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IAC Code of Ethics
Ethical
Principles
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Code of Ethics
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Pledge
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Printable Version
Introduction
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Coaches work in a variety
of specializations (such as personal/life and corporate/business)
in order to help their clients. Coaches are specifically
trained in coaching through a school or mentor coach,
and use/incorporate their individual life experience
in their practice.
Coaches may use an array of titles, ranging from coach
to consultant to facilitator. Although each coach
measures their progress differently, achievement is
always measured by progress made by the coaches’
clients. Due to the personal nature of most coaching
relationships, this Ethics Code provides the framework
and values upon which professional coaches base their
practice.
The purposes of this Code are threefold. First, it
provides the broad principles and values to which
coaches subscribe. These include confidentiality and
the utmost concern for the welfare and success of
the client. Secondly, it provides rules for coaches
to use in many of the specific situations that a coach
might encounter. Finally, this Code is meant to serve
as a building block for the ethical and moral standards
of coaches. While each individual coach agrees to
follow this Code, they are encouraged to supplement
and add to it in order to build a lifelong commitment
to building an ethical workplace and profession.
1) General
Standards
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1.01
Applicability of the Ethics Code.
(a) Any code may be
considered as a normalization of experience into
a set of rules. A code is adopted by a community
because its members accept that adherence to such
rules, including the restrictions this implies,
is of benefit to all, inside and outside the community
alike.
(b) This code of ethics
is directed to all professional members of the IAC.
It consists, essentially, of a series of statements
which prescribe minimum standards of practice, to
be observed by members. The code is intended to
be observed in the spirit and not merely the word.
(c) The activity of
a coach subject to the Ethics Code may be reviewed
under these Ethical Standards only if the activity
is part of his or her coaching work-related functions.
1.02 Relationship of Ethics
and Law Of The Country.
(a) Although the Law
of the country in which the Coach practices will
take precedent over the IAC Ethical Standards, coaches
will, at a minimum, strive to adhere to the IAC
code of ethics.
(b) A coach should not
engage in any illegal activities, including, but
not limited to, copyright, intellectual property
rights, or patent violations.
1.03 Professional Relationship.
(a) Coaches provide
their services only in the context of the IAC professional
standards.
(b) Trust and responsibility are at the heart of
the coaching profession. It is expected that coaches
will always act with integrity towards their clients,
their peers, and themselves.
1.04 Competence In Coaching.
(a) A coach will not
knowingly lay claim to a level of competence not
possessed, and will at all times exercise competence
at least to the level claimed.
(b) Coaches provide services only within the boundaries
of their competence, based on their education, training,
or appropriate professional experience. Coaches
should only accept work as they believe they are
competent to perform.
1.05 Maintaining Expertise.
(a) Coaches maintain
a reasonable level of awareness of current best
business practices and professional information
in their fields of activity, and undertake ongoing
efforts to maintain competence in the skills they
use.
(b) Coaches keep themselves informed of new technologies,
practices, legal requirements and standards as are
relevant to the coaching profession.
1.06 Outputs of coaching
Services.
(a) When coaches provide
coaching services, (inclusive of any assessments
utilized), to an individual, a group, or an organization,
they use language that is reasonably understandable
to the recipient of those services.
(b) If coaches will be precluded by law or by any
other means from providing such information to particular
individuals or groups, they so inform those individuals
or groups at the outset of the service.
1.07 Respecting Others.
(a) Respect for the
individual is a cornerstone of coaching relationship.
(b) In their work-related activities, coaches respect
the rights of others to hold values, attitudes,
and opinions that differ from their own.
1.08
Unfair Discrimination.
In their work-related
activities, coaches do not engage in unfair discrimination
based on any basis whatsoever.
1.09 Harassment.
(a) Coaches do not knowingly
engage in behavior that is harassing or demeaning
to persons with whom they interact in their work.
(b) Sexual harassment is sexual solicitation, physical
advances, or verbal or nonverbal conduct that is
sexual in nature. Coaches ensure that their behavior
is at all times appropriate and can in no way be
described as harassment in any form.
1.10 Personal Problems
and Conflicts.
(a) Coaches recognize
that they too may experience personal problems which
may exert an adverse effect upon the coach client
relationship. Accordingly coaches inform clients
of any such problems, and together appropriate action
is taken.
(b) In addition, coaches have an obligation to be
alert to signs of, and to obtain assistance for,
their personal problems at an early stage, in order
to prevent impaired coaching performance.
