ICF PCC Credential Practice Exam Questions

Claude.ai Prompt from April 2025: using the example questions and responses from the ICF along with the pcc markers, competencies and ethics, please create 20 practice exam questions in the same format (case, four answers, one best, one worst), after giving all the cases and answer choices, please reveal the best and worst options for each along with why (which competencies or ethics they respond to).

These practice questions are based on the ICF Core Competencies, PCC Markers, and Code of Ethics. Each question presents a coaching scenario with four possible responses. For each scenario, you'll need to identify the BEST response and the WORST response based on ICF standards and principles.

Question 1

A client is working with a coach to improve their work-life balance. The client works for a company that the coach previously worked for and still has connections to. During the session, the client begins to share confidential information about an upcoming product launch that could significantly impact the company's stock price. What should the coach do?

Stop the client immediately and remind them not to share confidential information since the coach still knows people at the company.
Allow the client to continue sharing, but make a mental note not to discuss this information with anyone else.
Interrupt the client gently to clarify the coaching agreement regarding confidentiality and potential conflicts of interest.
Listen to the information and then use it to provide concrete advice about how the client could better manage their role in the product launch.

Question 2

A coach is working with a client who is dealing with challenges leading their team. Midway through the session, the client mentions feeling anxious lately and wonders if they might have an anxiety disorder. The coach has a background in clinical psychology but is currently functioning solely as a coach. What should the coach do?

Draw on their psychology background to explore possible symptoms of anxiety disorder with the client.
Acknowledge the client's concern and suggest they speak with a licensed mental health professional about their anxiety.
Redirect the conversation back to the team leadership challenges, noting that anxiety is outside the scope of coaching.
Share a personal story about dealing with anxiety to normalize the client's experience and build trust.

Question 3

A coaching client arrives for their session visibly upset. When asked what they want to focus on today, the client says, "I had a terrible argument with my colleague yesterday, and I'm still fuming about it. I want to get even with them for making me look bad in front of the team." What should the coach do?

Suggest the client count to ten before responding to the colleague in the future to manage their anger better.
Ask the client to describe the argument in detail so they can process their emotions about it.
Explore what the client means by "getting even" and offer alternative approaches to address the situation.
Acknowledge the client's feelings and ask what they would like to accomplish in today's session regarding this situation.

Question 4

A coach is working with a new client who recently started their own business. During the contracting process, the client mentions they have a limited budget for coaching and asks if the coach can provide specific business advice about marketing strategies and financial planning since they can't afford to hire separate consultants. What should the coach do?

Offer to provide some business consulting along with coaching since the client has budget constraints and needs comprehensive support.
Explain the difference between coaching and consulting, explore what the client hopes to gain from the relationship, and partner with them to design a coaching agreement that serves their actual needs.
Refer the client to a business consultant who charges lower rates, since consulting seems to be what they really need.
Offer a reduced coaching rate and agree to include some business advice to help the client get the support they need within their budget.

Question 5

During a coaching session, a client shares that they are considering leaving their spouse but haven't told them yet. The coach notices they feel uncomfortable with this topic as they recently went through a divorce themselves. What should the coach do?

Share their own divorce experience to help the client understand what they might expect.
Redirect the conversation to a work-related topic where the coach feels more comfortable.
Acknowledge their own discomfort internally, maintain presence, and focus on what the client wants to explore about this decision.
Suggest the client speak with a marriage counselor instead, as this is beyond the scope of coaching.

Question 6

A coach has been working with a client for six months. The client has made significant progress toward their goals of becoming more assertive and taking on leadership opportunities. During a session, the client shares excitedly, "I finally stood up to my manager about that project I told you about! I used exactly what we practiced in our last session." What should the coach do?

Compliment the client on their progress and congratulate them for applying the coach's advice successfully.
Ask the client how they feel about this accomplishment and what they learned from the experience.
Share with the client how proud the coach is of their growth and suggest the next area they should focus on.
Make a note of the client's success to include in their progress report for the sponsoring organization.

Question 7

A client who works in the same industry as the coach shares during a session that they are considering joining a company that competes directly with a business the coach owns a small stake in. The coach has not previously disclosed this investment to the client. What should the coach do?

End the coaching relationship immediately due to the conflict of interest.
Not mention the investment but redirect the client's career exploration in a different direction.
Disclose the potential conflict of interest and discuss with the client how they would like to proceed.
Continue coaching but avoid discussing anything related to the competing company.

