CTC
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CTC
Certified Team Coach (CTC) equips coaches with intermediate-level expertise in professional coaching competencies, team coaching models, stances, interventions, performance development, and organizational awareness, enabling measurable impact on team effectiveness.
Who Should Take This
Midācareer coaches, team leads, or HR development specialists who have foundational coaching skills and seek to deepen their ability to guide whole teams toward high performance. They aim to earn a recognized credential, demonstrate coaching impact through logs, peer and mentor feedback, and build a portfolio that showcases sustained team growth.
What's Covered
1
Domain 1: Professional Coaching Competencies
2
Domain 2: Team Coaching Models
3
Domain 3: Coaching Stances and Interventions
4
Domain 4: Team Performance and Development
5
Domain 5: Organizational Awareness for Coaches
6
Domain 6: Coaching Ethics and Professional Development
What's Included in AccelaStudy® AI
Adaptive Knowledge Graph
Practice Questions
Lesson Modules
Console Simulator Labs
Exam Tips & Strategy
20 Activity Formats
Course Outline
61 learning goals
1
Domain 1: Professional Coaching Competencies
4 topics
Coaching presence and relationship
- Apply techniques for establishing and maintaining a coaching relationship with teams including contracting, setting expectations, building trust, and creating psychological safety for coaching conversations.
- Analyze the quality of coaching presence by evaluating indicators such as groundedness, openness, curiosity, and the ability to be fully present without attachment to specific outcomes.
- Design coaching agreements with teams that establish clear boundaries, define the coaching relationship, specify confidentiality norms, and set mutual expectations for the engagement.
Active listening and powerful questioning
- Apply active listening at three levels including listening to content, listening for emotion and energy, and listening for what is not being said to deepen team coaching conversations.
- Apply powerful questioning techniques that provoke reflection, challenge assumptions, surface hidden beliefs, and help teams discover their own solutions rather than relying on the coach.
- Analyze the impact of specific coaching questions on team thinking by evaluating whether questions opened new perspectives, deepened awareness, or moved the team toward action.
Direct communication and feedback
- Apply direct communication techniques to share observations, reflect patterns, and offer honest feedback to teams in ways that are clear, compassionate, and free from judgment.
- Analyze when direct communication is more effective than questioning, considering factors such as team maturity, urgency, safety level, and the nature of the coaching challenge.
Creating awareness and designing actions
- Apply techniques for creating team awareness including reflecting patterns, sharing observations, using metaphors, and helping teams see their own dynamics from an outside perspective.
- Apply action design techniques to help teams translate coaching insights into concrete experiments, commitments, and behavioral changes with clear accountability structures.
- Analyze the gap between coaching insights and behavioral change to evaluate what prevents teams from acting on their awareness and design follow-through mechanisms.
2
Domain 2: Team Coaching Models
4 topics
Team effectiveness frameworks
- Apply Hackman's conditions for team effectiveness including real team, compelling direction, enabling structure, supportive context, and expert coaching to assess and improve team performance.
- Apply Lencioni's five dysfunctions model to diagnose team challenges including absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.
- Analyze team health using multiple assessment frameworks to identify which conditions are met and which require coaching intervention, avoiding single-model diagnostic bias.
Systemic team coaching
- Apply Hawkins' systemic team coaching model including commissioning, clarifying, co-creating, connecting, and core learning to design team coaching interventions that address the team's full ecosystem.
- Analyze the team's stakeholder ecosystem including sponsors, customers, peer teams, and organizational leaders to identify systemic factors that affect team performance beyond internal dynamics.
- Design coaching interventions that address systemic factors including organizational impediments, stakeholder relationships, and inter-team dynamics rather than focusing solely on internal team behavior.
Developmental stages of teams
- Apply knowledge of team developmental stages to calibrate coaching approach, recognizing that newly formed teams need different coaching than mature high-performing teams.
- Analyze team developmental trajectory to determine whether the team is progressing, stagnating, or regressing and evaluate what coaching interventions would support continued growth.
