Coaches work in a variety of coaching specialties (such as personal, lifelong, and corporate or business coaching) to help their clients.

Coaches are specially trained in coaching based on the educational program of a school or mentor, and using/integrating their personal life experiences into their professional activities.

Coaches can use a range of titles, ranging from mentor to counselor and mediator.

Despite the fact that each coach measures his or her progress differently, performance is always measured by the progress made by his/her clients.

Due to the personal nature of most coaching relationships, this Code of Conduct provides the framework and values on which professional coaches are based in carrying out their practical activities.

The purpose of this Code is triple. First, it provides the basic principles and values followed by guides (coaches). These include confidentiality and absolute interest in the well-being and success of the client.

Second, it provides rules for coaches to use, in many of the specific cases that a coach may encounter.

Finally, this Code aims to serve as a building block for the ethical and ethical standards of guides. (coaches).

While each individual coach agrees to follow this Code, all coaches are encouraged to supplement and add to it in order to create a lifelong commitment to building an ethical workplace and profession.

1.1 Applicability of the Ethics Code.

(a) Each code can be seen as an integration of experience into a set of rules. A code is adopted by a community because its members accept that compliance with these rules, including the restrictions it entails, is in the interests of all, equally, both within and outside that community.

(b) This code of conduct is addressed to all professional members of the ANLPC. It consists, in essence, of a series of statements setting minimum standards of professional practice, which must be observed by members. The code should be observed in accordance with the spirit that governs it and not merely in word.

(c) The activity of the coach is subject to the Code of Conduct and can be revised within the framework of these ethical standards only if this activity is part of the function related to the work of the mentor (coach).

1.2 Relationship of Ethics and Law Of The Country.

(a) Despite the fact that the law of the country in which the coach exercises his profession would prevail over the ANLPC ethical standards, the coaches, at least, will endeavour to comply with the code of conduct of the AnLPC.

(b) Coaches must not be involved in illegal activities, including, but not limited to, copyright copying, intellectual property rights, or patent violations.

1.3 Professional Relationship.

(a) Coaches provide their services only within the framework of the professional standards of ANLPC.

(b) Trust and responsibility are at the heart of the mentoring profession (coaching). It is expected that coaches will always act with integrity towards their clients, their peers and themselves.

1.4 Skills in the profession of coaching Competence In Coaching.

(a) Coaches, consciously, will not claim a level of competence they do not have, and at any time, will exercise their competence, at least to the level they are capable of.

(b) Coaches provide services only within their limits of competence, which are based on education, training, or appropriate professional experience. Coaches should only accept the job when they believe they are capable of performing.

1.5 Maintaining Experience.

(a) Coaches maintain a reasonable level of awareness of current best business practices and professional information in their areas of activity, and undertake with continuous efforts to maintain the adequacy of the skills they use.

(b) Coaches are informed about new technologies, practices, legal requirements and standards that are relevant to the coach profession (coaching).

1.6 Counselling Services Results (Outputs of coaching Services).

(a) When coaches provide coaching services (including any assessments used) to an individual, a group or an organization, they use language that is reasonably understandable to the recipient of such services.

(b) If coaches are prohibited by law or by any other means from providing guidance information to specific persons or groups, they shall inform the individuals or groups at the start of the service.

1.7 Respect for Others.

(a) Respect for the individual is the cornerstone of the guiding relationship.

(b) In activities related to their coaching work, coaches respect the rights of others to maintain values, attitudes and opinions that differ from their own.

1.8 Unfair Discrimination.

Coaches, in their work-related activities, are not involved in unfair discrimination based on any criteria.

1.9 Harassment.

(a) Coaches are not involved, consciously, in behaviors that harass or are degrading to persons with whom they interact in their work.

(b) Sexual harassment is the sexual involvement of clients, possible physical contact or gesture, or verbal or non-verbal behavior that is of a sexual nature. Coaches will ensure that their behavior is appropriate at all times and cannot in any case be described as harassment in any form.

1.10 Personal Problems and Conflicts.

(a) Coaches recognize that they may also experience personal problems that are likely to adversely affect the client-coach relationship (coach client relationship). Consequently, coaches inform clients of any such problems, and together take the appropriate measures.

