PATHFINDER CAMPUS COACHING
Professional Development Series
Pathfinder Coaching Foundations
Certificate Program
A 10-Week Hybrid Learning Journey for Aspiring Coaches
| Duration | 10 Weeks |
| Format | Hybrid (Self-Paced + Live Cohort) |
| Audience | Beginners / New Coaches |
| Focus Areas | Coaching Mindset & Pathfinder Frameworks |
| Credential | PFC Pathfinder Coaching Certificate |
pathfindercampus.ca
Table of Contents
Table of Contents……………………………………………………………………………………………………………. 2
1. Course Overview…………………………………………………………………………………………………………. 4
1.1 Course Philosophy…………………………………………………………………………………………………. 4
1.2 Who This Course Is For………………………………………………………………………………………….. 4
1.3 What You Will Be Able to Do…………………………………………………………………………………… 4
2. Program Structure……………………………………………………………………………………………………….. 6
2.1 Weekly Format………………………………………………………………………………………………………. 6
3. Weekly Curriculum………………………………………………………………………………………………………. 8
Week 1: What Is Coaching?………………………………………………………………………………………….. 8
Week 2: The Art of Listening…………………………………………………………………………………………. 9
Week 3: Powerful Questions and the Coaching Conversation…………………………………………. 10
Week 4: The Pathfinder Mindset………………………………………………………………………………….. 12
Week 5: Scrum Through a Coaching Lens……………………………………………………………………. 13
Week 6: Kanban as a Coaching Tool……………………………………………………………………………. 14
Week 7: Facilitating Teams…………………………………………………………………………………………. 16
Week 8: Coaching Individuals……………………………………………………………………………………… 17
Week 9: Navigating Resistance…………………………………………………………………………………… 18
Week 10: Capstone — Integration and Certification……………………………………………………….. 20
4. Assessment Framework……………………………………………………………………………………………… 22
4.1 Assessment Components……………………………………………………………………………………… 22
4.2 Peer Coaching Demonstration Rubric…………………………………………………………………….. 22
5. Coaching Practice Requirements………………………………………………………………………………… 24
5.1 Supervised Coaching Log Format…………………………………………………………………………… 24
5.2 Peer Coaching Pairs…………………………………………………………………………………………….. 24
6. Certification………………………………………………………………………………………………………………. 25
6.1 What the Certificate Demonstrates…………………………………………………………………………. 25
6.2 Pathways After This Certificate………………………………………………………………………………. 25
7. Facilitator Notes………………………………………………………………………………………………………… 26
7.1 Holding the Space………………………………………………………………………………………………… 26
7.2 The Coaching-First Rule……………………………………………………………………………………….. 26
7.3 Personalising the 1-on-1 Coaching Track………………………………………………………………… 26
7.4 Pathfinder Anti-Patterns to Watch For…………………………………………………………………….. 26
8. Recommended Resources…………………………………………………………………………………………. 28
8.1 Essential Reading…………………………………………………………………………………………………. 28
8.2 Online Tools and References…………………………………………………………………………………. 28
8.3 Pathfinder Campus Content Alignment……………………………………………………………………. 28
Appendix A: Supervised Coaching Log Template……………………………………………………………… 29
Appendix B: Personal Coaching Philosophy Guide…………………………………………………………… 31
1. Course Overview
The Pathfinder Coaching Foundations Certificate is a 10-week hybrid professional development program designed for individuals who are new to coaching and want to build a strong, practical foundation in both coaching presence and Pathfinder ways of working.
This course takes a people-first approach to Pathfinder. It begins by developing the inner game of coaching — mindset, listening, and powerful questioning — before introducing Scrum and Kanban as frameworks that a coach can use to support individuals and teams. The result is a practitioner who understands not just the mechanics of Pathfinder, but how to facilitate genuine behaviour change in the people around them.
| Design principle: Pathfinder frameworks are only as effective as the people applying them. This course teaches participants to coach first, apply frameworks second. The human dimension is always the priority. |
1.1 Course Philosophy
Great Pathfinder coaching is built on three convictions:
- People over process. Frameworks are scaffolding. The real work happens in conversations, relationships, and trust.
- Curiosity over certainty. A coach’s most powerful tool is a well-timed question, not an answer.
- Iteration over perfection. Coaches, like Pathfinder teams, learn by doing, reflecting, and adjusting.
1.2 Who This Course Is For
This program is designed for professionals who are new to coaching and want to:
- Transition into an Pathfinder coaching, Pathfinder Master, or team lead role
- Add structured coaching skills to their current management or facilitation practice
- Build a credible foundation before pursuing advanced coaching certifications (CSP, ICP-ACC)
- Support teams through change in a Pathfinder Campus hybrid environment
No prior coaching or Pathfinder experience is required. The only prerequisite is a willingness to be coached yourself and to reflect honestly on how you show up in conversations. We are a community that is mastering a skill and building strength by learning together.
