TABLE OF CONTENTS

Introduction

Key Definitions

When This Code Applies

1. Purpose of This Code of Ethics
2. Confidentiality and Privacy
3. Responsibility to Clients
4. Competence and Scope of Practice
5. Professional Conduct and Boundaries
6. Conflicts of Interest
7. Marketing and Representation
8. Professional Relationships and Collaboration
9. Diversity, Inclusion, and Cultural Sensitivity
10. Intellectual Property
11. Financial Integrity
12. Technology and Online Coaching
13. Compliance and Ethics Violations
14. Self-Care and Professional Development
15. When Training or Supervising Other Coaches
16. Termination of Coaching Services

Disclaimer of Liability

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INTRODUCTION

This Code of Ethics is established to uphold the highest standards of professional conduct in the field of personal, business, organizational, and corporate coaching. It serves as a guiding framework for ethical decision-making and behavior, promoting integrity, competence, problem-prevention, and coaching responsibility.

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KEY DEFINITIONS

Coach: A professional who works with clients to facilitate personal and professional growth through a collaborative, solution-focused process.

Coachee/Client: An individual or entity receiving coaching services.

Coaching: A partnering process in which a coach supports a client in achieving specific personal or professional goals and inspires them to maximize their potential.

Coaching Relationship: The professional agreement and interaction between a coach and a client.

Conflict of Interest: A situation where a coach's personal or professional interests compete with or compromise their professional responsibilities.

Dual Relationship: Any relationship with a client beyond the professional coaching relationship, including personal, business, financial, romantic, or social relationships.

Scope of Practice: The boundaries of a coach's professional competence, training, and expertise.

Self-Disclosure: When a coach shares personal information, experiences, or reactions during a coaching session.

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WHEN THIS CODE APPLIES

This Code of Ethics applies from the moment a coach represents themselves as a coach or provides coaching services, regardless of whether they charge for those services.

If someone believes they are receiving coaching from you - not just helping you practice a skill - you are in a coaching relationship and this Code applies in full.

 

DISTINCTION BETWEEN PRACTICE AND COACHING

For genuine skills practice during training (not actual coaching), coaches must:

• Explicitly frame the interaction as practice, not coaching
• Ensure the person understands they are helping develop skills, not receiving professional coaching services
• Avoid practicing with individuals where existing relationships could be compromised (friends, family, business associates, romantic partners)
• Work under supervision when possible

The distinction matters: In skills practice, both people know it's not real coaching. In actual coaching, the person receiving coaching expects professional conduct and results - even if they're not paying.

 

PRO BONO COACHING

Providing coaching services without charge does not exempt coaches from any ethical obligations in this Code. Free coaching is still coaching and requires full ethical compliance.

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1. PURPOSE OF THIS CODE OF ETHICS

 

REASONS FOR HAVING A COACHING PROFESSION CODE OF ETHICS

• Establish and maintain standards of ethical conduct

• Inform and protect clients seeking coaching services

• Guide coaches in their practice

• Serve as a basis for addressing ethical concerns and complaints

 

HOW THIS CODE ASSISTS COACHES & CLIENTS

For Coaches:

• Provides clear pro-active guidelines for professional conduct
• Offers a framework for ethical decision-making
• Enhances credibility and professionalism
• Helps avoid reputational risks by meeting professional standards and competencies
• Identifies potential areas of risk and pro-active actions for protection

For Clients:

• Ensures a standard of care and professionalism
• Protects their interests and well-being
• Clarifies what they can expect from a coaching relationship

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2. CONFIDENTIALITY AND PRIVACY

 

MAINTAINING CONFIDENTIALITY

• Maintain strict confidentiality of all client information
• Disclose confidentiality limitations and legal obligations to report certain information
• Obtain written permission before sharing any client information for case studies or supervision
• Protect client confidentiality in all online activities and social media

 

CONDITIONS UNDER WHICH INFORMATION WILL NOT BE KEPT CONFIDENTIAL

While confidentiality is a cornerstone of the coaching relationship, there are circumstances where confidentiality may be breached:

• When required by law
• To prevent clear and imminent danger to the client or others
• With the express consent of the client

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3. RESPONSIBILITY TO CLIENTS

 

CLEAR COMMUNICATION AND EXPECTATIONS

• Clearly communicate the nature of the coaching relationship, including limitations
• Establish clear agreements with clients regarding coaching processes, fees, and schedules
• Provide accurate information about qualifications, expertise, and experience

 

RESPECT FOR CLIENT AUTONOMY

• Recognize and honor the client's right to make their own decisions
• Avoid imposing personal values or beliefs on clients
• Support clients in developing their own solutions and strategies
• Trust the client's own pace and readiness for change

 

CLIENT WELFARE AND "DO NO HARM"

 Coaches commit to prioritizing the client's safety, well-being, and best interests at all times. The "Do No Harm" principle means:

• Avoid any actions or situations that may harm the client physically, emotionally, or psychologically
• Do not coach without consent
• Respect client's right to privacy, autonomy, dignity, self-esteem, and self-confidence
• Avoid creating unhealthy dependence or dual relationships that could impair objectivity or lead to exploitation
• Minimize risk of harm or reputational damage

 

RECOGNIZING HARM BEYOND THE OBVIOUS

Harm also occurs when coaches:

• Stay on the surface and miss underlying issues, wasting the client's time and decreasing trust
• Push clients beyond their capacity into the risk zone rather than supporting growth at the edge of their comfort zone
• Impose their agenda or need to see results over the client's readiness to change
• Blur boundaries in ways that leave clients confused about the relationship
• Operate outside their competence without recognizing when a client needs something they cannot provide

The difference between adequate coaches and masterful ones is the ability to listen for what's hidden and unspoken - to sense when the presenting issue isn't the actual issue, to notice patterns the client can't see yet, and to recognize when resistance is pointing toward something important rather than something to overcome.

 

TIME MANAGEMENT

• Respect agreed-upon time boundaries for coaching sessions
• Avoid extending sessions or availability in ways that could create dependency

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4. COMPETENCE AND SCOPE OF PRACTICE

 

WORKING WITHIN COMPETENCE

• Work within the boundaries of personal competence and qualifications

• Refer clients to other professionals when issues are beyond coaching expertise

• Recognize when personal triggers, biases, or limitations interfere with effective coaching

• Continuously enhance coaching skills through ongoing education and training

• Incorporate evidence-based techniques and approaches in coaching practice when appropriate and possible

 

DISTINGUISHING COACHING FROM OTHER SERVICES

• Clearly communicate the boundaries of coaching and distinguish it from therapy, consulting, or other professional services
• Recommend seeking other professional services or refer clients to other professionals when beyond scope of practice
• Recognize when therapy, medical intervention, or other specialized support is needed

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 5. PROFESSIONAL CONDUCT AND BOUNDARIES

 

CLEAR AGREEMENTS

• Establish clear and transparent agreements with clients
• Honor commitments made in coaching agreements

 

MAINTAINING PROFESSIONAL BOUNDARIES

Maintaining clear and consistent boundaries is crucial for the safety, trust, and effectiveness of the coaching relationship.

• Maintain appropriate professional boundaries with clients at all times
• Avoid dual relationships that may impair professional judgment or increase the risk of harm to clients
• Act within scope of practice by clarifying role and expectations

 

DUAL RELATIONSHIPS

• Refrain from entering into personal, business, financial, romantic, or sexual relationships with current clients
• Wait for a minimum of two years after the termination of the coaching relationship before considering any form of romantic or sexual relationship with a former client
• Exercise extreme caution with any personal or business relationships with former clients, considering power dynamics and potential harm

 

GIFT GIVING & RECEIVING

• Establish clear policies regarding the acceptance of gifts from clients
• Avoid accepting gifts that could create a sense of obligation or compromise the professional nature of the relationship

 

FINANCIAL BOUNDARIES

• Maintain clear and professional financial arrangements with clients
• Avoid lending money to or borrowing money from clients

 

PHYSICAL CONTACT

• Avoid unnecessary physical contact with clients
• Obtain explicit consent for any physical contact that may be part of the coaching process (e.g., in somatic coaching approaches)
• Respect cultural differences regarding physical contact and personal space
• Do not engage in sexual or romantic relationships with current clients 

 

POWER DIFFERENTIAL

Coaches recognize and respect the inherent power differential in the coaching relationship.