(b) In addition, coaches have an obligation to be alert to symptoms, and to seek help for their personal problems at an early stage in order to avoid reduced performance.

(c) When coaches are aware of their personal problems that may affect the satisfactory performance of their coaching duties, they shall take appropriate measures, such as obtaining professional advice or assistance, and determine whether they should restrict, suspend or terminate their current activity as coaches.

1.11 Making Progress.

Coaches take reasonable steps to ensure that the client

And in cases where there is no progress the coaches try to minimize any harm to their client.

1.12 Misuse of Coaches’ Influence.

Because the professional decisions and actions of coaches can affect the lives of others, they are alert to the appearance and caution against personal, or economic, or social, or organizational, or political factors that may lead to misuse of their influence.

1.13 Misuse of Coaches’ Work.

(a) Coaches do not engage in activities in which their skills or assessments appear likely to be misused by others.

(b) If coaches learn that their work has been abused or distorted, they take reasonable steps to correct or minimize such abuse or distortion.

1.14 Conflict of Interests.

(a) Where possible, the coach avoids taking on professional obligations when pre-existing relationships would create a risk of conflict of interest.

(b) If a coach finds that a potential conflict of interest has arisen due to unstable factors, then he or she tries to resolve the matter appropriately, taking into account the best interest of the person involved and compliance with the Code of Conduct.

1.15 Exchange (Barter).

The coach can participate in an exchange only if the relationship is not abusive. Coaches are free to negotiate the acceptance of goods, services, or other non-monetary means of remuneration, against coaching services, within the legal and tax restrictions of the country where they practice the profession.

1.16 Operating Relationships (Exploitative Relationships).

(a) Coaches do not exploit persons over whom they may exercise an administrative role.

(b) Coaches do not have sexual relationships with persons over whom the coach exercises direct authority or authority of assessment, because such relationships can be regarded as relationships of exploitation.

1.17 Referrals.

Coaches can, when appropriate and if professionally appropriate, work with other professionals in order to serve their client effectively and properly.

1.18 Third-party Requests for Services.

(a) When a coach agrees to provide services to a natural person or business entity at the request of a third party, the coach shall specify, to the extent possible, at the beginning of the service, the nature of the relationship with each party.
This clarification includes the role of the coach (as a management advisor), the possible uses of the services provided or the information received, and the fact that there may be limits to confidentiality.

(b) If there is a predictable risk for the coach to perform conflicting roles due to his/her participation in third-party tasks, the coach clarifies the nature and direction of his or her responsibilities, keeps all parties properly informed about the issues being developed, and brings the solution in accordance with this Code of Conduct.

1.19 Delegation of powers and supervision of existing authorities (Delegation to and Supervision of Subordinates).

(a) Coaches shall assign to their employees and assistants only the 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 provided.

(b) Coaches provide appropriate training and supervision to their employees and take reasonable steps to confirm that such persons provide services in a responsible, competent, and ethical manner.
1.20 Management of Files and Information (Records and Information Management).

(a) Coaches create, maintain, disseminate, store, and archive records of information and data related to their professional practice, and other work, in accordance with the legislation of the country in which they operate, and in a way that allows compliance with this Code of Conduct.

(b) Coaches duly document their work in order to facilitate the provision of services later by themselves or by other professionals, to ensure accountability, and to meet other legal requirements of their country.

1.21 Fees and Financial Regulations (Fees and Financial Arrangements).

(a) As soon as possible in a professional relationship, the coach and the client, or other suitable person acting as a recipient of the coaching services, conclude an agreement setting out the compensation and charging arrangements.

2.1 Definition

The term ‘Advertising/Public Statements’ refers to documents or oral statements made to the public by a coach (such as a pamphlet, article, speech, or professional resume) about guidance. (coaching).

2.2 Third Party Statements

Coaches understand that others can participate in public statements about them, whether they are asked to do so or not. Coaches will make every effort to ensure that any such public statements are true and not misleading.

2.3 Avoid False Statements

Coaches agree not to make public statements that are false, under any circumstances. Examples of such statements include the training or experience of a coach and the fees they charge.

3.1 Structure of Relationship.

(a) Coaches will explain the structure of their fees before the first paid coaching session with the client.