1.3 What You Will Be Able to Do
By the end of this 10-week program, graduates will be able to:
- Explain the difference between coaching, mentoring, consulting, and managing — and choose the right mode for any situation.
- Demonstrate active listening, powerful questioning, and holding space in real coaching conversations.
- Facilitate a structured coaching conversation using the GROW model and other frameworks.
- Describe the Pathfinder Manifesto values and principles and connect them to everyday team behaviours.
- Apply Scrum roles, events, and artefacts in a coaching context — facilitating sprint ceremonies rather than just running them.
- Use a Kanban board as a coaching tool for visualizing flow, limiting WIP, and surfacing systemic issues.
- Facilitate retrospectives that surface honest reflection and lead to real improvements.
- Navigate resistance to change using coaching rather than persuasion.
- Complete a supervised coaching demonstration as part of certification requirements.
2. Program Structure
The course runs for 10 weeks and is organized into four phases. Each phase builds on the last, moving participants from foundational concepts through to real-world application and certification.
| Phase | Theme | Focus | Weeks |
| Phase 1 | Coaching Foundations | The inner game: mindset, listening, and conversation | 1 — 3 |
| Phase 2 | Pathfinder Frameworks | Scrum and Kanban through a coaching lens | 4 — 6 |
| Phase 3 | Coaching in Practice | Facilitation, retrospectives, and change | 7 — 9 |
| Phase 4 | Certification Capstone | Portfolio, peer coaching demo, and next steps | 10 |
2.1 Weekly Format
Each week follows a consistent rhythm designed to balance independent learning with collaborative practice.
| Activity | Description | Time Commitment |
| Video Lesson | A 5–8 min introduction to the week’s topic — context, concept, and coaching angle | ~15 min (with reflection) |
| Deep-Dive Article | A rich written exploration of the topic with practical guidance | 30–45 min |
| Practical Exercise | A structured solo activity to practise the week’s skill | 30–60 min |
| Reflection Journal | A guided reflection prompt to surface personal insight | 15–20 min |
| Live Cohort Session | A 60-min facilitated group session: practice, discussion, and hot seats | 60 min (weekly) |
| Coaching Practice Log | Participants complete one 20-min peer coaching conversation per week with one of the Pathfinder Coaches or a cohort. | 20–30 min |
| Weekly Check-in Post | A brief community post sharing one insight or question from the week on the Coaches Coaching Coaches Community Space. | 10 min |
| Total estimated time per week: 3.5 to 4.5 hours. Designed to fit around a full-time work schedule. |
3. Weekly Curriculum
Phase 1: Coaching Foundations (Weeks 1–3)
| PHASE 1 — COACHING FOUNDATIONS | Weeks 1–3 Build the inner game (the internal conversation, beliefs, emotions, and mindset that either help or interfere with performance and progress.) Participants develop the mindset, listening habits, and conversational frameworks that make every other skill in this course possible. No frameworks yet — just people and presence. |
Week 1: What Is Coaching?
The Coaching Stance — Role Clarity, Mindset, and the Inner Game
Learning Outcomes
- Distinguish coaching from mentoring, consulting, training, and managing
- Describe the ICF core coaching competencies at a foundational level
- Identify personal habits that pull them out of a coaching stance
- Demonstrate the coaching stance in a brief role-play exercise
Self-Paced Content
- Video: What Makes a Coach? (The 5 Roles Every Professional Plays)
- Deep Dive: The Coaching Mindset — Why Curiosity Beats Certainty
- Practical Exercise: Role-Mode Audit — Mapping Your Default Coaching Stance
- Reflection: What Did You Think Coaching Was Before This Week?
Live Cohort Session (60 min)
- Ice-breaker: Each participant shares one situation where they defaulted to advising instead of coaching
- Facilitator introduces the Coaching Stance model (Coach / Mentor / Consultant / Teacher spectrum)
- Paired role-play: 8-minute coaching conversations with debrief
- Group reflection: What made it hard to stay in the coaching stance?
Assessment
- Coaching Role Map submission: a 1-page diagram of the 5 roles the participant plays at work and their default for each
- Reflection journal entry (minimum 150 words)
| Week 1 | Self-Paced Content | Live Cohort Session | Assessment | |
| The Coaching Stance Role clarity & mindset | Video: What Makes a Coach? Deep Dive: Coaching Mindset Practical: Role-Mode Audit Reflection journal | Intro to Coaching Stance model 8-min paired role-play Group debrief on staying curious | Coaching Role Map (1 page) Reflection journal (150+ words) |
Week 2: The Art of Listening
Presence, Active Listening, and the Three Levels of Hearing
Learning Outcomes
- Describe the three levels of listening (internal, focused, global)
- Demonstrate Level 2 and Level 3 listening in a practice conversation
- Identify their own listening blockers (advice-giving, problem-solving, judging)
- Use silence and pace as coaching tools
Self-Paced Content
- Video: Most People Listen to Reply — Here’s How to Listen to Understand
- Deep Dive: The Three Levels of Listening — What They Are and Why They Matter
- Practical Exercise: The Listening Audit — Record and Review One Conversation
- Reflection: What Do You Miss When You’re Waiting to Speak?
