Coaching Practices Accreditation Committee
The committee responsible for safeguarding the quality, ethics, structure, and credibility of coaching practices and coaching methodologies reviewed under IIBP standards.
Purpose of the Committee
The Coaching Practices Accreditation Committee exists to ensure that coaching practices, methodologies, coaching frameworks, and portfolio-based coaching systems reviewed under IIBP are evaluated with rigor, professional independence, and practical relevance.
In line with the current CACP mandate published by IIBP, the committee aims to prescribe best practices when considering the development and use of coaching practices in the occupational setting. Members of this committee are responsible for setting standards and evaluating portfolios submitted to IIBP.
The committee serves as the governance body that protects the integrity of IIBP’s coaching accreditation work. Its role is not to approve coaching brands on the basis of visibility or market reach, but to determine whether a coaching practice demonstrates sufficient quality, structure, ethics, and professional discipline for responsible recognition.
What the Committee Governs
- Coaching accreditation standards and interpretation
- Portfolio review quality and evaluation consistency
- Evidence requirements for coaching providers and methodologies
- Committee-led decisions on accreditation outcomes
- Conditions, recommendations, and monitoring expectations
- Protection of ethics, impartiality, and professional credibility
Who This Committee Serves
- Coaching practitioners and coaching firms
- Organizations seeking credible coaching providers
- Methodology owners and coaching framework developers
- HR, L&D, and talent leaders evaluating coaching offerings
- Professional users who want assurance on coaching quality
- Stakeholders concerned with ethics, impact, and standards in coaching
Committee Mandate
The committee’s mandate is to ensure that coaching recognition is based on evidence, structure, and responsible practice rather than presentation, branding, or vague developmental promises.
Coaching is especially vulnerable to inflated claims because outcomes are often relational, developmental, and difficult to measure cleanly. For that reason, the committee looks not only at the quality of coaching intent, but also at the clarity of process, training of coaches, ethical safeguards, client boundaries, and the discipline of evidence used to support claims.
The committee therefore evaluates coaching as a professional system, not merely as a set of testimonials or workshop narratives.
Committee Members
The committee consists of seasoned expert as well as young professionals to have a proper representation of all kinds of leaders in coaching practice.
VP & Head of Committee
Dr. Rajan Sinha
Dr. Rajan Sinha, Chief Executive Officer, Mantrana Consulting is a PCC-level certified Life and Leadership Coach from Coach-for-life, Inc., USA.
A former Head, Human Resources with many organizations like HMT, Escorts (including Escorts Heart Institute), Denso India, Hindustan Zinc Limited, etc., Mr. Rajan Sinha is an advisor, trainer, and coach to many corporates and NGOs. For example, he is a part of the Governing Council of Mobile Creches for the past several years. He has continued to fulfill his role as a consultant and practitioner, even after he left the job in 2004. Till last year, he was concurrently, Head-HR, OCM. He has also facilitated hundreds of workshops and training programs in organizations in India, the Middle East, and East Africa. However, most of these have been in-house. Focus on customization has led to phasing out of public training programs.
His penchant for diagnosis-based work, whether in training, consulting, or coaching eventually led him to complete the certification of a large range of psychometric assessments like Hogan(advanced), Harrison, DISC, PDA, FIRO-B, SOSIE, Facet5, Belbin, EIQ, OPQ32R, etc., probably the widest range of tests under one roof in India. This has added to an already distinctive competence of Team Mantrana in being able to advise corporates in selection and development decisions.
His other major works have been in the area of design and implementation of KRA/ goal setting, performance assessment & management systems, policy-making, HR audit, team building & audit, employee/industrial relations, climate surveys, and manualization of HR systems in India and abroad.
Dr. Sinha is also a part of the doctoral program of the Academy of Human Resource Development, Ahmedabad
Committee Members
Dr. Anju Chawla
Dr. Anju Chawla is Professional Certified Coach &Licensed Emotional Intelligence Trainer™,IAPCCT. An Solopreneur with 18th years of work experience and is recognized as Top 10 women Life Coaches in 2020.
