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Charting Coaching Journeys: Why CRR's OSRC maybe better suited as path for Organizational Development and Change Practitioners


In the realm of professional development, coaching has emerged as a vital tool for individuals aiming to progress in their careers or refine their coaching skill sets. This surge in demand for coaching and mentoring services underscores their effectiveness in fostering personal and professional growth in organizations. Consequently, a multitude of coaching training methods and programs have surfaced to cater to this growing need, presenting a variety of approaches to coaching and accreditation avenues.

Among the prominent frameworks for coaching training are the ICF (International Coach Federation) Accredited programs, backed by numerous training entities worldwide.

The International Coach Federation (ICF) is a globally recognized organization dedicated to advancing the coaching profession. It serves as the leading global organization for coaches, providing accreditation, education, and resources to support the professional development and ethical standards of coaches worldwide.

The ICF offers various certification levels for coaches, including Associate Certified Coach (ACC), Professional Certified Coach (PCC), and Master Certified Coach (MCC), each requiring different levels of training, experience, and demonstrated proficiency in coaching competencies.

Additionally, the ICF establishes and upholds a code of ethics and core coaching competencies to ensure the highest standards of professionalism and quality in coaching practice.

ICF accreditations are divided into three levels:

  1. ICF Associate Certified Coach (ACC): This is the first level of ICF accreditation. To achieve ACC status, coaches must complete a certain number of coach-specific training hours, demonstrate proficiency in coaching competencies, and pass a performance evaluation conducted by a qualified assessor.

  2. ICF Professional Certified Coach (PCC): This is the second level of ICF accreditation. PCC coaches have completed more extensive coach-specific training hours, have a deeper level of coaching experience, and have demonstrated a higher level of coaching competency. They also undergo a more rigorous performance evaluation compared to ACC coaches.

  3. ICF Master Certified Coach (MCC): This is the highest level of ICF accreditation. MCC coaches have significant coaching experience, advanced coach-specific training, and have demonstrated mastery in coaching competencies. They undergo a comprehensive performance evaluation process conducted by experienced assessors.

For those aiming for a career revolving around organizational dynamics, group behavior, and cultural transformation, delving into CRR Organizational Relationship Systems Coaching (ORSC) could present a more rewarding journey. While both general coaching skills and specialized training hold value, if you find yourself at a crossroads between general coaching training and a more specialized focus on group dynamics, OSRC might be the path worth exploring. Its immediate relevance can be particularly beneficial for practitioners eager to immerse themselves in these specific areas right from the start.

Furthermore, it's worth noting that CRR ORSC certification holds recognition from the International Coach Federation (ICF) as a Level 2 Accreditation (PCC). This means there's no need to compromise accreditation for specialization.

What are the Key differences between ORSC and ICF Coaching Practices, for coaches who want to expand their coaching competencies in the workplace?

ORSC and ICF coaching practices diverge in several key areas, each offering unique perspectives and methodologies for coaching within the organizational context.

Overview of CRR ORSC Training:

ORSC, which stands for Organization and Relationship Systems Coaching, is a comprehensive approach to coaching developed by CRR Global. Grounded in systems theory and relationship intelligence, ORSC Certification equips coaches with the skills and tools to work with complex human systems.

The program encompasses various modules that delve into topics such as systems theory, emotional intelligence, conflict resolution, and team dynamics. Participants learn how to navigate the interconnectedness of individuals within organizations and relationships, fostering resilience, adaptability, and collaboration.

Additionally, ORSC integrates principles from social psychology, organizational development, and family systems theory to provide a holistic understanding of human relationships and behavior.

CRR ORSC training program encompasses various key modules that delve into each of these topics:

  • Organization and Relationship Systems Coaching (ORSC) places a strong emphasis on systems theory and relationship dynamics within organizations and teams. It views organizations as interconnected systems where changes in one part can impact the whole. ORSC coaches work with clients to understand and navigate the complexities of relationship systems effectively.

  • ORSC is deeply rooted in systems thinking, which acknowledges the interconnectedness of all parts within a system. ORSC coaches explore the concept of the third entity—the dynamic that emerges from the interaction between individuals within a relationship system—and work with clients to understand and leverage these dynamics to achieve organizational objectives.

  • Relationship Systems Intelligence (RSI) is a central concept in ORSC, emphasizing the ability to understand and navigate the complex dynamics of relationship systems effectively. ORSC coaches are trained to assess and interpret relationship dynamics, including patterns, roles, and power dynamics, and to facilitate positive change within relationship systems.

Overview of ICF Accredited Training:

The International Coach Federation (ICF) is a globally recognized organization that sets standards for professional coaching. ICF offers a rigorous accreditation process for coaching training programs, ensuring that they meet the highest quality standards.

