DEONTOLOGY 

I respect a code of ethics in accordance with that of the three main French professional coaching associations: EMCC France (European Mentoring and Coaching Council), ICF (International Coach Federation) and SF Coach (Société Française de Coaching).

Coaching process

A coaching process is initiated on the basis of a time-limited accompaniment of individuals and teams for the development of their vocal potential, their know-how and their interpersonal skills within the framework of professional objectives.

 

Confidentiality

The coach of a person or a team must keep strictly confidential all information on the coaching he/she provides: person coached, team coached, objective of the coaching, content of the sessions and sessions. He/she must not disseminate any information on the subject.

 

Self-help and supervision

The counsellor works constantly to improve his or her practice and to be in the best possible position to exercise his or her profession. In particular, he/she must lead a personal journey of self-knowledge and awareness of the specificities of his/her mode of relationship with others. In addition, they have access to a place of supervision in order to take a step back from their practice of accompaniment and they use it regularly.

 

Respect for the person being supported

The counsellor must refrain from using his or her influence on the person being accompanied in an inappropriate manner: his or her role is not to be a "master mind". He/she must ensure that the support remains within the framework initially agreed with the person being supported.

The coach must be able to explain the process and the tools he is using to the person being coached, if the latter so wishes.

 

Respect of the counsellor

The person being supported is co-responsible for the support process. In particular, he/she must

Respect the framework of the interviews (presence, punctuality). He/she can only move an interview under the conditions agreed with the support worker at the beginning of the process. Be actively involved in the process, not only during the interviews, but also throughout their professional life.

 

Development of autonomy

The aim of the coaching is that the person being coached develops his/her autonomy in order to be able to continue on his/her path once the coaching has ended. Therefore, the role of the coach is to help the person to develop his/her capacity to find the solutions that suit him/her, and not to provide answers, nor to decide or act in his/her place. In this spirit, the duration of the support is fixed at the beginning of the process and extensions must remain exceptional.

 

Refusal of support

The coach may refuse to take on a coaching assignment for reasons specific to the organisation for which he/she works, to the applicant or to him/herself. In this case, the coach recommends one of his colleagues.

 

Location of the coaching

The coach pays attention to the significance and effects of the location of the coaching session. Coaching sessions take place outside the client's premises.

 

Protection of organisations

The coach must be attentive to the job, the customs, the culture, the context and the constraints of the organisation in which the client works.