- Design a long-term team coaching engagement plan that adapts coaching intensity, stance, and focus areas as the team progresses through developmental stages toward sustainable self-sufficiency.
Team identity and purpose
- Apply techniques for helping teams articulate their shared purpose, values, and identity including team chartering, values discovery workshops, and mission alignment exercises.
- Analyze the alignment between a team's stated purpose and its actual behavior to identify where espoused values diverge from values in action and coach toward congruence.
3
Domain 3: Coaching Stances and Interventions
4 topics
Stance fluidity
- Apply the four coaching stances of teaching, mentoring, facilitating, and coaching to determine the most appropriate approach for each team situation and developmental need.
- Analyze when to shift between coaching stances by reading team signals including confusion, conflict, stagnation, and energy level to match the intervention to the moment.
- Design a coaching approach for a specific team engagement that plans for stance transitions across phases, anticipating when teaching, mentoring, facilitating, or pure coaching will be most valuable.
Team-level interventions
- Apply team-level coaching interventions including team retrospective facilitation, conflict mediation, working agreement co-creation, and team effectiveness assessments.
- Apply real-time coaching techniques including observation and reflection during team events, pattern interrupts, and in-the-moment feedback to coach teams during their actual work.
- Analyze the impact of coaching interventions by tracking team behavior changes, performance metrics, and team satisfaction to evaluate coaching effectiveness over time.
Coaching individuals within teams
- Apply individual coaching skills within the team context including coaching ScrumMasters, Product Owners, and team members while maintaining awareness of how individual coaching affects team dynamics.
- Analyze the interplay between individual behavior patterns and team dynamics to determine when individual coaching, team coaching, or a combination is the most effective intervention.
Resistance and difficult coaching moments
- Apply techniques for working with resistance in coaching including reframing resistance as information, exploring underlying needs, and adjusting coaching approach without abandoning the coaching relationship.
- Design strategies for navigating difficult coaching moments including team members who undermine coaching, sponsors who demand compliance-based coaching, and teams in crisis.
4
Domain 4: Team Performance and Development
4 topics
Assessing team health and performance
- Apply team health assessment methods including team radar charts, maturity models, self-assessment questionnaires, and observational protocols to establish a baseline for coaching.
- Analyze team health data to identify priority areas for coaching intervention, distinguishing between symptoms and root causes and sequencing improvements for maximum impact.
Building high-performing team cultures
- Apply coaching techniques to foster high-performance team characteristics including shared accountability, constructive conflict, mutual trust, results orientation, and continuous learning.
- Analyze the factors that sustain or erode high-performance team culture over time including personnel changes, organizational pressure, and diminishing psychological safety.
- Design coaching programs that build team resilience and sustain high performance through transitions, challenges, and organizational changes without creating coach dependency.
Coaching teams through conflict
- Apply conflict coaching techniques to help teams develop their own conflict resolution capabilities rather than relying on the coach to mediate every disagreement.
- Analyze conflict patterns within teams to determine whether conflicts are productive growth indicators or destructive dynamics that require immediate coaching intervention.
- Design a team conflict capability development plan that progressively builds the team's ability to navigate disagreements constructively without external coaching support.
Coaching toward self-sufficiency
- Apply coaching withdrawal strategies to gradually reduce coaching intensity as the team develops internal coaching capabilities, self-facilitation skills, and autonomous improvement habits.
- Design exit criteria and transition plans for ending coaching engagements that ensure the team can sustain its gains independently and knows how to seek coaching support when needed.
5
Domain 5: Organizational Awareness for Coaches
4 topics
Understanding organizational context
- Apply organizational assessment techniques to understand the culture, structure, politics, and constraints within which the team operates and how these factors affect team coaching.
- Analyze the gap between what the organization says it values and what it actually rewards to identify systemic misalignments that undermine team performance despite effective coaching.