Live Cohort Session (60 min)
- Warm-up: Pairs practice Level 1 vs. Level 3 listening — same story, different quality of attention
- Facilitator debrief: What did you notice when someone was truly present with you?
- Listening Blockers exercise: participants name their top three and share with the group
- Silence as a tool: 60-second hold after a question — partners observe and report
Assessment
- Listening Audit: transcribe or summarize a real conversation and annotate where your attention drifted
- Reflection journal entry (minimum 150 words)
| Week 2 | Self-Paced Content | Live Cohort Session | Assessment | |
| The Art of Listening Presence & deep hearing | Video: Listen to Understand Deep Dive: Levels of Listening Practical: Listening Audit Reflection journal | Level 1 vs Level 3 demo Listening Blockers exercise 60-second silence practice | Listening Audit annotation Reflection journal (150+ words) |
Week 3: Powerful Questions and the Coaching Conversation
GROW Model, Question Frameworks, and Structuring a Full Coaching Session
Learning Outcomes
- Construct open, non-leading coaching questions at each stage of the GROW model
- Facilitate a complete 20-minute coaching conversation using GROW
- Identify the difference between coaching questions and interrogation
- Recognise when to contract the coaching conversation (purpose, process, expectations)
Self-Paced Content
- Video: The Question That Changes Everything (and How to Ask It)
- Deep Dive: GROW — A Simple Framework for Structured Coaching
- Practical Exercise: Write 5 Questions for Each GROW Stage for a Real Situation
- Reflection: What’s One Question You Wish Someone Had Asked You Lately?
Live Cohort Session (60 min)
- Mini-lecture: Contracting the coaching conversation (5 minutes)
- Triads: one coach, one coachee, one observer — 15-minute full GROW session
- Observer feedback using a structured observation sheet
- Group debrief: What questions landed? What questions accidentally led the coachee?
Assessment
- GROW Question Bank: a personal library of 20+ coaching questions, organised by GROW stage
- First Supervised Coaching Log: a written account of the triad session (what worked, what to improve)
| Week 3 | Self-Paced Content | Live Cohort Session | Assessment | |
| Powerful Questions GROW model & conversation structure | Video: The Question That Changes Deep Dive: GROW Framework Practical: Write 20 GROW Questions Reflection journal | Contracting mini-lecture GROW triads (15-min full sessions) Observer feedback debrief | GROW Question Bank (20+ questions) Supervised Coaching Log #1 |
| PHASE 2 — PATHFINDER FRAMEWORKS | Weeks 4–6 Now that participants can hold a coaching conversation, they learn the frameworks they will coach others on. Scrum and Kanban are taught through a coaching lens — not as processes to enforce, but as tools to help teams think more clearly about their work. |
Week 4: The Pathfinder Mindset
Values, Principles, and Why Pathfinder Is a Way of Thinking, Not Just a Method
Learning Outcomes
- Articulate the four values of the Pathfinder Manifesto in plain language
- Connect the 12 Pathfinder principles to real team behaviour
- Distinguish Pathfinder thinking from Pathfinder theatre (following the motions without the mindset)
- Ask coaching questions that surface an individual’s relationship with Pathfinder principles
Self-Paced Content
- Video: What the Pathfinder Manifesto Actually Says (And What Most People Miss)
- Deep Dive: The Pathfinder Mindset — Beyond the Sticky Notes and Stand-ups
- Practical Exercise: Pathfinder Values Audit — Which Values Are Present in Your Team Today?
- Reflection: When Has “Following the Process” Got in the Way of the Real Work?
Live Cohort Session (60 min)
- Opening provocation: “Pathfinder is dead” — debate in two teams (5 min)
- Facilitator: Pathfinder Manifesto values walk-through with real-world examples
- Small groups: match common team dysfunctions to the Pathfinder principle it violates
- Coaching practice: pairs coach each other on one Pathfinder principle they personally struggle to live
Assessment
- Pathfinder Values Audit: a written analysis of one real team or workplace situation through the lens of the Manifesto
- Reflection journal entry (minimum 150 words)
| Week 4 | Self-Paced Content | Live Cohort Session | Assessment | |
| The Pathfinder Mindset Values, principles & Pathfinder thinking | Video: What the Manifesto Says Deep Dive: Pathfinder Mindset Practical: Values Audit Reflection journal | Manifesto debate warm-up Dysfunction-to-principle mapping Pairs coach on one principle | Pathfinder Values Audit (written) Reflection journal (150+ words) |
Week 5: Scrum Through a Coaching Lens
Roles, Events, and Artefacts — and the Coach’s Role in Each
Learning Outcomes
- Explain the purpose of each Scrum role (Product Owner, Scrum Master, Developers)
- Describe the intent behind each Scrum event and how it can be facilitated as a coaching conversation
- Distinguish a facilitated retrospective from a status meeting dressed up as one
- Apply at least two coaching stances in a simulated Sprint Planning session
Self-Paced Content
- Video: Scrum in 5 Minutes — and the Coaching Layer on Top
- Deep Dive: The Scrum Master as Coach — What the Role Really Demands
- Practical Exercise: Sprint Ceremony Coaching Planner — Prepare One Question for Each Event
- Reflection: What Would Change If Every Sprint Review Were a Coaching Conversation?