Mr. Karthik Shah
Mr. Shan is a global Learning Design and Facilitation Consultant with 17+ years of experience designing and delivering adult learning interventions that build future-ready leaders and drive organizational growth.
Core Standards Reviewed by the Committee
1. Coaching Purpose and Positioning
The committee reviews whether the coaching offering has a clearly defined purpose, client segment, use case, and boundary. A credible coaching practice should be explicit about what it is designed to address and what it is not.
2. Coaching Framework and Methodology
The committee evaluates whether the methodology is sufficiently structured, coherent, and usable in practice. Coaching frameworks should show conceptual clarity rather than relying only on inspirational language.
3. Coach Qualification and Preparedness
The committee reviews the preparation, supervision, professional maturity, and ethical readiness of coaches using the methodology. It expects evidence that coach capability is not assumed, but developed and monitored.
4. Process Quality
The committee examines contracting, goal setting, session structure, progress monitoring, documentation, and closure. Strong coaching systems demonstrate process discipline as well as flexibility.
5. Evidence of Outcomes
The committee reviews what evidence exists for developmental value, behavioural change, role effectiveness, or client progress. Outcome claims should be proportionate to the evidence available.
6. Ethics and Boundaries
The committee evaluates whether confidentiality, scope boundaries, informed consent, role clarity, escalation pathways, and avoidance of misuse are adequately addressed.
7. Quality Assurance and Supervision
The committee looks for mechanisms that ensure quality across coaches and across client engagements, including supervision, standards checks, and reflective learning loops.
8. Portfolio Credibility
Because IIBP explicitly references portfolio evaluation for this committee, the committee reviews whether the submitted portfolio demonstrates real practice, traceable method, and credible evidence of disciplined application.
How the Review Process Works
The applicant submits the methodology overview, coaching framework, coach credentials, sample materials, ethical protocols, and any portfolio evidence required for review.
The submission is screened for readiness, completeness, and fit with the committee’s remit before full evaluation begins.
Reviewers examine the evidence against the standards and assess whether the coaching practice demonstrates methodological, ethical, and professional credibility.
The committee may request clarifications, examples, or additional material relating to process, coach preparation, ethical safeguards, or outcome claims.
The committee reviews evaluator findings and determines whether the coaching practice has met the threshold for accreditation or requires conditions or further strengthening.
A committee decision is issued with any conditions, recommendations, or monitoring expectations required to maintain confidence in the accredited practice.
Evidence the Committee Expects
- Methodology overview and coaching philosophy
- Portfolio of coaching practice evidence
- Coach profiles, training, and certification details
- Sample contracting and goal-setting frameworks
- Session flow, review, and closure processes
- Ethics and confidentiality protocols
- Client feedback or developmental evidence
- Supervision, quality assurance, or monitoring mechanisms
- Claims made in brochures, websites, or sales materials
What the Committee Looks For
- Structured method, not vague developmental language
- Qualified coaches with defined use boundaries
- Ethical clarity and professional discipline
- Reasonable claims supported by evidence
- Process consistency across client engagements
- Portfolio evidence that reflects real practice
What Applicants Should Understand Before Applying
Coaching accreditation is not a review of charisma, reputation, or marketing polish. It is a review of practice quality.
- Good testimonials do not replace a clear method
- Strong intent does not replace ethical boundaries
- Coach credibility must be supported by preparation and evidence
- Portfolio quality matters more than presentation style
- Claims about impact should be proportionate and defensible
Next Steps
Coaching providers and methodology owners seeking recognition should begin by reviewing the standards, preparing a credible portfolio, and assembling the evidence required for committee-led review.
Review the coaching accreditation standards, prepare your portfolio, and submit your coaching practice for committee-led evaluation.
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