Becoming a certified KIT Coach means committing to a set of professional principles — not completing a set of hours.
The three commitments
1. Active supervision
You are in regular supervision throughout your practice. You bring your work to your supervisor — including the cases you are uncertain about, the clients you find difficult, and the moments where you notice something happening in yourself that you cannot fully account for. Supervision is not a formality. It is the practice.
2. Transparency with clients
Your client knows who your supervisor is. Not because they will contact the supervisor — but because transparency about the ethical structure of your practice is part of what makes the work trustworthy. You can explain, in plain language, what supervision is and why you participate in it.
3. Process integrity
Every coaching process you conduct includes the three KIT dimensions: the client's actual thinking, connection to their everyday life, and the possibility of genuine transformation. You do not reduce coaching to advice, instruction, or the delivery of frameworks — even when the client asks for these things.
What certification is not
KIT certification does not endorse any particular technique. It does not guarantee outcomes. It does not protect the coach from difficulty.
What it does is place the coach within an ethical community that takes seriously the responsibility of working with human minds and lives. That responsibility is not discharged by completing a course. It is sustained by ongoing practice, honest supervision, and the willingness to keep learning — not through recertification, but through the work itself.
The Annual Coach Report
Each year, certified KIT Coaches submit an Annual Coach Report. This is not an audit. It is a reflective document covering:
- The nature of your coaching work during the year
- Your supervision — who you worked with, how often, what themes arose
- Any ethical challenges you encountered and how you navigated them
- Your continued professional development — reading, training, peer learning
The report is reviewed, not scored. Its purpose is to sustain a reflective culture within the network — and to ensure that certification remains a living commitment rather than a historical achievement.
Research References
Carroll, M. (2014). Effective Supervision for the Helping Professions (2nd ed.). Sage.
Bachkirova, T., Cox, E., & Clutterbuck, D. (Eds.) (2018). The Complete Handbook of Coaching (3rd ed.). Sage.
Passmore, J. (Ed.) (2021). The Coaches' Handbook. Routledge.