Live Cohort Session (60 min)
- Simulation: Run a 20-minute mock Sprint Retrospective — facilitator is a participant volunteer
- Debrief: what coaching moves appeared? What was missing?
- Framework review: 3 retrospective formats (Start-Stop-Continue, 4Ls, Sailboat)
- Pairs practice: coach a colleague through resistance to the Daily Scrum
Assessment
- Sprint Ceremony Coaching Planner: for each of the 5 Scrum events, write the facilitation purpose and one coaching question to open it
- Supervised Coaching Log #2
| Week 5 | Self-Paced Content | Live Cohort Session | Assessment | |
| Scrum Through a Coaching Lens Roles, events & facilitation | Video: Scrum in 5 Minutes Deep Dive: Scrum Master as Coach Practical: Ceremony Coaching Planner Reflection journal | Mock Sprint Retrospective Retro format overview (3 methods) Pairs coach resistance to Daily Scrum | Sprint Ceremony Planner Supervised Coaching Log #2 |
Week 6: Kanban as a Coaching Tool
Flow, Visualisation, WIP Limits, and How a Board Reveals the Real Conversation
Learning Outcomes
- Design a basic Kanban board for a team or individual
- Use WIP limits to surface and coach around bottlenecks
- Facilitate a flow-review conversation using the board as the coaching artefact
- Explain the difference between Kanban as a productivity tool vs. Kanban as a team health mirror
Self-Paced Content
- Video: What Your Kanban Board Is Really Telling You
- Deep Dive: Kanban for Coaches — Reading Flow, WIP, and Blockers as Coaching Signals
- Practical Exercise: Design and Populate a Personal Kanban for One Week
- Reflection: What Does Your Current Workflow Actually Look Like? (vs. What You Thought It Did)
Live Cohort Session (60 min)
- Shared Kanban walk-through: group reviews one participant’s real or mock board
- Coaching conversation: facilitator models a board-walk coaching session live
- Small groups: identify three coaching questions triggered by what they see on the board
- Discussion: when does a Kanban board become a surveillance tool instead of a coaching tool?
Assessment
- Personal Kanban submission: a screenshot or photograph of a board used for one week, with a 200-word reflection on what the flow revealed
- Reflection journal entry
| Week 6 | Self-Paced Content | Live Cohort Session | Assessment | |
| Kanban as a Coaching Tool Flow, WIP limits & board coaching | Video: What Your Board Is Telling You Deep Dive: Kanban for Coaches Practical: Personal Kanban week Reflection journal | Live board-walk coaching demo Small group: questions from the board Discussion: coaching vs. surveillance | Personal Kanban + 200-word reflection Reflection journal |
| PHASE 3 — COACHING IN PRACTICE | Weeks 7–9 Participants apply everything they have learned in more complex, messy, real-world coaching situations: facilitating teams, supporting individuals, and navigating the inevitable resistance that comes with change. |
Week 7: Facilitating Teams
Retrospectives, Psychological Safety, and Coaching the Group
Learning Outcomes
- Facilitate a retrospective that produces genuine insight rather than a to-do list
- Create the conditions for psychological safety in a team meeting
- Distinguish facilitation from chairing, presenting, or moderating
- Use coaching questions to move a group from venting to problem-solving
Self-Paced Content
- Video: The Retrospective That Actually Changed Something
- Deep Dive: Psychological Safety — What It Is, What Kills It, and How to Build It
- Practical Exercise: Design a 45-Minute Retrospective Using the 5-Stage Retrospective Structure
- Reflection: Think of a Team You’ve Been Part Of — What Made It Safe (or Unsafe) to Speak?
Live Cohort Session (60 min)
- Participant-led retrospective: a volunteer participant facilitates the entire session using their designed retro
- Observer debrief: group uses the Retromat observation rubric
- Facilitator coaching: what one move would have changed everything?