(c) When coaches become aware of personal problems
that may interfere with their performing coaching-related
duties adequately, they take appropriate measures,
such as obtaining professional consultation or assistance,
and determine whether they should limit, suspend,
or terminate their current coaching activity.
1.11 Making Progress.
Coaches take reasonable
steps to ensure that the client progresses, and
in cases where there is no progress coaches strive
to minimize any harm to their client.
1.12 Misuse of Coaches'
Influence.
Because coaches' professional
judgments and actions may affect the lives of others,
they are alert to and guard against personal, financial,
social, organizational, or political factors that
might lead to misuse of their influence.
1.13 Misuse of Coaches'
Work.
(a) Coaches do not participate
in activities in which it appears likely that their
skills or assessments will be misused by others.
(b) If coaches learn of misuse or misrepresentation
of their work, they take reasonable steps to correct
or minimize the misuse or misrepresentation.
1.14 Conflict of Interest.
(a) Whenever feasible,
a coach refrains from taking on professional obligations
when preexisting relationships would create a risk
of conflict of interest.
(b) If a coach finds that, due to unforeseen factors,
a potentially conflict of interest relationship
has arisen, the coach attempts to resolve it with
due regard for the best interests of the affected
person and compliance with the Ethics Code.
1.15 Barter.
A coach may participate
in bartering only if the relationship is not exploitative.
Coaches are free to negotiate accepting goods, services,
or other non-monetary remuneration in return for
coaching services, within the legal and Income Tax
limitations of the country of practice.
1.16 Exploitative Relationships.
(a) Coaches do not exploit
persons over whom they may have a management role.
(b) Coaches do not engage in sexual relationships
with personnel over whom the coach has evaluative
or direct authority, because such relationships
may be viewed as exploitative.
1.17 Referrals.
When indicated and if
professionally appropriate, coaches may cooperate
with other professionals in order to serve their
client effectively and appropriately.
1.18 Third-party Requests
for Services.
(a) When a coach agrees
to provide services to a person or entity at the
request of a third party, the coach clarifies to
the extent feasible, at the outset of the service,
the nature of the relationship with each party.
This clarification includes the role of the coach
(such as organizational consultant), the probable
uses of the services provided or the information
obtained, and the fact that there may be limits
to confidentiality.
(b) If there is a foreseeable risk of the coach's
being called upon to perform conflicting roles because
of the involvement of a third party, the coach clarifies
the nature and direction of his or her responsibilities,
keeps all parties appropriately informed as matters
develop, and resolves the situation in accordance
with this Ethics Code.
1.19 Delegation to and
Supervision of Subordinates.
(a) Coaches delegate
to their employees, and assistants only those responsibilities
that such persons can reasonably be expected to
perform competently, on the basis of their education,
training, or experience, either independently or
with the level of supervision being provided.
(b) Coaches provide proper training and supervision
to their employees and take reasonable steps to
see that such persons perform services responsibly,
competently, and ethically.
1.20 Records and Information
Management.
(a) Coaches create,
maintain, disseminate, store, retain, and dispose
of records and data relating to their practice,
and other work in accordance with the law of the
country in which they practice, and in a manner
that permits compliance with the requirements of
this Ethics Code.
(b) Coaches are recommended to appropriately document
their work in order to facilitate provision of services
later by them or by other professionals, to ensure
accountability, and to meet other legal requirements
of their Country.
1.21 Fees and Financial
Arrangements.
(a) As early as is feasible
in a professional relationship, the coach and the
client, or other appropriate recipient of coaching
services reach an agreement specifying the compensation
and the billing arrangements.
(b) Coaches do not exploit recipients of services
or payers with respect to fees, nor do coaches misrepresent
their fees.
(c) If limitations to services can be anticipated
because of limitations in financing, this is discussed
with the client, or other appropriate recipient
of services as early as is feasible.
(d) If the client, or other recipient of services
does not pay for services as agreed, and if the
coach wishes to use collection agencies or legal
measures to collect the fees, the coach first informs
the person that such measures will be taken and
provides that person an opportunity to make prompt
payment.
1.22 Accuracy in Reports
to Payers.
In their reports to
payers for services, coaches accurately and clearly
state the nature of the service provided, the fees
and/or all other charges.
1.23 Referral Fees.
When a coach pays, receives
payment from, or divides fees with another professional
other than in an employer - employee relationship,
the payment to each is based on the services (referral,
consultative, administrative, or other) provided,
and is agreed in writing prior to commencement of
engagement.