Question 8

A coach notices that their client repeatedly uses the phrase "I should" when discussing career goals. The coach recognizes this might indicate an external motivation rather than internal desire. What should the coach do?

Point out this pattern directly and explain to the client that "should" often indicates unhealthy external pressure.
Ignore the pattern and focus only on helping the client achieve the stated goals.
Ask the client what "should" means to them when they use it in relation to their goals.
Reframe the client's statements using "want to" instead of "should" to model more empowering language.

Question 9

A client has been working with a coach on building confidence in public speaking. In today's session, the client reports having successfully delivered a presentation to senior executives. As they describe the experience, the coach notices the client's energy shifts dramatically when mentioning questions from one particular executive. What should the coach do?

Make a note of the energy shift but continue with the planned session agenda.
Ask the client directly what about that executive's questions made them uncomfortable.
Share the observation about the energy shift and invite the client to explore what might be happening there if they choose.
Suggest specific techniques for handling difficult questions from intimidating executives in the future.

Question 10

A coaching client has been working on improving their work-life balance. At the beginning of a session, they share, "I've been reflecting on our last few sessions, and I realize I need to focus more on my relationship with my teenager rather than just my work challenges." What should the coach do?

Remind the client that their coaching agreement focuses on work-life balance, so discussing their relationship with their teenager is appropriate.
Ask the client to say more about what they've realized about their relationship with their teenager.
Acknowledge the client's new awareness and ask how they would like to use today's session.
Suggest they focus on work challenges first and then address the relationship with their teenager if time permits.

Question 11

A coach is working with a client who is exploring career options. The client mentions interest in the coach's profession, saying, "I'm curious about becoming a coach myself. Would you be willing to share your experiences about how you got started?" What should the coach do?

Decline to share personal experiences to maintain appropriate boundaries in the coaching relationship.
Share their full career journey to help the client make an informed decision.
Acknowledge the client's interest briefly, offer to discuss it after the session ends if desired, and redirect to the client's agenda for the current session.
Suggest the client schedule a separate mentoring session where the coach can share experiences for an additional fee.

Question 12

A client has been working with a coach on developing their leadership skills. During a session, the client shares that they implemented a suggestion the coach made in the previous session, but it didn't work well. The coach feels defensive about their suggestion being criticized. What should the coach do?

Explain to the client why the suggestion should have worked and explore what the client might have done incorrectly.
Apologize for giving advice that didn't work and promise to be more careful with suggestions in the future.
Acknowledge the client's experience, set aside their own defensiveness, and explore what the client learned from the situation.
Suggest a different approach that might work better given what happened.

Question 13

A coach has been working with a client for several months on improving their communication skills. The client has mentioned previously that they have dyslexia, which sometimes impacts how they process written information. Today, the coach has prepared a written exercise for the client. What should the coach do?

Proceed with the exercise as planned since the client hasn't specifically requested accommodations.
Scrap the exercise entirely and quickly develop a verbal alternative.
Acknowledge the prepared exercise and ask the client how they would prefer to approach it given their processing style.
Send the exercise to the client ahead of time so they can prepare for it before the session.

Question 14

A coach is working with a client who is exploring a career change. The client mentions they're considering entering the field where the coach has extensive expertise and industry connections. What should the coach do?

Immediately offer to connect the client with people in the coach's network to help advance their career.
Ask the client what they find appealing about this field and how it connects to their values and strengths.
Share detailed advice about how to succeed in this industry based on the coach's experience.
Warn the client about the challenges in this field and suggest they consider alternatives.

Question 15

A client is working with a coach on improving their time management skills. At the start of the session, the client says, "I've tried everything we've discussed so far, and nothing is working. I'm still constantly overwhelmed and behind on deadlines." The coach notices the client sounds frustrated and defeated. What should the coach do?

Provide the client with additional time management techniques that have worked for other clients.
Suggest that the client might need to try harder to implement the strategies they've discussed.
Acknowledge the client's frustration and ask what they believe is at the core of their time management challenges.
Recommend the client seek help from a productivity specialist who can provide more targeted advice.

Question 16

A coach has been working with a client who is striving to improve their health. The client has previously shared that they've struggled with an eating disorder. During today's session, the client mentions they've started a new restrictive diet and exercise regimen that raises concerns for the coach about potentially unhealthy behaviors. What should the coach do?