- Sharing circle: each person names one psychological safety practice they will use next week
Assessment
- Retrospective Design: a complete facilitation plan for a 45-minute retrospective including objective, format, questions, and expected outcomes
- Supervised Coaching Log #3 (team coaching context)
| Week 7 | Self-Paced Content | Live Cohort Session | Assessment | |
| Facilitating Teams Retrospectives & psychological safety | Video: The Retro That Changed Things Deep Dive: Psychological Safety Practical: Design a Full Retrospective Reflection journal | Participant-led full retrospective Observer rubric debrief Safety practice sharing circle | Retrospective Design Plan Supervised Coaching Log #3 |
Week 8: Coaching Individuals
1-on-1 Conversations, Growth Conversations, and Coaching Through Stuck
Learning Outcomes
- Prepare and facilitate a structured 1-on-1 coaching conversation
- Identify when someone is stuck vs. resistant vs. genuinely uncertain — and adjust accordingly
- Use the GROW model in a 20-minute 1-on-1 context
- Avoid the most common 1-on-1 pitfalls: status reporting, advice-giving, and solving for the person
Self-Paced Content
- Video: The 1-on-1 That’s Worth Having (vs. the Status Update in Disguise)
- Deep Dive: Coaching Individuals — How to Make Every Conversation Count
- Practical Exercise: Prepare a Personalised 1-on-1 Agenda for a Real or Hypothetical Coachee
- Reflection: When Did Someone Truly Invest in Your Development? What Did They Do?
Live Cohort Session (60 min)
- Hot seat coaching: two volunteers each receive a live 15-minute coaching session from a peer
- Observer panel: group watches and notes coaching moves in real time
- Group debrief: specific moves that opened the conversation vs. closed it
- Personalised coaching prep tool: introduction to the 1-on-1 Coaching Personalizer
Assessment
- 1-on-1 Coaching Plan: a complete personalised session agenda for one coachee, following the coaching personalizer framework
- Supervised Coaching Log #4
| Week 8 | Self-Paced Content | Live Cohort Session | Assessment | |
| Coaching Individuals 1-on-1s & growth conversations | Video: The 1-on-1 Worth Having Deep Dive: Coaching Individuals Practical: 1-on-1 Agenda Prep Reflection journal | Live hot-seat coaching (x2) Observer panel debrief Intro to 1-on-1 Personalizer tool | Personalised 1-on-1 Coaching Plan Supervised Coaching Log #4 |
Week 9: Navigating Resistance
Change, Pushback, and Coaching Through the Difficult Conversations
Learning Outcomes
- Distinguish resistance from objection from genuine concern — and respond appropriately to each
- Apply the Immunity to Change framework to surface hidden competing commitments
- Stay in a coaching stance when someone pushes back hard on Pathfinder practices
- Coach a leader who is inadvertently undermining an Pathfinder team
Self-Paced Content
- Video: Why Smart People Resist Change (and What to Do About It)
- Deep Dive: The Immunity to Change — Coaching the Gap Between Intention and Behaviour
- Practical Exercise: Your Own Immunity to Change Map — Apply the Framework to One Personal Goal
- Reflection: What Change Are You Resisting Right Now? What’s It Protecting?
Live Cohort Session (60 min)
- Case study: a product manager is sceptical about retrospectives and dismisses the team’s feedback — how do you coach them?
- Fishbowl coaching: one coach works live with the resistance scenario; group observes
- Debrief: what opened the door? What would have closed it?
- Paired practice: each person coaches a partner through their personal Immunity to Change map
Assessment
- Resistance Coaching Plan: a written plan for one real or hypothetical resistance scenario, including the likely competing commitment, three coaching questions to surface it, and how you would sustain the conversation
- Supervised Coaching Log #5
| Week 9 | Self-Paced Content | Live Cohort Session | Assessment | |
| Navigating Resistance Change, pushback & difficult conversations | Video: Why Smart People Resist Deep Dive: Immunity to Change Practical: Own ITC Map Reflection journal | Case study: resistant PM Fishbowl coaching live demo Pairs: coach ITC map | Resistance Coaching Plan Supervised Coaching Log #5 |
| PHASE 4 — CERTIFICATION CAPSTONE | Week 10 Participants bring together everything they have built — their coaching skills, Pathfinder knowledge, and supervised practice log — for a final portfolio review and a live peer coaching demonstration. |
Week 10: Capstone — Integration and Certification
Portfolio Review, Peer Coaching Demonstration, and Next Steps
Learning Outcomes
- Present a complete coaching portfolio demonstrating growth over 10 weeks
- Deliver a 20-minute supervised peer coaching demonstration with observer feedback
- Articulate a personal coaching philosophy in a clear, concise statement
- Identify the next step in their coaching development journey
Self-Paced Content
- Video: Your Coaching Journey From Here — What the Certificate Means and What It Doesn’t
- Reflection Guide: Completing Your Portfolio and Writing Your Coaching Philosophy Statement
- Resource List: Pathways to ICF credentialing, CSM, ICP-ACC, and advanced Pathfinder coaching programs
Live Capstone Session (90 min — extended this week)
- Portfolio share: each participant presents their three strongest coaching moments from the course (2 min each)
- Peer coaching demonstrations: rotating pairs, 20 minutes each, with structured observer feedback
- Facilitator: overall cohort debrief and acknowledgement
- Next steps: each participant states one commitment for the 30 days following graduation
Certification Requirements
- Completion of all 9 weekly reflection journal entries
- Submission of all 5 Supervised Coaching Logs
- Submission of the 7 assessed assignments (Role Map, Listening Audit, GROW Question Bank, Pathfinder Values Audit, Sprint Ceremony Planner, Personal Kanban, Retrospective Design)
- Completion of the Peer Coaching Demonstration (minimum score: Competent on all four rubric dimensions)
- Submission of a 300-word Personal Coaching Philosophy Statement
4. Assessment Framework
Assessment in this course is designed to reflect real coaching practice. There are no exams. Instead, participants are assessed through a portfolio of evidence — practical work, reflective writing, and observed performance.