(b) Coaches agree to highlight and discuss important issues as early as possible in the coaching relationship. An example of such a subject is confidentiality (see also Standard 4.1, Discussing the Limits of Confidentiality).

(c) Coaches agree to refer clients to other professionals when necessary. Coaches will also refer a client to a health consultant, therapist, or psychiatrist as soon as possible if they see or hear a problem that may require mental health treatment.

(d) Coaches try to answer customer questions and address their concerns about coaching as soon as possible. The coach will provide written information, where available, to address specific concerns regarding guidance.

3.2 Safety and Well-Being.

(a) Each coach must make the appropriate reference to a Mental Health Professional or an Emergency Service Professional at an early point of recognition of cases in which clients may put their own safety or well-being at risk, or the safety or welfare of others at risk; and in severe cases, the coach must contact the mental health crisis service or emergency service on behalf of the client.

(b) Coaches should not attempt to diagnose or evaluate any mental health issue or a specific problem where clients may put themselves or others at risk, but should act solely on their personal experience, as coaches have not been trained or licensed to make such diagnoses or evaluations.

(c) Coaches must inform the competent authorities when a client reveals that he/she is hurting or endangering another person or group. The coach should also try to inform the person or group that is injured or in danger. The coach does not need to distinguish whether a mental health problem exists now or whether the current or imminent danger is actually illegal.

3.3 Providing Coaching Services to Those Served by Mental Health Professionals.

Each coach must decide whether or not to enter a mentoring relationship with a client who is in the stage of psychotherapy or other mental health therapy. The most important thing in making this decision is the well-being of the customer.

3.4 Sexual Intimacies With Clients.

Coaches agree not to have sexual relations with current clients.

3.5 Interruption of Services.

Coaches shall make reasonable efforts to make other arrangements for any interruption of coaching services. For longer holidays (more than 1 month), the coach is encouraged to refer clients to other coaches until they are able to repeat the coaching.

3.6 Terminating the Coaching Relationship.

Coaches agree to terminate a coaching relationship when it becomes clear that the client no longer gains any benefit (or is liable to loss) from the coaching relation. At the end of the relationship, coaches will suggest alternatives or refer to other coaches or other professional services, when appropriate.

These Standards apply to the professional activities of all trainers (coaches).

4.1 About Confidentiality and its Limits

(a) Coaches respect the client’s right to privacy. We do not ask for personal information from the customer unless it is necessary for the provision of services, or the conduct of the survey. The confidentiality rules apply immediately from the moment the personal information is disclosed.

(b) The discussion of confidentiality takes place at the beginning of the professional relationship, unless it is contraindicated or impossible to, and from then on as required.

(c) Coaches discuss the nature of confidentiality and its limits with clients and other stakeholders. Coaches examine situations in which confidential information may be requested or disclosed.

(d) All information received during the professional service is confidential, unless there is a compelling professional reason to disclose it. Coaches will disclose confidential information without a specific date of issue, if necessary to avoid predictable imminent damage to the client or other third party. In all cases, coaches will be prudent in the amount of information they disclose.

4.2 Maintaining Confidentiality

(a) Coaches are fundamentally wise in protecting the privacy rights of the individuals for whom they work or advise. Coaches acknowledge that professional relationships, institutional regulations, and/or the law may determine confidentiality.

(b) Coaches will not discuss on the basis of confidential information in any environment unless privacy can be ensured.

(c) Coaches discuss on the basis of confidential information only for appropriate professional, advisory, or scientific purposes and only with persons clearly interested in such matters.

(d) Coaches should, in their contacts with the public and the media (including professional presentations, and articles) be careful to protect the confidentiality of their clients. In addition, coaches will hide confidential information so that customers are not individually identifiable. Coaches will disclose confidential information only if the customer or legally authorized person has given his or her explicit written consent.

(e) Coaches, in an advisory capacity, do not share confidential information that could lead to the identification of the client with whom they have a confidential relationship. Coaches may only share this information if they have previously obtained the client’s consent, or if disclosure cannot be avoided. Furthermore, coaches only share information to the extent necessary to the purposes of the counselling service.

(f) Coaches take reasonable precautions to protect the privacy of clients in the event of termination of the coaching work, incompetence, or death of the coach (coach).

