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Code of Conduct & Ethics
All staff, trainers, students, graduates, associates and members of The Coaching Academy must agree to follow the Code of Professional Conduct (The Code). Alleged breaches of The Code will be fully investigated by The Coaching Academy and, if proven, may lead to the expulsion of the Coach and the withdrawal, without compensation, of all and any rights previously bestowed by virtue of that individual's connection with The Coaching Academy.
All staff, trainers, students, graduates, associates and members of The Coaching Academy agree to:
- Always conduct themselves to the highest levels of ethics, integrity, accountability and responsibility.
- Treat all clients and potential clients with absolute dignity, confidentiality and respect as free and equal individuals.
- Respect the commercial confidentiality of The Coaching Academy by not divulging business information to any third parties.
- Maintain the good reputation of the coaching profession in general and The Coaching Academy in particular.
- Comply with both the spirit and the letter of any commercial agreements made with clients, potential clients, professional colleagues and The Coaching Academy.
- Make commercial agreements with clients and potential clients that are fair and will respect all parties to such agreements.
- Represent true levels of status, title, competence and experience in order not to mislead, misrepresent or defraud.
- Clearly state to clients and potential clients the terms of any commercial agreement including the expectations of both parties.
- Make no claims or implications of outcomes that cannot be demonstrated or guaranteed.
- Obtain written permission from any client or potential client before releasing their names as referees.
- Respect the absolute rights of the client's confidentiality except as expressly permitted by the client or potential client in writing or as required by law.
- Recommend different coaches or resources when these will be more appropriate to the client's needs.
- Avoid all conflicts of interest and give notice of such potential conflicts to The Coaching Academy. Advise both The Coaching Academy and the client on the risk of conflict if a relationship moves beyond a coach/client situation (For example a personal or business relationship).
- Refrain from offering professional information or advice that you know to be confidential, misleading or where the accuracy is beyond your competence to assess.
- Endeavour to enhance public understanding and acceptance of professional coaching.
- Share skills and experience with fellow members and associates of The Coaching Academy to further increase the body of knowledge, skills and competencies of such parties.
- Respect all copyrights, agreements, work, intellectual property and trademarks and comply with all laws covering such areas.
- Use the tuition, definitions and works provided by The Coaching Academy as the basis for all coaching procedures, practices and objectives.
- Avoid coaching minors (people who have not yet had their 18th birthday) without the express written consent of parent, guardian or teacher as appropriate.
- Contact The Coaching Academy immediately if you find yourself in a situation which may create conflict, litigation or bad publicity.
- Comply with all laws and by-laws of the UK and, if coaching clients based abroad, with the laws of the clients' country.
- Ensure that all advertisements and promotional materials, whether verbal or written, are legal, decent, truthful, honest and in compliance with the requirements of the UK Advertising Standards Authority.
- Make a copy of this Code freely available to clients if they request it.
What we say can create or destroy rapport, but interestingly only 7% of communication is the spoken word. Our body language and our tone of voice are more important than the actual words spoken.
The GROW (Goal, Reality, Options, Will) model is the most common and widely used coaching tool. It empowers the coach to structure a coaching conversation and deliver a meaningful result. The GROW acronym suggests that a coach using the GROW model is likely to start by asking the client to set goals, both for what they want to get out of the coaching sessions as a whole and for each individual session.
Do you find yourself setting out to do one task and ending up completing something else? Do you sometimes have so many ideas on the go, you are unsure which to do first? Or perhaps the passion for the task has faded and you are spending time dreaming up new plans, but are unsure which to run with.
Limiting beliefs are those things you believe about yourself that place limitations on your abilities. Limiting beliefs are simply assumptions about reality that are not true. In order for our actions to have the greatest positive effect, we need to have beliefs that are as close to reality as possible - deceiving ourselves will take us further from the goal.
We are into the second week of the Olympics and we have seen some amazing action thus far. The Great British Team have surpassed expectations and gave us six golds in one day!
Have you ever wondered why as a child you had all the will in the world to be a superhero or just somebody absolutely fantastic and now as a grown up you seem to have lost the will to live? We’ve lost our motivation and don’t know how to get it back.
Our state, the way in which we show in our interactions and movements, has an extraordinary influence on the course of our lives. Whether in work, politics or any other field, your state of mind has a very strong influence on your results and general feeling of happiness.
Lucy has been struggling with a poor self-image for the past six years. She felt unattractive and strongly believed that men didn’t find her sexy. She had a successful career as a management consultant but could not stop feeling bad about herself. Through our sessions, I discovered that Lucy had a younger sister. This younger sister was the pretty one, the one who got all the boys, according to Lucy.
One of the core skills most coaches deal with is goal setting. It seems relatively straight forward, yet most of us and our clients find it hard to achieve the goals we’ve set, so let’s take a good look at why that is and what we can do about it. The most common model for goal-setting is represented by the acronym SMART – specific, measurable, achievable, realistic, and time based. The other element that is usually stressed is that the goal should be positive; for instance, instead of saying “I will lose 20 pounds,” one might say, “I will have a stable, healthy weight of 12 stone.