2. Advertising/Public
Statements
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2.01 Definition
Advertising / Public
Statements refer to any written documents or verbal
statements that a coach makes publicly available
(such as a brochure, article, speech, or professional
resume) relating to coaching.
2.02 Statements by Others.
Coaches understand that
others may engage in making public statements for
them, whether specifically asked to do so or not.
Coaches will make their best effort to ensure that
any such public statements are true and not misleading.
2.03 Avoidance of False
Statements.
Coaches agree not to
make any public statements that are false, under
any circumstance. Examples of such statements include
a coaches’ training or experience and the
fees they charge.
3. Coaching
Relationship
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3.01 Structuring the Relationship.
(a) Coaches will explain
their fee structure prior to the first paid coaching
session with a client.
(b) Coaches agree to bring up and discuss important
topics as early as possible in the coaching relationship.
An example of such a topic is confidentiality (See
also standard 4.01, Discussing the Limits of Confidentiality.)
(c) Coaches agree to refer clients to other professionals
when relevant. Coaches also will refer a client
to a counselor, therapist, or psychiatrist as soon
as possible if they see or hear a problem that may
necessitate mental health treatment.
(d) Coaches make an effort to answer clients' questions
and address their concerns about coaching as promptly
as possible. When available, a coach will provide
written information to address specific concerns
about coaching.
3.02 Safety and Well-Being.
(a) Each Coach must
make an appropriate referral to a Mental Health
Professional or Emergency Service Professional at
an early point of recognizing situations in which
clients may put their own safety or well-being at
risk, or the safety or well-being of others at risk,
and in severe situations the Coach must contact
a Mental Health Crisis Service or Emergency Service
on behalf of the client.
(b) Coaches must not attempt to diagnose or assess
any mental health issue or specific problem where
clients may put themselves or others at risk, but
must act solely out of their personal experience,
as coaches are not trained or licensed to make such
diagnoses or assessments.
(c) Coaches must notify the appropriate authorities
when a client discloses that they are harming or
endangering another individual or group. The coach
must also attempt to notify the person or group
who is being harmed or endangered. The Coach does
not need to discern if a mental health problem is
present or in fact if the current or imminent harm
is in fact illegal.
3.03 Providing Coaching
Services to Those Served by Mental Health Professionals.
Each coach must decide
whether or not to enter into a coaching relationship
with a client who is currently undergoing psychotherapy
or other mental health treatment. Most important
in making this decision is the client’s welfare.
3.04 Sexual Intimacies
With Clients.
Coaches agree not to
be sexually involved with current clients.
3.05 Interruption of Services.
Coaches will make reasonable
efforts to make other arrangements for any interruption
of coaching services. For longer-term interruptions
(longer than 1 month), the coach is encouraged to
refer clients to other coaches until they are able
to resume coaching.
3.06 Terminating the Coaching
Relationship.
Coaches agree to terminate
a coaching relationship when it becomes clear that
the client is no longer gaining benefit (or is being
harmed) from the coaching relationship. In terminating
the relationship, coaches will suggest alternatives
or provide referrals to coaches or other professional
services when appropriate.
4.
Privacy and Confidentiality
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These Standards are applicable
to the professional activities of all coaches.
4.01 Discussing Confidentiality
and the Limitations Thereof.
(a) Coaches respect
the client’s right to privacy. They do not
solicit private information from the client unless
it is essential in the provision of services, or
the implementation of research. The standards of
confidentiality apply once disclosure occurs.
(b) The discussion of confidentiality occurs at
the beginning of the professional relationship,
unless it is contraindicated or infeasible, and
from then on as necessary.
(c) Coaches discuss the nature of confidentiality
and its limitations with clients and other interested
parties. Coaches examine situations in which confidential
information may be requested or disclosed.
(d) All information obtained in the course of the
professional service is confidential unless there
is a compelling professional reason for its disclosure.
Coaches will disclose confidential information without
a specific release if it is necessary to prevent
foreseeable imminent harm to the client or another.
In all circumstances, coaches will be judicious
in the amount of information that is disclosed.
4.02 Maintaining Confidentiality.
(a) Coaches are fundamentally
prudent in the protection of the confidentiality
rights of those with whom they work or consult.
Coaches acknowledge that professional relationships,
institutional regulations, and/or the law may establish
confidentiality.