ICF Accredited training programs are designed to provide comprehensive education in coaching competencies, ethics, and best practices. These programs typically cover core coaching skills such as active listening, powerful questioning, goal setting, and accountability. Moreover, ICF Accredited training emphasizes the importance of ethical conduct and adherence to professional standards.

  • ICF coaching training practices focus primarily on individual coaching, emphasizing personal growth, goal setting, and accountability. While ICF coaches may work with clients within organizational settings, the primary focus is on individual development rather than systemic change.

  • While ICF coaches may incorporate elements of systems thinking into their coaching practice, the approach tends to be more focused on individual goals and objectives. ICF coaching typically follows a client-centered approach, where the coach supports the client in identifying and achieving their personal and professional goals.

  • While ICF coaches may work with clients to explore relationship dynamics, the emphasis is often on individual relationships rather than the larger systemic context. ICF coaching focuses on helping clients build awareness, set goals, and develop strategies for personal and professional growth.

Comparative Analysis


The methodology employed in ORSC Certification differs significantly from ICF Accredited coaching training. ORSC places a strong emphasis on systems thinking and relationship intelligence, providing coaches with tools to navigate the complexities of human systems.

The training is highly experiential, with a focus on interactive exercises, case studies, and real-world applications. Coaches learn how to intervene at the systemic level, addressing underlying patterns and dynamics that impact organizational and relational effectiveness.

ICF Accredited coaching training, on the other hand, typically emphasizes individual coaching techniques and competencies. While it may include elements of systems thinking, the focus is often more on the client-coach relationship and the process of personal development.

The training may involve theoretical frameworks, practical exercises, and supervised coaching sessions to develop proficiency in working with individual clients.

Core Principles

Both ORSC Certification and ICF Accredited coaching training are grounded in core principles that guide their approach to coaching. ORSC emphasizes the interconnectedness of individuals within systems, viewing relationships as the foundation for sustainable change. Coaches learn how to facilitate dialogue, promote understanding, and build trust within teams and organizations. The program encourages coaches to adopt a systemic perspective, considering the broader context in which clients operate.

In contrast, ICF Accredited coaching training focus is on individual behavior change, with less emphasis on systemic dynamics and relationship intelligence. While the principles of active listening, powerful questioning, and goal setting are common to both approaches, the application may differ based on the context and client's needs. ICF training typically emphasizes the coach-client relationship and the process of facilitating personal growth and development.

Mastering the Craft: The Core Competency Path to ICF Coaching Accreditation

The International Coach Federation (ICF) offers a comprehensive Core Competency Path for coaching accreditation through numerous coaching training companies. Coaches seeking ICF credentials must complete a certain number of training hours, participate in supervised coaching sessions, and pass a written exam. The focus is on demonstrating proficiency in core coaching competencies such as active listening, powerful questioning, and goal setting.

These core competencies are organized into four main categories:

Setting the Foundation:

  • Ethical Guidelines and Professional Standards: Coaches are expected to understand and adhere to the ICF Code of Ethics and uphold professional standards.

  • Coaching Agreement: Coaches establish agreements with clients that clarify the coaching relationship, roles, responsibilities, and expectations.

  • Coaching Presence: Coaches cultivate a coaching presence that is open, flexible, and focused on the client's agenda.

Co-creating the Relationship:

  • Establishing Trust and Intimacy: Coaches create a safe and supportive environment that fosters trust and intimacy with the client.

  • Coaching Presence: Coaches demonstrate active listening, empathy, and respect, while maintaining a nonjudgmental and supportive stance.

  • Coaching Communication: Coaches use effective communication skills, including powerful questioning, direct communication, and active listening, to facilitate client awareness and learning.

Communicating Effectively:

  • Active Listening: Coaches listen actively and attentively, demonstrating understanding and empathy.

  • Powerful Questioning: Coaches ask thought-provoking questions that deepen the client's awareness, stimulate exploration, and generate new insights.

  • Direct Communication: Coaches communicate honestly, clearly, and directly, providing feedback and guidance in a supportive and respectful manner.

Facilitating Learning and Results:

  • Creating Awareness: Coaches help clients explore and clarify their goals, values, beliefs, and assumptions, fostering self-discovery and awareness.

  • Designing Actions: Coaches support clients in creating action plans that are aligned with their goals, values, and priorities, and that promote accountability and forward movement.

  • Planning and Goal Setting: Coaches assist clients in setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals and action plans that are motivating, achievable, and sustainable.

These core competencies serve as the foundation for ICF coaching accreditation and are assessed through a combination of coach training, mentor coaching, and coaching practice. Currently Coaches seeking accreditation must demonstrate proficiency in each competency through written applications, recorded coaching sessions, and feedback from qualified assessors.

