Demonstrates Ethical Practice
What you must know
Ethics items rarely test an obscure clause; they test priorities. Know the ICF Code of Ethics structure: four core values (integrity, excellence, collaboration, respect), responsibilities to clients, to practice and performance, and to professional standards, plus the pledge. Operationally, master informed consent, confidentiality and its legal limits, conflicts of interest, dual and multiple relationships, boundary management, referrals, record keeping, social media and technology use, and honest representation of coaching versus therapy, consulting, or mentoring.
Also know who the client is. When a sponsor pays, the person being coached is the client; what will be shared with the sponsor is agreed openly with both parties, and the default is that nothing beyond attendance or agreed indicators is disclosed.
Traps
- Choosing 'report to ICF' as a first step. The first move is usually to address the matter transparently with those involved, then consult a peer, mentor, or ethics resource, escalating only when it cannot be resolved or involves serious harm.
- Absolute words: never disclose, always tell the sponsor. Competent answers are conditional.
- Confusing confidentiality with secrecy when there is risk of harm, illegal activity, or a court order.
- Doing something for the client (deciding, advising, rescuing) because it is efficient.
Worked example
A client asks the coach to tell the HR sponsor why she has been 'difficult' in meetings. The strong response names the confidentiality agreement, explores what the client actually wants the sponsor to know, and supports her in deciding how to say it herself.
Rule of thumb
Before any disclosure or added role, ask: has this been discussed openly with the client, and does my choice serve the client's autonomy rather than my comfort?