(g) Coaches protect the confidentiality of their deceased clients in accordance with this Code of Conduct.

4.3 Management of Files and Information

(a) Coaches maintain confidentiality when creating, storing, accessing, transferring and making available the files under their jurisdiction in accordance with this Code of Conduct and the laws of their country.

(b) Coaches take precautions to ensure and maintain the confidentiality of information transmitted through the use of telephone, voice mail, computers, e-mail, instant messaging, simile machines and other information sources.

(c) Coaches take practical and legal steps to ensure that information records remain available in order to serve the interests of clients.

4.4 Reviews

(a) Unless prohibited by law, coaches will disclose
confidential information only if the customer, or the person legally authorized to consent on behalf of the client, has given express written consent.

(b) Coaches may disclose confidential information without the client’s consent only as mandated or permitted by law.

(c) Coaches, where possible, inform clients about the disclosure of confidential information and the possible consequences before disclosing.

(d) Coaches will disclose confidential information to third-party payers only with the appropriate written consent.

(e) Coaches are required to disclose certain confidential information as required by law or if the confidential info may endanger the client or others or endanger their well-being.

(b) Coaches do not exploit recipients or payers of services in relation to fees, nor do coaches falsify their fees.
(c) Coaches discuss with the client, or other suitable recipient of the services as soon as possible in the event that restrictions on services can be foreseen due to restrictions in financing.

(d) If the customer, or other recipient of the services, does not pay for the services as agreed, and if the coach wishes to use the services of a debt collection company or legal measures to collect these fees, then the coach first informs that person (customer or other receiver of services) that such measures will be taken and gives the person in question the opportunity to make immediate payment.

1.22 Accuracy in Reports to Payers.
The coaches submit to the payers their reports to be paid for the services offered, accurately and clearly indicating the nature of the service provided, fees and / or all other charges.

1.23 Referral Fees.

When a coach pays, receives payment from or shares remuneration with another professional outside the employer-employee relationship, the payment to each person is based on the services (referral, advice, administrative or other) provided, and agreed in writing before the start of the coaching work.

5.1 Design of Educational Programs

Coaches who train other coaches do their best to ensure that their training programms are well thought out, and will provide the trainee with the material they request.

5.2 Descriptions of Educational Programs

Coaches who train other coaches will not mislead others about the training they offer.

5.3 Ethics during Education.

Coaches who train other coaches will ensure that they are aware of this Code of Conduct, where applicable, and will adhere to it during the training process.

5.4 Restriction on Education.

Coaches agree to see their own limitations in the training of other coaches, and in such cases, when they do not feel experienced enough to train another coach in a particular area or technique, they will refer the trainee to another coach or training program.

6.1 Project Design.

(a) Coaches conducting research will design and conduct research within recognized scientific standards.

(b) Coaching research will be programmed to minimize the likelihood of misleading results from the data collected.

(c) Coaches conducting research have the capacity to do so, or have other scientific professionals with competence to oversee the research.

(d) The investigation will be conducted in accordance with all the laws of the country in which the investigation is conducted.

6.2 Conducting Research.

(a) The approval or consent of the research participants or the organizations that cooperate in the research must be obtained, unless the provisions referred to in (b) below apply.

(b) The approval or consent of research participants or collaborating organizations is not required only in special cases, such as an anonymous questionnaire survey or research conducted in the natural environment.

(c) Participants will be informed about the research and the intended use(s) of the research, in a language understood by the general public.

(d) Where applicable, research participants should be adequately protected from the adverse consequences of research participants, including (but not limited to) the possible effects of withdrawal from research.

(e) If benefits are offered to survey participants, they must not be excessive or inappropriate.

6.3 Reporting of Research Results.

Coaches shall not falsify or construct the research results when they are available. Furthermore, if significant errors in the research are found in the future, appropriate efforts will be made to correct the previous results. The following applies to all publications made by tutors (coaches).

6.4 Logo robbery.

Coaches do not copy the research or data of others without prior written permission of the original author.

6.5 Publication Recognition.

Coaches assume responsibility and recognition only for their own work.

6.6 Professional Reviewers.

Coaches who professionally examine material before publication respect the confidentiality of the work, and credit the publication to the authors who submitted it.