, provides a detailed benchmark for what a competent hypnotherapist should know and be able to do. These standards often underpin the curriculum of accredited training programs and the membership criteria of professional bodies. They break down competencies into "performance criteria" (what you must be able to do) and "knowledge and understanding" (what you need to know). Professional Association Requirements: American Society of Clinical Hypnosis (ASCH): Emphasizes that hypnotherapy should be practiced by licensed healthcare professionals (MDs, DDSs, PhDs in psychology, MSWs, nurses) who then receive specialized training in clinical hypnosis. Their certification program requires specific hours of workshop training, individualized consultation with an ASCH Approved Consultant, and a minimum of independent practice. This distinguishes "clinical hypnotherapy" from "lay hypnosis" practice. National Council for Hypnotherapy (NCH) in the UK: Often requires the Hypnotherapy in Practice Diploma (HPD), which aligns with NOS and emphasizes both theoretical knowledge and practical skills, often with a minimum number of classroom hours, client hours, and supervised practice. International Associations (e.g., IACT, IHA, IAIH): These bodies also set their own standards, often requiring specific training hours, ethical adherence, and sometimes ongoing continuing education or board certification. They aim to provide a recognized credential in a field that lacks government regulation in many countries. The Evolving Nature of Competency: It's crucial to remember that these "sets of competency" are not static. As research in neuroscience, psychology, and clinical practice evolves, so too do the expectations for competent hypnotherapists. A truly competent practitioner is one who is committed to continuous learning and adaptation, ensuring their practice remains safe, ethical, and effective for their clients.