4.1 Assessment Components
| Component | What It Demonstrates | Weight / Requirement |
| Reflection Journals (x9) | Self-awareness, honest reflection, growth over time | Required (pass/fail) |
| Supervised Coaching Logs (x5) | Application of coaching skills in real conversations | Required (pass/fail) |
| Assigned Assessments (x7) | Knowledge application and practical skill | Required (all must be submitted) |
| Personal Coaching Philosophy | Integration of learning into a coherent coaching identity | Required (300+ words) |
| Peer Coaching Demonstration | Live coaching competence observed and assessed by peers and facilitator | Required (Competent on all 4 dimensions) |
| Community Participation | Engagement with cohort, sharing questions and insights | Strongly encouraged (not gated) |
4.2 Peer Coaching Demonstration Rubric
The final peer coaching demonstration is assessed against four dimensions. Participants must achieve a Competent rating on all four to receive the certificate.
| Dimension | Developing | Competent | Exceptional |
| Presence & Listening | Frequently distracted; offers advice unprompted | Demonstrates focused attention; resists advice-giving | Creates genuine safety; the coachee noticeably opens up |
| Questioning Quality | Questions are leading or closed; breaks the coachee’s thinking | Uses open questions; follows the coachee’s language | Questions produce visible shifts in the coachee’s perspective |
| Conversation Structure | Unclear agenda; conversation wanders without direction | Uses GROW or equivalent to hold a purposeful arc | Adapts structure fluidly while keeping a clear through-line |
| Pathfinder Coaching Awareness | Does not connect coaching to Pathfinder context | Names relevant Pathfinder concepts accurately when appropriate | Weaves Pathfinder insight naturally into coaching without over-teaching |
5. Coaching Practice Requirements
Coaching cannot be learned by reading about it. This course requires participants to practise coaching outside of class every week. The supervised coaching log is the mechanism for tracking that practice.
| Minimum practice requirement: 5 documented coaching conversations across the 10 weeks, submitted as Supervised Coaching Logs. Each log should record the context, what you tried, what happened, and what you would do differently. |
5.1 Supervised Coaching Log Format
Each log entry should cover the following:
Coachee Context: Who you coached (role, not name), what they brought to the session, and the emotional tone at the start
Your Intention: What coaching approach or skill you set out to practise in this session
What You Tried: Specific questions or moves you used, and at what point in the conversation
What Happened: How the coachee responded, what shifted (if anything), and how the conversation ended
What You Would Do Differently: One specific change you would make if you could run the session again
Connection to Course Content: Which week’s learning did this session draw on most?
5.2 Peer Coaching Pairs
Each participant will be paired with a peer coaching partner at the start of the program. Pairs are encouraged to:
- Schedule one 20-minute coaching conversation per week (alternating who coaches)
- Use the Supervised Coaching Log to capture each session
- Share one reflection per week in the cohort community
- Support each other’s certification preparation in the final two weeks
6. Certification
Graduates who meet all certification requirements receive the Pathfinder Campus Pathfinder Coaching Foundations Certificate.
6.1 What the Certificate Demonstrates
- Understanding of the ICF coaching stance and core competencies at a foundational level
- Practical skill in the GROW model, active listening, and powerful questioning
- Working knowledge of the Pathfinder Manifesto, Scrum, and Kanban through a coaching lens
- A portfolio of supervised coaching practice (minimum 5 documented conversations)
- Live coaching competence demonstrated in a peer coaching observation
6.2 Pathways After This Certificate
This certificate is designed as a solid entry point into the Pathfinder coaching profession. Graduates are well-positioned to pursue:
- ICF Associate Certified Coach (ACC): Requires 100 hours of coach-specific training and 100 hours of coaching experience. This course contributes toward the training requirement.
- Certified ScrumMaster (CSM): A two-day Scrum Alliance certification that deepens Scrum knowledge. Graduates of this course are well-prepared for the CSM exam.
