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The Learning Institute

The Learning Institute

Coaching Professional (Level 5)

The Coaching Professional apprenticeship is offered by The Learning Institute in dual certification with the Institute for Leadership and Management (ILM) Level 5 Certificate in Effective Coaching and Mentoring. The programme has been developed to integrate theory with evidence-based best practice. It integrates practical coaching throughout, enabling apprentices to work effectively in a wide range of contexts.

Apprenticeship aims 

A highly qualified and experienced coaching practitioner will support apprentices in developing:

  • understanding of the theories that underpin coaching and mentoring
  • advanced coaching skills such as needs analysis, active listening, powerful questioning and contracting, alongside increased self awareness and emotional and social intelligence 
  • a toolkit of coaching models, approaches and techniques, enabling adaption for a wide range of needs
  • the ability to work effectively with stakeholders in designing coaching programmes which meet needs, carry out quality assurance and provide return on investment evidence

Coaching involves a sophisticated range of knowledge, skills and behaviours (KSBs). Using observation, enhanced listening and questioning skills, an effective coach will work with individuals and teams across organisations to aid self-reflection in a non-judgemental way. They will empower and engage their coachees to enhance their professional performance and evaluate their own and others’ strengths and development areas, with the aim of creating and delivering bespoke actions leading to positive change. 

Course delivery 

This apprenticeship is typically delivered over 14 months (excluding End Point Assessment).

Across the duration of the programme, apprentices will attend an induction day, twelve 6 hour taught sessions (a combination of online and face-to-face delivery), tutorials and six-weekly review sessions. In addition to this, there will be a number of sessions to support the apprentice’s preparation for end point assessment.

The apprenticeship will be delivered using a range of rich and engaging resources. These will include presentations, modelling, practical workshops, case studies, videos and reading.

Course content

Apprentices will cover topics including, but not limited to: 

  • philosophies of coaching and mentoring
  • theories of learning, motivation and change
  • approaches to self awareness and relationship management, including Transactional Analysis and Emotional Intelligence
  • active listening and powerful questioning
  • barriers to change and strategies to overcome these
  • a range of diagnostic coaching tools and techniques to enhance individual and organisational performance
  • effective management of stakeholder needs, including quality assurance and return on investment (RoI)

Off-the-job training 

In accordance with Education and Skills Funding Agency (ESFA) guidance, an apprentice must be given 20% of their paid working hours for off-the-job training.

Off-the-job training is defined as training that takes place outside of the normal day-to-day working environment. This does not mean it is necessarily outside of the workplace; it can also include training that is delivered in the Apprentice's setting. Any new learning of knowledge, skills and behaviours (KSBs), as set out in the Apprenticeship Standard,  can be offset against this 20%.

Apprentices working full time would normally spend the equivalent of one day per week working towards the off-the-job training requirements.


ASSESSMENT METHODS Coaching Professional
Level 5 Apprenticeship
ILM Level 5 Certificate in Effective Coaching and Mentoring
Ongoing creation through programme
  • Coaching (approx. 1-2 sessions per week)
  • Portfolio of evidence (ongoing through programme)
  • Record of knowledge base
  • Min 18 hrs coaching and creation of relevant paperwork/evidence
  • Reflective Log of own development

Summative assessments

  • Knowledge Test
  • Interview (based on portfolio)
  • Observation of two coaching sessions followed by Q&A
  • Report (2,000 words)
  • Portfolio of coaching evidence
  • Reflective Log


End-point assessment

The apprentice should only enter the end point assessment (EPA) phase once the employer has confirmed that the apprentice is working at or above the occupational standard, and all other apprenticeship requirements have been met. 

End point assessment will be carried out by an external organisation (EPAO) selected by the employer.

Eligibility criteria

Apprentices without Level 2 (or equivalent) English and maths will need to achieve this prior to taking the End Point Assessment.

No additional specific qualifications are required, but during the apprenticeship coaching and/or mentoring must be a significant part of the apprentice’s role.


This apprenticeship costs £5,000.  It can be funded through the apprenticeship levy

How can the programme benefit employers and organisations? 

Coaching and mentoring has long been recognised as a key strategy in maximising the potential of an organisation and the community within it. A skilled coach or mentor will support individuals and teams to become more reflective, self-directed and able to meet challenge positively. This programme will enable learners to develop the sophisticated attributes, knowledge, skills and behaviours required to provide highly effective coaching and mentoring in your organisation. This may involve:

  • Supporting a range of colleagues through coaching or mentoring, drawing on relevant theory, tools and models as appropriate
  • Developing the coaching culture and programmes within an organisation, including supporting  less experienced coaches and mentors
  • Quality assurance of their own practice (and their team in some instances), including maintaining continuing professional development, participating as a supervisee in coaching supervision, and using and/or establishing peer-to-peer support networks.
  • Contributing towards wider objectives, such as embedding an organisation's values
  • Supporting an organisation or team through change
  • Working with leaders to remove barriers that hinder success.
  • Developing more inclusive sharing of ideas and practices across roles, perspectives and levels of experience.