Professional ethics

• The duty of the organizational coach is to support the entire organization to attain its purpose and performance goals successfully.Do not supply assistance to any person or group whose goals conflict with the organization's objective.
• The organizational coach’s responsibility is to evaluate and guide the entire organization’s performance, operation, and motivation.
• In the coaching process, the organizational coach only offers feedback on the coached individual's or team's skill, mental model, and willingness.The organization should decide if the coached individual/team is a suitable match for the role.
• The responsibility of the organizational coach is to encourage more effective and direct communication and interaction inside the business as well as between the organization and stakeholders. Do not mediate between two parties who do not speak with each other unless a particular type of discourse is stipulated in the contract.
• The organizational coach refuses to accept one-on-one coach paid by individuals outside of the contract asked by some organization members or leadersduring the execution of the organization contract.
• The organizational coach should have a certain moral maturity: the ability of reflection, rationality, and sensibility to decide what is right and wrong, the courage to act, and the willingness to accept public responsibility for his own decisions.
• The organizational coach should dare to face moral challenges, develop moral sensitivity, understand the causes of moral information, and bravely make decisions and engage in moral dialogue with the organization based on the organization’s mission and objectives, law, politics, and other factors.

  The decision-making methods listed below are for reference:

  • Developmoral sensitivity

    Be aware of the impact of individual/team behavior on others/the organization, and gain insight into the potential moral requirements among people.

  • Cause of action for morality

    The interaction of facts, professional ethics, and the moral principles of the organization and coach will result in the cause of action for morality.

  • Moral dialogue

    Be able to disclose your cause of action to the organization and appropriately respond to feedback and reactions.

  • Implement moral decision-making

    When dealing with internal and external resistance such as politics, personal interests, colleague protection, mistake fear, and so on, we must implement moral decision-making.

  • Accept the ambiguity of moral decision-making

    Successfully dealing with doubts and uncertainties is a necessary skill for dealing with a moral dilemma.