Express concern about the potentially harmful nature of the diet and suggest healthier alternatives.
Ask what motivated the client to start this specific diet and exercise regimen and what they hope to gain from it.
Remind the client of their history with eating disorders and caution against returning to harmful patterns.
Celebrate the client's commitment to their health goals and encourage them to stick with the new regimen.

Question 17

A coach is working with a client who is preparing to ask for a promotion. During the session, the client asks, "What would you say if you were me? You've coached other people through this successfully." What should the coach do?

Share a script that has worked well for other clients in similar situations.
Decline to provide specific wording but offer general principles for having such conversations.
Ask the client what they think would be most effective given their relationship with their manager.
Role-play the conversation with the client, taking the manager's role to help the client practice.

Question 18

A coach notices that during several sessions, their client frequently mentions feeling inadequate compared to colleagues. However, the client never directly states they want to work on self-confidence issues. What should the coach do?

Directly point out the pattern and suggest they work on building self-confidence in future sessions.
Continue coaching on the topics the client brings up without mentioning the observed pattern.
Share the observation about the recurring theme and ask if the client would like to explore it further.
Provide the client with resources about impostor syndrome without explicitly discussing the observed pattern.

Question 19

A client has been working with a coach for several months on developing their public speaking skills. The client is a high-ranking government official who frequently gives press conferences. Today, the client shares they have to address a controversial policy decision at an upcoming press conference and asks, "How do I avoid answering questions about the negative impacts of this policy?" What should the coach do?

Suggest specific deflection techniques that politicians commonly use in press conferences.
Explore why the client wants to avoid these questions and what concerns them about addressing the negative impacts.
Explain that avoiding questions could damage the client's credibility and insist on transparency.
Share personal political views about the policy to help the client see different perspectives.

Question 20

A coach is in the final session with a client who has been working on transitioning to a leadership role. The client has made significant progress over their six-month engagement. At the end of the session, the client says, "I couldn't have done this without you. You've completely changed how I see myself as a leader." What should the coach do?

Thank the client for the compliment and agree that the coaching partnership was transformative.
Redirect the credit back to the client and acknowledge their hard work and commitment to their development.
Suggest the client might benefit from continuing the coaching relationship to solidify their leadership identity.
Downplay the impact of coaching and remind the client that they did all the work themselves.

Answers and Explanations

Question 1

BEST: Interrupt the client gently to clarify the coaching agreement regarding confidentiality and potential conflicts of interest.

This aligns with ICF Core Competencies: Demonstrates Ethical Practice and Establishes and Maintains Agreements. The coach is addressing the potential conflict of interest and ensuring clear boundaries around confidentiality.

WORST: Listen to the information and then use it to provide concrete advice about how the client could better manage their role in the product launch.

This violates ICF Code of Ethics regarding confidentiality and conflicts of interest (Sections 2.1, 2.3, and 3.2). The coach would be using confidential information inappropriately and stepping into an advice-giving role rather than coaching.

Question 2

BEST: Acknowledge the client's concern and suggest they speak with a licensed mental health professional about their anxiety.

This aligns with ICF Core Competencies: Demonstrates Ethical Practice, specifically maintaining the distinctions between coaching and other support professions. The coach recognizes the boundaries of their role as a coach versus a mental health professional.

WORST: Draw on their psychology background to explore possible symptoms of anxiety disorder with the client.

This violates the ICF Code of Ethics Section 3.7, which requires professionals to disclose when they are acting in a capacity other than that of an ICF professional. The coach would be inappropriately blending roles rather than maintaining clear boundaries between coaching and psychology.

Question 3

BEST: Acknowledge the client's feelings and ask what they would like to accomplish in today's session regarding this situation.

This aligns with ICF Core Competencies: Maintains Presence, Listens Actively, and Establishes and Maintains Agreements. The coach acknowledges the client's emotions while helping them clarify their desired outcome for the session.

WORST: Suggest the client count to ten before responding to the colleague in the future to manage their anger better.

This violates the coaching mindset by moving into advice-giving rather than partnering with the client. It doesn't align with Evokes Awareness (Competency 7) as it provides a solution rather than supporting the client's own exploration.

Question 4

BEST: Explain the difference between coaching and consulting, explore what the client hopes to gain from the relationship, and partner with them to design a coaching agreement that serves their actual needs.

This aligns with ICF Core Competencies: Demonstrates Ethical Practice (maintaining distinctions between coaching and other professions) and Establishes and Maintains Agreements. The coach is being transparent about their role while partnering with the client to understand their true needs and co-create an appropriate agreement.

WORST: Offer to provide some business consulting along with coaching since the client has budget constraints and needs comprehensive support.

