Five Toos

Question 1

What are the “Five Toos” used for in coaching psychology?

Answer 1

They are a boundary-management tool to help coaches recognise when a client’s issues may be more psychological than developmental, signalling the need for referral to a psychologist.

Question 2

What is the first of the Five Toos?

Answer 2

Too Long — the client’s difficulty has persisted for an extended period, suggesting an entrenched psychological issue rather than a situational one.

Question 3

What does “Too Long” indicate in the Five Toos?

Answer 3

The problem has existed for a long time, implying that therapy may be needed to address underlying causes.

Question 4

What is the second of the Five Toos?

Answer 4

Too Extreme — the client’s emotions or behaviours are excessive or disproportionate to the circumstances.

Question 5

What does “Too Extreme” suggest about a client’s presentation?

Answer 5

Their reactions may be at a clinical level of distress or dysregulation, outside the coaching scope.

Question 6

What is the third of the Five Toos?

Answer 6

Too Pervasive — the issue affects multiple areas of life, not just the coaching context.

Question 7

What does “Too Pervasive” signal to a coach?

Answer 7

The client’s difficulty extends across work, relationships, or wellbeing, suggesting deeper psychological concerns.

Question 8

What is the fourth of the Five Toos?

Answer 8

Too Defended — the client shows strong psychological defences or avoidance patterns.

Question 9

How might a coach recognise a “Too Defended” client?

Answer 9

The client may deny, rationalise, or project responsibility, making reflective coaching work difficult.

Question 10

What is the fifth of the Five Toos?

Answer 10

Too Resistant — the client shows ongoing resistance to feedback, reflection, or change despite coaching efforts.

Question 11

What does “Too Resistant” imply about readiness for coaching?

Answer 11

The client may have deeper psychological blocks that require therapeutic, not coaching, intervention.

Question 12

How do the Five Toos support ethical practice?

Answer 12

They help coaches stay within their professional boundaries and refer clients appropriately, ensuring safety and effectiveness.

Question 13

Who developed or popularised the Five Toos model in coaching psychology?

Answer 13

The framework is associated with the University of Sydney’s Coaching Psychology Unit, building on work by Professor Anthony Grant and colleagues.

Question 14

Are the Five Toos diagnostic criteria?

Answer 14

No — they are practical indicators, not diagnostic tools, guiding ethical decision-making in coaching.

Question 15

When applying the Five Toos, what should a coach do if a client’s problem has lasted “Too Long”?

Answer 15

Recognise that long-standing issues are likely entrenched and therapeutic in nature; the coach should discuss boundaries and refer to a psychologist.

Question 16

If a client’s emotional reactions are “Too Extreme,” what is the ethical response?

Answer 16

Pause coaching, ensure the client’s safety, and refer to a mental-health professional. Continuing could risk harm or exceed the coach’s competence.

Question 17

What coaching response is appropriate when an issue is “Too Pervasive”?

Answer 17

Acknowledge that the problem extends across life domains and cannot be resolved through performance or developmental coaching alone; referral is warranted.

Question 18

How should a coach manage a client who appears “Too Defended”?

Answer 18

Notice patterns of avoidance or denial, explore readiness for change, and if defences persist, refer for therapy rather than pushing insight-based work.

Question 19

What might a coach observe in a client who is “Too Resistant”?

Answer 19

Persistent blocking, avoidance of feedback, or minimal progress despite varied coaching methods — all suggesting underlying psychological resistance.

Question 20

What is the ethical action if a client is “Too Resistant”?

Answer 20

Stop or suspend coaching, discuss observations transparently, and suggest therapy to address possible underlying issues before resuming coaching.

Question 21

Why is recognising the Five Toos important for professional boundaries?

Answer 21

It helps the coach stay within the limits of their competence, preventing role confusion between coach and therapist.

Question 22

How can a coach raise referral ethically when one of the Five Toos applies?

Answer 22

With empathy and professionalism — by explaining that the client may benefit from deeper psychological support and offering resources or referrals.

Question 23

What risks exist if a coach ignores the Five Toos?

Answer 23

Breaching ethical codes, practising beyond scope, causing harm, or fostering dependence rather than empowerment.

Question 24

In supervision, how might the Five Toos be used?

Answer 24

As a reflective lens to review challenging clients, assess boundary clarity, and ensure appropriate referrals have been considered.

Question 25

What does integrating the Five Toos into coaching practice demonstrate?

Answer 25

Ethical maturity, self-awareness, and commitment to client wellbeing over task completion or retention.

Question 26

How do the Five Toos align with the ICF and APS ethical codes?

Answer 26

Both stress practising within competence, referring when psychological issues arise, and prioritising client welfare — which the Five Toos operationalise.

Question 27

If a client presents with multiple “Toos” (e.g. Too Extreme and Too Pervasive), what should a coach do?

Answer 27

Treat this as a clear boundary signal — the combination strengthens the case for referral rather than continued coaching.

Question 28

Can a client return to coaching after being referred under a “Too”?

Answer 28

Yes — once they’ve received appropriate therapeutic support and the presenting issues have stabilised, coaching may resume with clear goals.

Question 29

How can a coach frame the Five Toos in an intake conversation?

