Code of Ethics

At Change Formation we support the professionalisation of Coaching.  As such professionals, we state our Code in order to inform and protect our clients – both the individuals we coach and the organisations they work for – and to demonstrate our commitment to quality.

Coaching includes powerful psychological processes and therefore, in our view, requires study, attainment of quality standards and continuing professional development.  At present, it is possible for anyone to set themselves up as a ‘coach’.

We trust you will find this Code a useful reference point when selecting your Coach from any organisation because you should be able to get answers to the following selection questions:

  • Do you have a code of ethics?
  • Are you aligned to, or members of, a recognised Coaching organisation? (eg EMCC, ICF, AC)
  • What coaching qualifications have you attained and from which organisation?
  • How do you demonstrate your continuous professional development as a Coach?
  • What form of Coaching Supervision do you undertake?

Our Six Key Principles


These are the Principles of Coaching which set the context for our coaching relationships:

  • The Client is resourceful.
  • The Coach helps Client ‘spring loose’ their resourcefulness.
  • Coaching is about action and change.
  • Coaching is about the whole person, past, present and future.
  • It is a relationship of equals.
  • The Client sets the agenda and knows what is best for them in terms of the choices they make.

Our Ethics and Standards


The entire Change Formation team shares these ethics and standards.  Our coaches:

  • Will always act within the limits of their own competence, recognising when those limits have been reached and agreeing a suitable course of action with the client, for example, referral to a qualified professional in counselling, psychotherapy or financial advice.
  • Is committed to their own Continuous Professional Development, especially as a Coach, and undertakes relevant developmental activities.
  • Demonstrates their belief in Coaching – and in their own improvement as a Coach – by maintaining a relationship of Supervision.
  • Will recognise and quickly deal with any conflicts of interest in the coaching relationship (with the Client or their employer) at commercial or emotional levels.
  • Will only work in a ‘coaching’ relationship with the client during the coaching contract and will not exploit that relationship or contract in any way.
  • Works to avoid any dependency between themselves and the client, either commercial, financial or emotional.
  • Will respect the confidentiality of the relationship both during and after coaching.  The coach will only share information if explicitly agreed with the client or if holding onto information could cause serious danger to the client or others.
  • Will work within the law and will avoid conduct which is dishonest, unprofessional or discriminatory.

We respect the Codes of Conduct, Ethics and Standards of the different formalised Councils, Organisations and Regulatory Bodies for Coaches/Coaching and are committed to promoting and demonstrating best practice in Coaching.

We are also members of the European Mentoring and Coaching Council (EMCC).

 

 

 

 

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