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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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