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Ethics and Legalities - L8

Top of Form Ethics and Legalities - 8 In Week 3, you discovered that coaching for leadership development involves several stakeholders besides the client (i.e., the client's supervisor, the client's peers and employees, and human resources). In some manner, many, if not all, of the stakeholders are involved in the coaching process. The inclusion of stakeholders may present unique ethical and legal dilemmas for which coaches must be prepared. One such dilemma involves confidentiality. Think for a moment about what you might do, as a coach, if a client's supervisor asks you how the client is progressing. Alternatively, think about what you might say if a client asks you to name employees who gave negative reviews in his or her 360-degree feedback survey. In addition to stakeholder inclusion, other ethical and legal dilemmas may arise from a client's assumptions about the purpose of coaching. For instance, some clients may view coaching as an opportunity to work on personal issues, particularly if the coach also is a psychologist. Coaches must address such situations carefully to avoid ethical and legal ramifications. To prepare for this Discussion: • Review the article, "Confidentiality in Coaching," and pay particular attention to the ethical and legal confidentiality considerations that are evident in "Case 2." Consider the author's six specific recommendations to address these concerns. • Review the online chapter, "Media Perceptions of Executive Coaching and the Formal Preparation of Coaches." Focus on the "Discussion" and "Conclusion" sections and think about the ethical and legal issues related to coaching qualifications and professional conduct. Consider how you might address each of these issues. • Review the online chapter, "Facilitating Intervention Adherence in Executive Coaching: A Model and Methods." Think about the ethical dilemmas that may arise from the adherence issues related to coaching for leadership development. Consider how such dilemmas might be resolved in an ethical manner. • Review Dr. Curphy's presentation, "Ethics and Legalities," in the Course Media and skim the online case studies from the Walden Library. Consider the ethical and legal concerns that may arise in coaching for leadership development and how you might resolve these issues. • Review the ICF, IAC, and APA codes of ethics. Pay particular attention to the ethical guidelines related to coaching for leadership development. • Review the Course Case Studies, provided in the Introduction area, and select one client to use for this Discussion. • Identify at least two potential ethical and/or legal dilemmas that might occur in the selected case study. • With the ICF, IAC, and APA codes of ethics in mind, think about how you might resolve the ethical and/or legal dilemmas you identified. ***** Assignment write a 1 page paper that: 1. Choose one (1) case study to review from the set of cases studies we have been using all quarter (Feng, Lila, or Carlyle) 2. Identify two (2) ethical and/or legal issues that could occur in your case (please don't make up Information not in the case already) a. Use the online case studies as guides for the kinds of ethical issues that can occur, these do not need to be read word for word. 3. For both ethical and/or legal issues, use all three of the ethical guidelines (ICF, IAC, and APA) to discuss how that Organization would advise the coach to proceed. Each of them must be noted for both of the issues you Identify 4. Include three academic citations. Remember, the media and websites do NOT count as academic citations. Also, since you will be citing websites, use your APA manual to determine how to cite it properly both in text and in the reference section. Simply listing the website is NOT sufficient. Use the APA manual. Note: Identify the case study you selected in the first line of your post. You will be asked to respond to a colleague who discussed a case study that you did not. Be sure to support your postings and responses with specific references to the Learning Resources. Bottom of Form References: Garman, A. N., Whiston, D. L., & Zlatoper, K. W. (2007). Media perceptions of executive coaching and the formal preparation of coaches. In R. R. Kilburg, R. C. Diedrich, R. R. Kilburg, R. C. Diedrich (Eds.) , The wisdom of coaching: Essential papers in consulting psychology for a world of change (pp. 319-322). Washington, DC, US: American Psychological Association. doi:10.1037/11570-030 Greenfield, D. P., & Hengen,William K.,,Jr. (2004). Confidentiality in coaching.Consulting to Management, 15(1), 9-14. Retrieved from http://search.proquest.com.ezp.waldenulibrary.org/docview/215898775?accountid=14872 Kilburg, R. R. (2007). Facilitating intervention adherence in executive coaching: A model and methods. In R. R. Kilburg, R. C. Diedrich, R. R. Kilburg, R. C. Diedrich (Eds.) , The wisdom of coaching: Essential papers in consulting psychology for a world of change (pp. 241-255). Washington, DC, US: American Psychological Association. doi:10.1037/11570-022 Online Case Studies Lowman, R. L. (2006). Case 4. Avoiding Potential Misuse of Assessment Procedures. In R. L. Lowman, R. L. Lowman (Eds.) , The ethical practice of psychology in organizations (pp. 15-18). Washington, DC, US: American Psychological Association. doi:10.1037/11386-011 Lowman, R. L. (2006). Case 17. Using Electronic Mail for Providing Confidential Feedback. In R. L. Lowman, R. L. Lowman (Eds.) , The ethical practice of psychology in organizations (pp. 69-71). Washington, DC, US: American Psychological Association. doi:10.1037/11386-024 Lowman, R. L. (2006). Case 18. Maintaining Confidentiality in Survey Reporting. In R. L. Lowman, R. L. Lowman (Eds.) , The ethical practice of psychology in organizations (pp. 73-75). Washington, DC, US: American Psychological Association. doi:10.1037/11386-025 Lowman, R. L. (2006). Case 23. Confidentiality of Interview Data. In R. L. Lowman, R. L. Lowman (Eds.) , The ethical practice of psychology in organizations (pp. 95-98). Washington, DC, US: American Psychological Association. doi:10.1037/11386-031 Lowman, R. L. (2006). Case 26. Sharing of Management Development Result. In R. L. Lowman, R. L. Lowman (Eds.) , The ethical practice of psychology in organizations (pp. 107-109). Washington, DC, US: American Psychological Association. doi:10.1037/11386-033 Lowman, R. L. (2006). Case 27. Disposition of Psychological Reports. In R. L. Lowman, R. L. Lowman (Eds.) , The ethical practice of psychology in organizations (pp. 111-114). Washington, DC, US: American Psychological Association. doi:10.1037/11386-034 Lowman, R. L. (2006). Case 32. Avoiding Dual Relationships. In R. L. Lowman, R. L. Lowman (Eds.) , The ethical practice of psychology in organizations (pp. 133-135). Washington, DC, US: American Psychological Association. doi:10.1037/11386-039 Web Sites • International Coach Federation (ICF) Code of Ethics http://www.coachfederation.org/ethics/ • International Association of Coaching (IAC) Code of Ethics http://www.certifiedcoach.org/index.php/about_iac/iac_code_of_ethics/ • American Psychological Association (APA) Ethical Principles of Psychologists and Code of Conduct http://www.apa.org/ethics/code/index.aspx
Top of Form Ethics and Legalities - 8 In Week 3, you discovered that coaching for leadership development involves several stakeholders besides the client (i.e., the client's supervisor, the client's peers and employees, and human resources). In some manner, many, if not all, of the stakeholders are involved in the coaching process.
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