• Avoid exploiting clients financially, sexually, emotionally, or in any other manner
• Use position of influence responsibly and in the best interest of the client
• Recognize the authority coaches carry whether they want it or not

Coach's Relationship to Power

• Acknowledge your own comfort or discomfort with being in a position of power
• Avoid over-egalitarianism as a way to escape appropriate authority
• Recognize when avoiding the use of appropriate authority harms the client
• Be aware of your own history with power and how it shows up in coaching

Leveling the Playing Field

• Use self-disclosure, humor, and vulnerability strategically to reduce power imbalance when appropriate
• Distinguish between authentic vulnerability that serves the client and diminishing your authority inappropriately
• Be intentional about when and how you share about yourself

Identity-Based Power Dynamics

• Recognize cultural, social, gender, race, age, and other identity-based power differences
• Navigate power dynamics thoughtfully when you have more or less social power than the client
• Be particularly aware when you share identity with the client and how that affects the relationship

 

COACH SELF-DISCLOSURE

Self-disclosure should be used judiciously and strategically.

When to Use Self-Disclosure

• Only when it serves the client's best interests, not the coach's need to be seen, liked, or validated
• To normalize the client's experience
• To build trust and model vulnerability appropriately
• To reduce power imbalance strategically

What and How to Disclose

• Keep disclosures brief rather than extended
• Consider process disclosure ("I'm noticing I feel...") vs. content disclosure ("Here's my story...")
• Share struggles thoughtfully, not solutions that impose your experience on the client
• Be aware of cultural context - different norms exist around disclosure

Risks and Boundaries

• Avoid excessive self-disclosure that shifts focus away from the client
• Do not use the session to meet your own needs for validation or connection
• Recognize when sharing becomes about you, making the session about yourself
• Do not create reverse caretaking where the client feels responsible for your feelings
• Understand that you cannot take back what you've disclosed

Competence in Self-Disclosure

• Recognize your impulse to share and examine why
• Check: Whose need is this serving?
• Pause before you speak
• Be prepared to recover professionally when you've overshared

  

HONESTY AND TRANSPARENCY

• Maintain honesty in all professional interactions
• Be transparent about coaching processes, potential outcomes, and limitations
• Provide accurate information about qualifications, experience, and areas of expertise

INTEGRITY AND PROFESSIONALISM

• Maintain the highest standards of integrity and professional conduct
• Act in a manner that enhances the reputation of the coaching profession
• Continuously develop professional skills and knowledge

SUBSTANCE USE

• Do not provide coaching services while under the influence of alcohol, drugs, or any substance that impairs judgment or professional performance

SOCIAL MEDIA AND ONLINE PRESENCE

• Maintain appropriate boundaries in online interactions with clients
• Develop clear policies regarding connecting with clients on social media platforms
• Protect client confidentiality in all online activities
• Avoid responding to professional coaching questions via social media that could create implied coaching relationships

SUPERVISION AND SUPPORT

• Engage in regular supervision or peer support to discuss boundary issues and ethical dilemmas
• Seek professional help when personal issues arise that may impact the ability to maintain appropriate boundaries
• Regularly reflect on boundary practices and be willing to address any issues that arise promptly and professionally

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6. CONFLICTS OF INTEREST

• Disclose any potential conflicts of interest to clients and relevant parties
• Take appropriate action to eliminate or manage any conflicts that arise

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7. MARKETING AND REPRESENTATION