(b) Coaches will not discuss confidential information
in any setting unless privacy can be assured.
(c) Coaches discuss confidential information only
for appropriate professional, consultative, or scientific
purposes and only with persons clearly concerned
with such matters.
(d) In their dealings with the public and media
(including professional presentations, and writing)
coaches will be careful to guard the confidentiality
of their clients. Moreover, coaches will disguise
confidential information so that clients are not
individually identifiable. Coaches will only disclose
confidential information if the client or legally
authorized individual has given express written
consent.
(e) In a consultative capacity, coaches do not share
confidential information that could lead to the
identification of a client with whom they have a
confidential relationship. Coaches may only share
this information if they have obtained the prior
consent of the client, or if the disclosure cannot
be avoided. Furthermore, coaches share information
only to the extent necessary to achieve the purposes
of the consultation.
(f) Coaches take logical precautions to protect
client confidentiality in the event of the coach’s
cessation of practice, incapacitation, or death.
(g) Coaches protect the confidentiality of their
deceased clients in accordance with this Ethics
Code.
4.03 Records and Information Management.
(a) Coaches maintain confidentiality when creating,
storing, accessing, transferring, and disposing
of records under their authority in accordance with
this Ethics Code and laws of their country.
(b) Coaches take precautions to ensure and maintain
the confidentiality of information communicated
through the use of telephone, voice mail, computers,
email, instant messaging, facsimile machines, and
other information technology sources.
(c) Coaches take practical and lawful steps to assure
that records remain available in order to serve
the best interests of clients.
4.04 Disclosures.
(a) Unless prohibited
by law, coaches will only disclose confidential
information if the client, or person legally authorized
to consent on behalf of the client, has given express
written consent.
(b) Coaches may disclose confidential information
without the consent of the client only as mandated
or permitted by law.
(c) When possible, coaches inform clients about
the disclosure of confidential information and possible
ramifications before the disclosure is made.
(d) Coaches will only disclose confidential information
to third party payers with the appropriate written
consent.
(e) Coaches must disclose certain confidential information
as required by law or if the confidential information
may put the client or others at risk of harm or
compromise their well-being.
5. Coaching Training
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5.01 Design of Training
Programs.
Coaches who train other
coaches do their best to ensure that their training
programs are well thought-out, and will provide
the trainee the material that they are seeking.
5.02 Descriptions of Training
Programs.
Coaches that train other
coaches shall not mislead others about the training
they offer.
5.03 Ethics during Training.
Coaches that train other
coaches will ensure that they are made aware of
this ethics code, when applicable, and will abide
by it during the training process.
5.04 Limitation on Training.
Coaches agree to see
their own limitations in training other coaches,
and in such instances when they don’t feel
adequately experienced to train another coach in
a specific area or technique, they will refer the
trainee to another coach or training program.
6. Coaching
Research and Publishing
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6.01 Planning Research.
(a) Those coaches that
conduct research will design and conduct the research
within recognized scientific standards.
(b) Coaching research will be planned to minimize
the possibility of misleading results from the collected
data.
(c) Coaches that conduct research have the competency
to do so, or have other scientific professionals
with competency overseeing the research.
(d) Research will be conducted in compliance with
all laws of the country in which research is carried
out.
6.02 Conducting Research
(a) Approval or consent
from research participants or hosting organizations
shall be gained, unless (b) below holds true.
(b) Approval or consent from research participants
or hosting organizations is not required only in
special cases, such as research with anonymous questionnaires
or naturalistic observations.
(c) Participants will be informed about the research
and its anticipated use(s), in language that is
understandable to the general public.
(d) Where applicable, research participants shall
be suitably protected from adverse consequences
of participating in the research, including (but
not limited to) potential consequences of withdrawing
from the research.
(e) If inducements are offered to research participants,
such inducements shall not be excessive or inappropriate.
6.03 Reporting of Research
Results.
When the results of
research are made available, coaches will not falsify
or fabricate the results. Further, if significant
errors in the research are found in the future,
appropriate attempts will be made to correct the
prior results.
The following applies
to all publications by coaches.
6.04 Plagiarism.
Coaches do not copy
others’ research or data without prior written
permission from the originator.
6.05 Publication Credit.
Coaches take responsibility
and credit only for their own work.
6.06 Professional Reviewers.
Coaches who professionally
review material prior to publication respect the
confidentiality of the work, and credit the publication
to the authors that submitted
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