This is what I support you with as your Coach.

Exploring your Choices and

shaping your own Future.

Authentic & impactful.

CODE OF CONDUCT

General Principles

  • Coaches and clients enter into an equal relationship at eye level, which is consciously used in the interest of the client.

  • Clients are and remain experts for their lives and can decide for themselves what they want to do or not do. This applies in both, the private and professional context. Customers are therefore also responsible for the decisions they make. They are equally responsible for their actions.

  • The responsibility of the coach is to support clients through selected methods, techniques and questions to see their own situation with different eyes, to gain clarity, to develop new perspectives and to explore new ways. This means that the coach shapes the process, while the client always remains an expert for his or her own topic and life. In this way, coach and client work together to develop solutions that fit to the client perfectly.

  • During the coaching process, the goals, resources and decisions of the client always take precedence over those of the coach.

Clarification of Responsibilities

  • Coaches are responsible for adhering to the principles set out in this Code of Conduct.

  • Coaches take responsibility for promoting and supporting the client's development within their own network of relationships.

  • Coaches take into account the level of development, skills and needs of the client.

  • Coaches are aware of their own cultural identity and that of the client, as well as the possible impact of dissimilarities and differences on the coaching process.

  • Coaches are responsible for ensuring that they are not dependent on relationships with their clients to satisfy their own emotional and other needs.

  • During the coaching process, the coach will not engage in any non-coaching relationships such as friendship, business or sexual relations with their clients.

  • Coaches are responsible for setting clear boundaries between work relationships and other relationships and commit to monitor these boundaries and make them as clear as possible to the client.

  • Coaches will cooperate in the handling of a complaint procedure if a complaint is made against them and ensure that appropriate measures and precautions have been taken.

 

Definition of Competences

  • Coaches are aware of the "power" inherent in their position: they are aware that, both consciously and unconsciously, they can exert considerable influence on their clients and possibly on third parties.

  • Coaches are aware of the limits of their coaching and their personal abilities and are careful not to exceed both. If necessary, they refer a client to a colleague and maintain a professional network for this purpose.

  • All coaches have completed a DBVC-recognized coaching training and continue to train regularly throughout their career.

  • Coaches are looking for opportunities to enhance their professional development and their self-"awareness". 

  • Coaches monitor their coaching work through regular, professional and competent supervision and are able to account to individual clients, colleagues and client organizations for what they do and why.

  • Coaches monitor the limits of their own competence.

  • Coaches have a responsibility to themselves and their clients to maintain their own effectiveness, resilience and ability to help them. They must be able to recognize any situation where their personal resources are so exhausted that they need to seek help and/or withdraw from coaching - either temporarily or permanently.

Mode of Practice

  • Coaches should inform clients in the initial interview about their training and qualifications, as well as the methods they use and their individual approach.

  • Coaches should clarify the approximate number and duration of the coaching sessions with clients in the initial interview. They should also check the client's expectations of what is part of the coaching process and, if necessary, correct or realistically classify expectations that are too high or unrealistic.

  • Coaches should obtain the client's permission before discussing the individual coaching process with others.

  • Coaches should always refrain from using information obtained during coaching for their own personal gain or benefit.

  • If the customer in an employer who is not himself/herself the coachee (e.g. a supervisor or HR manager of an organization), coaches must ensure that all parties have the same information about the objective of the coaching and the intended working method before the coaching starts. The coaching can only progress if there is agreement between them on the goals and structure of the coaching. If the situation or assignment changes, the coach formally revises the agreements with all parties.

  • In situations where coaches have a disagreement with a client or other parties involved, they will adopt a reasonable attitude and keep the dialogue open.

  • Coaches will terminate the cooperation with their clients when the agreed goal has been achieved or when it is obvious that the coaching is no longer of any use to them.

Confidentiality

  • Coaches treat all information about customers (and employers) received directly, indirectly or from other sources as confidential. They protect their clients from the use of personal information and from its publication.

  • If Coaches believe that a client may pose a danger to themselves or others, they will advise them that they may breach confidentiality and take appropriate measures to warn individuals or authorities.

References/Public Statement

  • Before the Coach uses the name of the client's organization or other personally identifiable information, the Coach shall obtain the client's or employers consent.

  • Coaches will not make false, exaggerated or unfounded claims about what can be achieved through coaching.

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© 2019 Gina Friedrich 

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