• Represent coaching services and potential outcomes accurately and honestly
• Do not make false or exaggerated claims about coaching results
• Respect intellectual property rights and give appropriate credit for others' work

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8. PROFESSIONAL RELATIONSHIPS AND COLLABORATION

 

RESPECT FOR COLLEAGUES

• Maintain respectful and professional relationships with other coaches and professionals
• Avoid undermining colleagues or making disparaging remarks about other coaching approaches

 

PROFESSIONAL COLLABORATION

• Foster collaborative relationships with other professionals when in the best interest of clients
• Respect the expertise of other professionals and refer clients when appropriate
• Maintain clear boundaries and communication in collaborative professional relationships

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9. DIVERSITY, INCLUSION, AND CULTURAL SENSITIVITY

• Respect the diversity of clients and avoid discrimination based on age, race, gender, gender identity, sexual orientation, religion, mental or physical disability, national origin, or any other factor
• Be aware of and sensitive to cultural differences and their impact on the coaching relationship
• Recognize and address your own biases and limitations in working with diverse populations

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10. INTELLECTUAL PROPERTY

• Respect intellectual property rights of others
• Properly attribute sources of methodologies, tools, and materials used in coaching
• Obtain necessary permissions before using copyrighted or trademarked materials
• Protect the coach's own intellectual property and that of clients

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11. FINANCIAL INTEGRITY

• Maintain clear and fair financial practices
• Provide transparent information about fees and payment policies
• Avoid financial arrangements that may adversely affect the coaching relationship or outcome

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12. TECHNOLOGY AND ONLINE COACHING

• Ensure the confidentiality and security of online coaching sessions and client data
• Be proficient in the technology used for online coaching and have contingency plans for technical issues

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13. COMPLIANCE AND ETHICS VIOLATIONS

• Adhere to this Code of Ethics and all applicable laws and regulations
• Report observed violations of this Code through appropriate channels
• Cooperate fully with ethics investigations and proceedings

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14. SELF-CARE AND PROFESSIONAL DEVELOPMENT

• Maintain personal health and well-being to ensure optimal professional performance
• Engage in regular self-reflection and seek supervision or peer support when needed
• Participate in ongoing education and training to enhance coaching competencies
• Recognize personal limitations and seek support when needed

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15. WHEN TRAINING OR SUPERVISING OTHER COACHES

 

MODELING ETHICAL PRACTICE

• Model ethical practice in all teaching and supervision activities
• Provide clear guidance on ethical standards and decision-making

 

DISTINGUISHING PRACTICE FROM PROFESSIONAL COACHING

• Clearly distinguish between supervised skills practice and actual client coaching
• Do not instruct coaches-in-training to engage in dual relationships or practices that violate this Code, even during their learning process
• Teach the distinction between skills practice and representing oneself as a coach

 

SUPPORTING ETHICAL DEVELOPMENT

• Create opportunities for coaches-in-training to discuss ethical dilemmas
• Provide feedback on boundary management and professional conduct
• Emphasize the importance of ethical foundations from the beginning of training

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16. TERMINATION OF COACHING SERVICES

 

APPROPRIATE TERMINATION

• Recognize when it's appropriate to terminate the coaching relationship
• Provide referrals when necessary, ensuring a smooth transition for the client
• Respect the client's right to terminate coaching at any time
• Be prepared to suggest alternative support resources when appropriate

 

MUTUAL RIGHTS

• The coach and client both retain the right to terminate the coaching relationship at any point for any reason during the coaching engagement, subject to the provisions of the agreement

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DISCLAIMER OF LIABILITY

This Code of Ethics is not and shall not under any circumstance constitute legal advice or a legal opinion on the part of Create Your Destiny (CYD LLC) or any affiliated coaching services. Adherence to this Code does not guarantee legal compliance by coaches using, affiliated with, or learning from Create Your Destiny. Coaches are responsible for ensuring their practices comply with all applicable laws and regulations.

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