This violates ICF Code of Ethics Section 3.7, which requires coaches to disclose when they are acting in a capacity other than that of an ICF professional. The coach is blending roles inappropriately and potentially compromising both the coaching relationship and professional boundaries. It also fails to maintain the distinctions between coaching and other support professions (Core Competency 1: Demonstrates Ethical Practice).

Question 5

BEST: Acknowledge their own discomfort internally, maintain presence, and focus on what the client wants to explore about this decision.

This aligns with ICF Core Competencies: Embodies a Coaching Mindset and Maintains Presence. The coach is demonstrating self-awareness while remaining fully present for the client's agenda.

WORST: Share their own divorce experience to help the client understand what they might expect.

This shifts the focus to the coach rather than the client and may introduce bias. It does not align with Cultivates Trust and Safety (Competency 4) as it could compromise the client-centered approach.

Question 6

BEST: Ask the client how they feel about this accomplishment and what they learned from the experience.

This aligns with ICF Core Competencies: Evokes Awareness and Facilitates Client Growth. The coach is inviting the client to reflect on their experience and gain insights.

WORST: Compliment the client on their progress and congratulate them for applying the coach's advice successfully.

This mischaracterizes the coaching relationship by taking credit for the client's success and framing previous coaching as "advice." It doesn't align with Embodies a Coaching Mindset, which acknowledges clients are responsible for their own choices.

Question 7

BEST: Disclose the potential conflict of interest and discuss with the client how they would like to proceed.

This aligns with ICF Code of Ethics Section 3.2 regarding managing conflicts of interest through coaching agreements and ongoing dialogue. The coach is being transparent and partnering with the client to determine next steps.

WORST: Not mention the investment but redirect the client's career exploration in a different direction.

This violates the ICF Code of Ethics Section 3.1 regarding awareness and discussion of potential conflicts of interest. The coach is manipulating the client's agenda to serve their own interests rather than being transparent.

Question 8

BEST: Ask the client what "should" means to them when they use it in relation to their goals.

This aligns with ICF Core Competencies: Listens Actively and Evokes Awareness. The coach is exploring the client's language and inviting deeper reflection without imposing assumptions.

WORST: Point out this pattern directly and explain to the client that "should" often indicates unhealthy external pressure.

This moves into an interpretive/advice-giving mode rather than allowing the client to explore their own language. It doesn't align with Evokes Awareness (Competency 7) as it provides interpretation rather than supporting the client's own reflection.

Question 9

BEST: Share the observation about the energy shift and invite the client to explore what might be happening there if they choose.

This aligns with ICF Core Competencies: Listens Actively (specifically marker 6.4: "Coach explores the client's energy shifts") and Maintains Presence. The coach notices and shares observations while respecting the client's choice to explore.

WORST: Suggest specific techniques for handling difficult questions from intimidating executives in the future.

This moves into advice-giving rather than coaching. It doesn't align with Evokes Awareness (Competency 7) as it provides solutions rather than supporting the client's exploration and insights.

Question 10

BEST: Acknowledge the client's new awareness and ask how they would like to use today's session.

This aligns with ICF Core Competencies: Establishes and Maintains Agreements and Listens Actively. The coach honors the client's insight while partnering to determine the focus for the current session.

WORST: Suggest they focus on work challenges first and then address the relationship with their teenager if time permits.

This does not honor the client's agenda and imposes the coach's priorities. It fails to align with Maintains Presence (specifically marker 5.3: "Coach partners with the client by supporting the client to choose what happens in this session").

Question 11

BEST: Acknowledge the client's interest briefly, offer to discuss it after the session ends if desired, and redirect to the client's agenda for the current session.

This aligns with ICF Core Competencies: Establishes and Maintains Agreements and Maintains Presence. The coach honors the coaching agreement while offering a separate space to address the client's interest in coaching.

WORST: Suggest the client schedule a separate mentoring session where the coach can share experiences for an additional fee.

This could be perceived as self-serving and does not align with the ICF Code of Ethics Section 3.8 regarding disclosure of compensation for referrals. It shifts the focus away from the client's needs.

Question 12

BEST: Acknowledge the client's experience, set aside their own defensiveness, and explore what the client learned from the situation.

This aligns with ICF Core Competencies: Embodies a Coaching Mindset (specifically the ability to regulate emotions) and Evokes Awareness. The coach maintains a client-centered approach despite their personal reaction.