Enhancing Coach Competencies and Skills in Organizations through ORSC

In comparison ORSC offers a comprehensive framework for enhancing coach competencies and skills within organizational settings, by integrating principles from systems theory, psychology, and coaching, ORSC equips coaches with the tools and techniques needed to navigate the complexities of organizational dynamics effectively, the core competencies that ORSC seeks to develop are:

Systems Thinking and Relationship Dynamics:

  • ORSC training provides coaches with a deep understanding of systems thinking and relationship dynamics within organizations and teams.

  • Coaches learn to identify and interpret patterns, roles, and power dynamics within relationship systems, enabling them to facilitate positive change and transformation.

Relationship Systems Intelligence (RSI):

  • ORSC emphasizes the development of Relationship Systems Intelligence (RSI), which enables coaches to navigate the complexities of relationship systems effectively.

  • Coaches learn to assess and interpret relationship dynamics, facilitate communication and collaboration, and support teams in achieving their collective goals.

Facilitation Skills:

  • ORSC equips coaches with advanced facilitation skills to support teams and organizations in achieving their objectives.

  • Coaches learn to design and facilitate interventions that promote collaboration, innovation, and sustainable growth within relationship systems.

Change Management and Transition Support:

  • ORSC provides coaches with strategies for guiding organizations and teams through periods of change and transition.

  • Coaches learn to manage resistance, foster resilience, and create a shared vision for the future, enabling organizations to adapt and thrive in a rapidly changing environment.

Conflict Resolution and Collaboration:

  • ORSC training includes techniques for resolving conflict constructively and fostering collaboration within relationship systems.

  • Coaches learn to identify and address sources of conflict, facilitate dialogue, and promote understanding and empathy among team members.

Organizational Culture and Leadership Development:

  • Organizational Culture and Leadership Development: ORSC equips coaches with the tools and techniques needed to support organizational culture and leadership development.

  • Coaches learn to work with leaders to build trust, inspire collaboration, and create a culture of accountability within their teams and organizations.


Both CRR ORSC and ICF Accredited training programs aim to produce competent and ethical coaches and mentors, albeit through different pathways.

ORSC Certification aims to produce coaches who are skilled in navigating complex human systems and fostering positive change. Graduates of ORSC training programs often report increased confidence, effectiveness, and impact in their coaching practice. They are equipped to work with teams, organizations, and relationships, facilitating greater collaboration, resilience, and innovation.

In contrast, graduates of ICF Accredited coaching training excel in individual coaching contexts, focusing on goal setting, accountability, and personal growth. They are trained to work with clients on a one-on-one basis, helping them identify their goals, overcome obstacles, and achieve sustainable results. While both approaches have their strengths, ORSC Certification stands out for its comprehensive approach and focus on systemic change.

What are your recommendations for a career path into coaching?

I've been fortunate to undergo training from both the Coactive Training Institute, an ICF-accredited coaching company, and CRR ORSC Certification (ICF accredited). Combining the strengths of both approaches greatly enriched my experience and application knowledge of organizational development and coaching, leading to more impactful client engagements and outcomes, as well in my own personal development and growth.

Additionally, as someone tasked with working across teams, cultures, and individual development, having a diverse skill set from both trainings has proven invaluable in delivering successful results within various contexts.

If you're contemplating a career in coaching and unsure which path to pursue, consider the context in which your role as a coach will be applied.

If your primary focus involves facilitating learning or organizational development, particularly in areas such as team dynamics and change management, the methods and resources provided by the ORSC curriculum would be a valuable asset to your toolkit of learning and behavior change techniques.

On the other hand, if your goal is to specialize in individual organizational coaching with individual clients, I highly recommend an ICF accredited training company like the Coactive Training Institute whose coaching programs are widely esteemed globally and are regarded as among the finest in the industry.


In conclusion, ORSC Certification offers a unique pathway for aspiring coaches seeking to specialize in organization and relationship systems coaching. By focusing on systems dynamics and relationship intelligence, ORSC equips coaches with the skills and tools to navigate complex human systems effectively.

While ICF Accredited coaching training provides valuable skills and knowledge for individual coaching roles, ORSC Certification stands out for organizational development and change practitioners because of its comprehensive approach and focus on systemic change.

Aspiring coaches should carefully consider their professional development goals and learning preferences when choosing a coaching training program, ensuring that they find the best fit for their needs.

Ultimately, the choice between these two frameworks depends on individual preferences, learning styles, and career goals. By understanding the unique characteristics of each approach, individuals and organizations can make informed decisions about their coaching and mentoring training needs as they embark into the world of coaching.

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