- ICAgile Certified Professional — Pathfinder Coaching (ICP-ACC): A competency-based certification focused specifically on Pathfinder coaching. This course covers the majority of the ICP-ACC learning objectives.
- Pathfinder Campus Advanced Pathfinder Coaching (Coming 2026): A follow-on program covering organizational coaching, scaling Pathfinder, and coaching leadership teams.
7. Facilitator Notes
7.1 Holding the Space
This course asks participants to be vulnerable — to practise being coached, to reflect honestly, and to try new behaviours in front of their peers. The facilitator’s job is to model the very coaching presence they are teaching.
- Open every live session with a check-in that allows people to arrive before the content starts
- Name the emotional dimensions of coaching — this work is personal, and that is a feature not a bug
- Celebrate imperfect attempts alongside polished ones — the learning is in the trying
- Create explicit safety for participants to say “I don’t know” or “that didn’t work”
7.2 The Coaching-First Rule
Every facilitated session should spend more time in practice than in lecture. The general guideline is 70% practice and coaching conversation, 30% content delivery. If the group is engaged in a live coaching moment, let the content wait.
7.3 Personalising the 1-on-1 Coaching Track
If the cohort is paired with a dedicated coach (rather than relying solely on peer coaching), use the 1-on-1 Coaching Personalizer tool to prepare tailored agendas for each participant. Key signals to track across the cohort:
- Whether participants are completing their practice logs consistently (engagement signal)
- Which coaching dimension each person finds hardest (personalisation signal)
- Whether someone has gone quiet in the community (possible disengagement — reach out proactively)
- Who is ready to take on a facilitation role in cohort sessions (acceleration signal)
7.4 Pathfinder Anti-Patterns to Watch For
Even in a coaching-focused program, participants can fall into Pathfinder anti-patterns. Watch for:
- Pathfinder theatre: Going through the motions of Scrum or retrospectives without genuine reflection
- Advice dressed as questions: “Have you thought about just… [solution]?” — not a coaching question
- Retrospective fatigue: Treating retros as boxes to check rather than conversations worth having
- Framework fixation: Over-relying on GROW or Scrum structure and losing sight of the human in the room
8. Recommended Resources
8.1 Essential Reading
- Co-Active Coaching by Henry Kimsey-House et al. — The foundational text on coaching presence and the co-active model.
- Coaching Agile Teams by Lyssa Adkins — The defining book on Pathfinder coaching. Required context for any aspiring Pathfinder coach.
- The Scrum Guide by Ken Schwaber and Jeff Sutherland (free at scrumguides.org) — The authoritative source on Scrum.
- Kanban: Successful Evolutionary Change by David J. Anderson — The original Kanban methodology text.
- Immunity to Change by Robert Kegan and Lisa Laskow Lahey — The theoretical foundation for Week 9.
8.2 Online Tools and References
- retromat.org — A searchable library of retrospective activities
- liberatingstructures.com — 33 facilitation methods for groups — excellent for cohort session design
- ICF Core Competencies (coachingfederation.org) — The global standard for coaching competence, referenced throughout this course
- Pathfinder Campus AI Coaching Tools — Available at pathfindercampus.ca/tools — use alongside each week’s content
8.3 Pathfinder Campus Content Alignment
The following Pathfinder Campus Career Compass blog posts are directly relevant to this course and can be assigned as supplementary reading:
- Self-Awareness & Career Direction — for coaching presence and values clarity (Weeks 1–3)
- Strengths & Skills — for coaching individuals around what they bring (Week 8)
- Communication & Influence — for coaching conversations in difficult situations (Week 9)
- Professional Growth & Development — for the certification pathway discussion (Week 10)
Appendix A: Supervised Coaching Log Template
| Instructions: Complete one log after each of your five required coaching conversations. Be specific — the more detail you include, the more useful this is as a learning record. |
Date: _______________________
Session Number: _______________________ (1 of 5)
Conversation length: _______________________ minutes
Coachee Context
Who you coached (role only, no names). What they brought to the conversation. The emotional tone at the start.
Your Intention
What skill or approach did you set out to practise in this session?
What You Tried
Specific questions or moves you used, and when in the conversation.
What Happened
How the coachee responded. What shifted. How the conversation ended.
What You Would Do Differently
One specific change if you could run the session again.
Connection to Course Content
Which week’s learning did this session draw on most? What did it confirm or challenge?
Appendix B: Personal Coaching Philosophy Guide
Your Personal Coaching Philosophy is a 300-word statement submitted as part of your certification portfolio. It should capture what you believe about coaching, what kind of coach you are becoming, and what the people you coach can expect from you.
Use the following prompts to draft your statement:
- What do you believe is the purpose of coaching? What is it for — and equally, what is it not for?
- What kind of presence do you want to bring to coaching conversations? How do you want the person across from you to feel?