Answer 29

By explaining that coaching focuses on goal attainment and development, while more persistent or distressing issues are best supported through therapy.

Question 30

What does the mnemonic “LEOPARD” stand for in coaching psychology?

Answer 30

It stands for the Five Toos – Long, Extreme, Or Pervasive And Resistantly Defended – a memory aid for recognising when to refer a client to therapy.

Question 31

What does “L” in LEOPARD stand for?

Answer 31

Long – the client’s issue has persisted for a long time, suggesting it may be entrenched and therapeutic rather than situational.

Question 32

What does “E” in LEOPARD stand for?

Answer 32

Extreme – the client’s emotions or behaviours are too intense or disproportionate to the circumstances.

Question 33

What does “O” in LEOPARD represent?

Answer 33

Or – acts as a connector, signalling that any one of the “toos” may be sufficient for referral.

Question 34

What does “P” in LEOPARD stand for?

Answer 34

Pervasive – the issue affects multiple areas of the client’s life, not just the coaching focus.

Question 35

What does “A” in LEOPARD stand for?

Answer 35

And – reinforces that more than one “too” may appear together, strengthening the case for referral.

Question 36

What does “R” in LEOPARD stand for?

Answer 36

Resistantly – the client shows persistent resistance to reflection, feedback, or change despite coaching efforts.

Question 37

What does “D” in LEOPARD stand for?

Answer 37

Defended – the client uses strong psychological defences or avoidance, preventing effective coaching engagement.

Question 38

What is the meaning behind the phrase “Leopards don’t change their spots” in this context?

Answer 38

It reminds coaches that when a client’s patterns are entrenched and resistant, coaching alone is unlikely to create change; referral to therapy is more appropriate.

Question 39

How does the LEOPARD mnemonic help coaches stay ethical?

Answer 39

It helps identify when issues are psychological rather than developmental, ensuring the coach stays within professional boundaries.

Question 40

What should a coach do if a client appears to be a “LEOPARD”?

Answer 40

Pause coaching, discuss the observations compassionately, and suggest referral to a qualified psychologist or counsellor.

Question 41

Why is LEOPARD an effective learning tool?

Answer 41

It links visual imagery (“Leopards don’t change their spots”) with the Five Toos, making the ethical decision-making process memorable and accessible.

Question 42

How does LEOPARD relate to the University of Sydney’s Five Toos framework?

Answer 42

Each letter captures the essence of the Five Toos — Too Long, Too Extreme, Too Pervasive, Too Defended, and Too Resistant — within a single metaphor.

Question 43

Your client’s emotional distress has persisted for several years with little change. Which LEOPARD element applies?

Answer 43

Long – the issue has existed for too long, indicating possible therapeutic rather than coaching needs.

Question 44

A client reacts to mild feedback with intense anger and tears. Which LEOPARD element does this illustrate?

Answer 44

Extreme – the response is too intense or disproportionate to the situation.

Question 45

A client’s low motivation is affecting work, home, and relationships. Which LEOPARD element fits best?

Answer 45

Pervasive – the difficulty spans multiple life domains, suggesting deeper underlying issues.

Question 46

During sessions, a client constantly intellectualises their emotions and avoids personal reflection. Which LEOPARD sign is present?

Answer 46

Defended – strong psychological defences are blocking reflective work.

Question 47

Despite multiple coaching approaches, a client refuses to consider new perspectives or set goals. Which LEOPARD element applies?

Answer 47

Resistant – the client shows ongoing resistance to change.

Question 48

You notice that the client’s patterns of avoidance and emotional shutdown have persisted for years. Which combination of LEOPARD elements might this involve?

Answer 48

Long, Defended, and Resistant – long-standing avoidance likely signals the need for therapy.

Question 49

When might the “Or” and “And” in LEOPARD be most relevant?

Answer 49

When deciding that any one of the “toos” is sufficient for referral — or when several together clearly confirm it.

Question 50

A client’s anxiety is escalating and beginning to disrupt sleep, work, and relationships. Which LEOPARD element or elements apply?

Answer 50

Extreme and Pervasive – emotional intensity and spread across life areas both indicate referral.

Question 51

A client repeatedly blames others, denies personal responsibility, and resists reflection. Which LEOPARD cue is strongest?

Answer 51

Defended – defensive mechanisms are preventing insight or progress.

Question 52

In supervision, your mentor asks, “Could this client be a LEOPARD?” What are they prompting you to consider?

Answer 52

Whether the client’s challenges are Long, Extreme, Pervasive, Defended, or Resistant, signalling a need for referral.

Question 53

Why is it useful to ask, “Is my client a LEOPARD?” during coaching supervision?

Answer 53

It encourages reflective boundary awareness and helps prevent drifting into therapy territory.

Question 54

If a client appears to be a LEOPARD, what is the ethical next step?

Answer 54

Pause coaching, discuss concerns sensitively, and support the client in accessing appropriate psychological care.

Question 55

How does the phrase “Leopards don’t change their spots” relate to coaching ethics?

Answer 55

It reminds coaches that entrenched, unchanging patterns are therapeutic, not coaching issues.

Question 56

What benefit does the LEOPARD mnemonic provide in high-pressure coaching contexts?

Answer 56

It offers a quick, memorable ethical checkpoint before proceeding too far into psychological territory.