WORST: Explain to the client why the suggestion should have worked and explore what the client might have done incorrectly.

This demonstrates defensiveness rather than presence and places blame on the client. It doesn't align with Cultivates Trust and Safety or Maintains Presence (Competencies 4 and 5).

Question 13

BEST: Acknowledge the prepared exercise and ask the client how they would prefer to approach it given their processing style.

This aligns with ICF Core Competencies: Cultivates Trust and Safety and Embodies a Coaching Mindset. The coach demonstrates sensitivity to the client's needs while partnering with them to determine the best approach.

WORST: Proceed with the exercise as planned since the client hasn't specifically requested accommodations.

This fails to demonstrate sensitivity to the client's previously shared information and doesn't align with Cultivates Trust and Safety (specifically marker 4.2: "Coach shows support, empathy or concern for the client").

Question 14

BEST: Ask the client what they find appealing about this field and how it connects to their values and strengths.

This aligns with ICF Core Competencies: Evokes Awareness and Listens Actively. The coach is helping the client explore their interest more deeply rather than imposing their own expertise.

WORST: Immediately offer to connect the client with people in the coach's network to help advance their career.

This moves too quickly into action without sufficient exploration and could create a conflict with the ICF Code of Ethics Section 3.8 regarding referrals. The coach is not maintaining appropriate coaching boundaries.

Question 15

BEST: Acknowledge the client's frustration and ask what they believe is at the core of their time management challenges.

This aligns with ICF Core Competencies: Cultivates Trust and Safety and Evokes Awareness. The coach acknowledges the client's feelings while inviting deeper exploration of the underlying issues.

WORST: Suggest that the client might need to try harder to implement the strategies they've discussed.

This could come across as judgmental and fails to acknowledge the client's experience. It doesn't align with Cultivates Trust and Safety (specifically marker 4.2: "Coach shows support, empathy or concern for the client").

Question 16

BEST: Ask what motivated the client to start this specific diet and exercise regimen and what they hope to gain from it.

This aligns with ICF Core Competencies: Evokes Awareness and Listens Actively. The coach invites exploration without judgment while remaining aware of the potential concerns.

WORST: Celebrate the client's commitment to their health goals and encourage them to stick with the new regimen.

This fails to recognize potential harmful patterns given the client's history and could be encouraging behaviors that may be detrimental to the client's wellbeing. This violates the ICF Code of Ethics principle of "doing good" versus "avoiding bad."

Question 17

BEST: Ask the client what they think would be most effective given their relationship with their manager.

This aligns with ICF Core Competencies: Evokes Awareness and Facilitates Client Growth. The coach invites the client to develop their own approach rather than relying on the coach's expertise.

WORST: Share a script that has worked well for other clients in similar situations.

This moves into advice-giving rather than coaching and doesn't honor the uniqueness of the client's situation. It doesn't align with Evokes Awareness (Competency 7) as it provides a solution rather than supporting the client's own thinking.

Question 18

BEST: Share the observation about the recurring theme and ask if the client would like to explore it further.

This aligns with ICF Core Competencies: Listens Actively and Evokes Awareness. The coach shares what they've noticed while respecting the client's autonomy to decide whether to explore it.

WORST: Directly point out the pattern and suggest they work on building self-confidence in future sessions.

This imposes the coach's agenda rather than partnering with the client. It doesn't align with Establishes and Maintains Agreements (specifically marker 3.10: "Continues coaching in the direction of the client's desired outcome unless the client indicates otherwise").

Question 19

BEST: Explore why the client wants to avoid these questions and what concerns them about addressing the negative impacts.

This aligns with ICF Core Competencies: Evokes Awareness and Listens Actively. The coach invites deeper reflection about the client's motivations and concerns.

WORST: Share personal political views about the policy to help the client see different perspectives.

This inappropriately inserts the coach's personal views into the coaching relationship. It doesn't align with Maintains Presence and could compromise the coach's neutrality and the client's trust.

Question 20

BEST: Redirect the credit back to the client and acknowledge their hard work and commitment to their development.

This aligns with ICF Core Competencies: Embodies a Coaching Mindset (specifically acknowledging that clients are responsible for their own choices) and Facilitates Client Growth. The coach recognizes the client's ownership of their development.

WORST: Thank the client for the compliment and agree that the coaching partnership was transformative.

This takes credit for the client's success rather than acknowledging the client's role in their own development. It doesn't align with Embodies a Coaching Mindset, which recognizes the client's autonomy and responsibility.