- What coaching principles matter most to you personally — and why?
- How do you see the relationship between Pathfinder frameworks and the human beings using them?
- What are you still learning? Where do you know you have growing to do?
| A coaching philosophy is not a mission statement or a marketing pitch. It is an honest account of what you stand for and who you are becoming as a coach. Write it for yourself first. |
Pathfinder Campus
Pathfinder Coaching Foundations Certificate Program
PATHFINDER CAMPUS
Professional Development Series
Pathfinder Coaching Foundations
Certificate Program
A 10-Week Hybrid Learning Journey for Aspiring Coaches
| Duration | 10 Weeks |
| Format | Hybrid (Self-Paced + Live Cohort) |
| Audience | Beginners / New Coaches |
| Focus Areas | Coaching Mindset & Pathfinder Frameworks |
| Credential | PFC Pathfinder Coaching Certificate |
pathfindercampus.ca
Appendix C: ICF Core Coaching Competencies
1. Demonstrates Ethical Practice
- Understands and applies coaching ethics and standards
- Maintains confidentiality
- Knows when to refer or step outside the coaching role
👉 In your context:
Don’t drift into “teaching” or “advising” when you’re supposed to be coaching.
2. Embodies a Coaching Mindset
- Stays open, curious, flexible
- Manages personal biases and judgments
- Engages in self-reflection
👉 This is pure inner game for the coach.
3. Establishes and Maintains Agreements
- Clarifies what the client wants to achieve
- Sets expectations for the session or relationship
👉 Simple but critical:
“What do you want to walk away with today?”
4. Cultivates Trust and Safety
- Creates a space where the client feels respected and comfortable
- Shows empathy and genuine interest
👉 Especially important for your students who lack confidence.
5. Maintains Presence
- Fully focused and attentive
- Comfortable with silence
- Adapts in the moment
👉 This is harder than it sounds—most people rush to “fix.”
6. Listens Actively
- Hears what is said—and what is not said
- Picks up on tone, emotion, patterns
- Reflects back clearly
👉 Not just listening for content—listening for meaning.
7. Evokes Awareness
- Uses powerful questions
- Helps the client see new perspectives
- Challenges assumptions constructively
👉 This is the core of coaching.
Example shift:
- Weak: “Have you tried applying to hotels?”
- Strong: “What’s actually stopping you from applying to roles you’re qualified for?”
8. Facilitates Client Growth
- Supports action and accountability
- Helps translate insight into next steps
- Encourages ownership
👉 Insight without action is useless. This closes the loop.
The Structure
ICF groups these into 4 clusters:
Foundation
- Ethical Practice
- Coaching Mindset
Co-Creating the Relationship
- Agreements
- Trust & Safety
Communicating Effectively
- Presence
- Listening
- Awareness
Cultivating Learning & Growth
- Growth facilitation
- Guide thinking rather than supplying answers
Appendix D: Coaching Checklist
Before the Session (Set the Foundation)
☐ I am clear on my role as a coach (not teaching or advising unless agreed)
☐ I have reviewed any prior notes or context
☐ I am mentally present and not distracted
☐ I have set aside personal judgments or assumptions
1. Ethical Practice
☐ I maintain confidentiality at all times
☐ I stay within my scope as a coach
☐ I avoid giving advice unless explicitly agreed
☐ I act with honesty and professionalism
2. Coaching Mindset
☐ I remain curious, open, and non-judgmental
☐ I focus on the client, not my own experiences
☐ I am comfortable not having the answer
☐ I adapt based on what the client needs
3. Establish Agreement
☐ I ask: “What would you like to focus on today?”
☐ I clarify the desired outcome for the session
☐ I confirm what success looks like before proceeding
4. Build Trust & Safety
☐ I create a respectful, supportive environment
☐ I acknowledge the client’s experiences and feelings
☐ I allow the client to speak without interruption
☐ I show genuine interest and empathy
5. Maintain Presence
☐ I am fully focused (no multitasking)
☐ I allow silence when needed
☐ I follow the client’s lead rather than forcing direction
☐ I stay flexible and responsive in the moment
6. Active Listening
☐ I listen for meaning, not just words
☐ I notice tone, hesitation, and emotion
☐ I reflect back key points clearly
☐ I avoid interrupting or jumping ahead
7. Evoke Awareness
☐ I ask open-ended, thought-provoking questions
☐ I challenge assumptions respectfully
☐ I help the client see new perspectives
☐ I avoid leading or “fixing”
8. Facilitate Growth
☐ I help the client identify clear next steps
☐ I confirm what actions they will take
☐ I support accountability
☐ I reinforce progress and learning
End of Session Reflection (Coach Self-Check)
☐ Did the client do most of the thinking and talking?
☐ Did I avoid slipping into teaching or advising?
☐ Did the client leave with clarity and direction?
☐ What would I improve next time?