Navigating organizational politics
- Apply political awareness skills to navigate organizational power dynamics, protect coaching relationships from political interference, and maintain coaching integrity in complex environments.
- Analyze stakeholder influence networks to identify who shapes the team's operating conditions and design engagement strategies that improve the team's organizational environment.
Influencing systemic change from team coaching
- Apply techniques for surfacing organizational impediments through team coaching including impediment walls, systemic retrospectives, and organizational experiment proposals.
- Analyze organizational impediments identified through team coaching to determine which require team-level adaptation, which need management intervention, and which demand structural change.
- Design approaches for escalating systemic issues discovered through team coaching to appropriate organizational leaders while maintaining team trust and coaching confidentiality.
Coaching across organizational boundaries
- Apply boundary-spanning coaching techniques to improve collaboration between the coached team and adjacent teams, stakeholders, and organizational functions.
- Design multi-team coaching approaches that address inter-team dynamics, shared dependencies, and collaborative culture across team boundaries.
6
Domain 6: Coaching Ethics and Professional Development
4 topics
Coaching ethics and boundaries
- Apply ICF-aligned ethical guidelines to team coaching practice including maintaining confidentiality, managing conflicts of interest, and establishing clear role boundaries with sponsoring organizations.
- Analyze ethical dilemmas in team coaching including situations where organizational interests conflict with team well-being, where coaching observations reveal concerning behavior, or where coach neutrality is challenged.
- Design ethical decision-making protocols for common coaching dilemmas that balance organizational accountability, team trust, and professional integrity.
Supervision and mentor coaching
- Apply coaching supervision practices to reflect on coaching effectiveness, identify blind spots, process emotional responses to coaching challenges, and continuously develop professional competence.
- Analyze personal coaching patterns and tendencies through supervision to identify habitual stances, preferred interventions, and unconscious biases that may limit coaching effectiveness.
Continuous professional development
- Apply professional development planning to design a continuous learning journey that includes coaching education, peer practice, conference participation, and cross-disciplinary study.
- Analyze the evolution of the coaching profession and agile coaching landscape to identify emerging practices, frameworks, and competency expectations for advanced team coaches.
- Design a coaching portfolio that documents coaching engagements, outcomes, reflections, and growth over time as evidence of professional development and coaching impact.
Coaching community contribution
- Apply community building skills to contribute to the coaching profession through mentoring emerging coaches, facilitating peer learning circles, and sharing coaching insights.
- Design mentoring programs for developing the next generation of team coaches within an organization or coaching community.
Scope
Included Topics
- All topics in the Scrum Alliance Certified Team Coach (CTC) learning objectives: professional coaching competencies, team coaching models, coaching stances and interventions, team performance and development, organizational awareness for coaches, and coaching ethics and professional development.
- Professional coaching competencies aligned with ICF core competencies including establishing trust, active listening, powerful questioning, direct communication, creating awareness, and designing actions.
- Team coaching models including Hackman's conditions for team effectiveness, Lencioni's five dysfunctions, Hawkins' systemic team coaching, and Tuckman's stages applied to coaching interventions.
- Coaching stances and interventions including knowing when to teach, mentor, facilitate, or coach, and the ability to shift fluidly between stances based on team needs and developmental stage.
- Team performance and development including assessing team health, designing team-level interventions, coaching teams through conflict, and building high-performing team cultures.
- Organizational awareness for team coaches including understanding organizational dynamics, navigating political landscapes, coaching within constraints, and influencing systemic change from a team coaching position.
Not Covered
- Enterprise-level organizational transformation and executive coaching covered by CEC certification.
- Foundational Scrum framework knowledge and basic facilitation covered by CSM and CAF certifications.
- Detailed scaling framework implementation covered by CASP certification.
- Product management, product strategy, and backlog management techniques covered by the Product Owner track.
- Technical engineering practices, software architecture, and DevOps tooling.
- Training design, curriculum development, and adult learning theory at the depth covered by CST certification.
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