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Standards of Ethical Conduct Guiding Executive Coaching in Global Corporations

The number of coaches and coaching practices has increased dramatically over the past few years. Studies show that when properly conducted, professional coaching in global corporations can result in improved individual, group and organizational outcome (Ellinger & Hamlin, 2016). However, even highly qualified coaches can at times find themselves involved in situations that create ethical dilemmas for coaching practice. So unless such situations are properly addressed in advance, the effectiveness of coaching process may be greatly compromised. Such situations can harm both the individuals involved and the entire organization. The main ethical issues in this case study are confidentiality and multiculturalism.

Confidentiality

Successful coaching efforts only thrive where there is trust between the coach and the clients. Since this coaching practice is ordered by the organization, it is not bound by the similar conditions of confidentiality in personal coaching (Ellinger & Hamlin, 2016). So as much as I will be committed to my clients, as a hired coach, I will be obligated to report potential threats that the differences between Janell and Ami may present to the organization. In this case, the individual confidentiality needs to be overstated to prevent unnecessary complications and lawsuits.

To tackle this issue, I will first conduct and establish negotiated levels of confidentiality. As such, an agreed number of parameters will be laid down for handling any information between me and the two clients. Secondly, I will respect the confidentiality of these clients except as otherwise required by law or the organization (Sass & Fly‐Dierks, 2013). Thirdly, l will obtain an agreement from Janell as my previous client before using her name as reference when dealing with this new coaching work. Lastly I will obtaining an agreement from Janell before releasing the information from our previous sessions to Ami to gain her confidence.

Multicultural Issues

Since Janell and Ami are from two different cultural set-ups, the problem of cultural differences is eminent in our sessions. These clients have different values, cultural practices and beliefs that I must get acquainted with before proceeding with the sessions. Some of the multicultural issues in this case study are differences in work atmosphere. Janell has experienced working in a collaborative atmosphere while Ami is acquainted with a competitive work atmosphere. The two also exhibit different values for individual career development as opposed to organizational development.

To be on the safe side, I will familiarize myself with the culture of both my clients and the organization at large. I will ensure that my actions and pieces of advice I offer remain sensitive in terms of cultural differences of my clients to avoid any misunderstanding during our sessions (Stout, 2017). Importantly, I will assess my multicultural competency to help me make appropriate referrals while dealing with Janell and Ami. Consultation on best practices will also form part of my guided actions to deliver best coaching practices to the clients.

Diversity Consideration

The main diversity consideration in the case study is accountability. Janell exhibits her executive support by creating bias-free and inclusive work environment while Ami is opposed to that. This is seen from the way Janell takes her time and flies to Japan to help Ami with project management process but Ami shows little interest in working together to meet the set deadline. These clients show accountability differently, and as such, there is no common point of view that they can arrive at. As their coach, with the help of the organization, I will design a diversity incentive program that ensures proper training on accountability. The program will also outline how employees respecting the diversity lens will be rewarded by the organization.