Ethics - ICF Core Competency 1

My Ethical Practice as a Coach (ICF and COMENSA)

By Gavin Dick

Ethics is at the heart of how I coach. For me, it is not something I switch on for compliance, but something I actively live in every coaching conversation. The ICF and COMENSA Codes of Ethics give me a clear foundation, but I experience ethics more as how I show up, with integrity, respect, and a strong sense of responsibility to the client.

One of the most important ways I demonstrate ethics is through integrity and honesty. I am very clear with clients about what coaching is and what it is not. I do not position myself as someone who gives advice or fixes problems. Instead, I hold the space for the client to think, reflect, and find their own clarity. If I ever feel something is outside my scope or I am unsure, I am comfortable naming that rather than pretending to have the answer.

Confidentiality is something I take seriously. I make sure clients know upfront that what they share stays within the coaching space, except where there are legal or safety limits. I don’t treat confidentiality as a formality. I see it as the foundation of trust. Without it, clients cannot fully open up or think freely, so I am intentional about creating that sense of safety from the beginning.

I also strongly respect client autonomy. I believe the client is always the expert in their own life. My role is not to direct them, but to help them think more clearly and deeply about what is already true for them. I am careful not to impose my views or solutions, even when I think I might “know” what could help. Instead, I stay curious and trust the client’s ability to make their own decisions.

Another key part of my ethical practice is maintaining clear boundaries between coaching and other professions. I am very conscious not to drift into therapy, consulting, or advice-giving. If I notice that a client may need therapeutic or specialist support, I do not hesitate to acknowledge that and encourage them to seek the appropriate help. I see this as part of responsible coaching, not a limitation. I will help them find the right people to help them.

I also make a conscious effort to be respectful of each client’s identity, values, and context. Every client comes with a different background and worldview, and I try not to assume or interpret their experience through my own lens. I stay curious about their language, their environment, and what matters to them, and I reflect that back in a way that honours their perspective.

For me, ethics also includes continuously developing myself as a coach. I am aware that I am always learning, and I take responsibility for improving my skills and self-awareness. I reflect on my coaching, seek feedback, and continue to develop so that I can serve clients at a higher level while staying within my competence.

And then I take responsibility for protecting client wellbeing. If I feel a client needs support beyond coaching, I will say so directly but respectfully, and encourage them to seek the right professional help. I see this as part of caring for the client, not stepping away from them.

I experience ethics as something that is present in every moment of coaching, in how I speak, how I listen, the boundaries I hold, and the space I create. The ICF and COMENSA Codes of Ethics guide me, but ultimately, I see ethics as a commitment to respecting the client’s thinking, protecting their space, and showing up with integrity in every conversation.

Core Competency 1 - ICF - Ethics

A. Foundation 

1. Demonstrates Ethical Practice Definition: Understands and consistently applies coaching ethics and standards of coaching 

1.01. Demonstrates personal integrity and honesty in interactions with clients, sponsors and relevant stakeholders 

1.02. Is sensitive to clients’ identity, environment, experiences, values and beliefs 

1.03. Uses language appropriate and respectful to clients, sponsors and relevant stakeholders 

1.04. Abides by the ICF Code of Ethics and upholds the ICF Core Values 

1.05. Maintains confidentiality with client information per stakeholder agreements and pertinent laws 

1.06. Maintains the distinctions between coaching, consulting, psychotherapy and other support professions 

1.07. Refers clients to other support professionals, as appropriate 

Here are 30 sharp, trainer-ready quotes. These are designed to land fast, stick in memory, and reinforce ethical behaviour in real coaching.

 30 Ethics Quotes 

 FOUNDATION & ETHICAL MINDSET

1. Ethics as a way of being
   “Ethics is not something you apply—it’s how you show up.”

2. Integrity in coaching
   “Your integrity speaks before your questions do.”

3. Responsibility for the space
   “You are responsible for the space, not the outcome.”

4. Trust as foundation
   “Trust is built in moments where nothing is taken from the client.”

5. Ethical maturity in ambiguity
   “Ethics begins when the answer isn’t obvious.”

 CONFIDENTIALITY & TRUST

6. Confidentiality principles
   “What is shared in coaching is protected, not repeated.”

7. Limits of confidentiality
   “Confidentiality has boundaries—clarity about them builds trust.”

8. Sponsor vs client information
   “The client’s voice is never traded for stakeholder pressure.”

9. Data protection
   “Ethics doesn’t end when the session does—it lives in how you store and share.”

10. AI and technology use
    “Using technology ethically means protecting the human behind the data.”

 CONTRACTING & AGREEMENTS

11. Clear agreements
    “If it’s not clear, it’s not ethical.”

12. Informed consent
    “Clients can only choose what they fully understand.”

13. Financial transparency
    “Hidden terms erode trust before coaching even begins.”

14. Re-contracting
    “Every shift in direction requires a new agreement.”

15. Tripartite contracting
    “When multiple stakeholders exist, clarity must multiply.”

 BOUNDARIES & ROLE CLARITY

16. Coaching vs other roles
    “Coaching stops being coaching the moment you start solving.”

17. Professional boundaries
    “Boundaries are not distance—they are safety.”

18. Dual relationships
    “The more roles you play, the more risk you carry.”

19. Avoiding dependency
    “If the client needs you, you’ve gone too far.”

20. Knowing when to say no
    “Saying no is often the most ethical yes.”

 CLIENT AUTONOMY

21. Client resourcefulness
    “The client is not missing anything—they are uncovering it.”

22. Avoiding advice
    “Advice replaces ownership.”

23. Self-determination
    “The decision must belong to the client to truly work.”

24. Holding back agenda
    “Your opinion is the loudest barrier to the client’s clarity.”

25. Empowerment vs control
    “Control creates compliance; empowerment creates change.”

 COMPETENCE & SCOPE

26. Working within competence
    “Ethical coaches know where their expertise ends.”

27. Continuous development
    “Growth is not optional—it’s an ethical obligation.”

28. Recognising limitations
    “Not knowing is safer than pretending.”

29. Referral responsibility
    “The right support matters more than being the support.”

30. Supervision & reflection
    “Ethics deepens in reflection, not just in action.”

Ethics in Coaching: The Invisible Standard That Defines Everything

By Gavin Dick

Most coaches think ethics is a checklist.

It’s not.

Ethics is the difference between a conversation that feels helpful… and one that is actually safe, empowering, and transformational.

If you strip coaching down to its essence, ethics is not something you apply at certain moments. It’s how you show up in every moment.

Ethics Is Not Compliance — It’s Presence

Frameworks like the International Coaching Federation (ICF) and COMENSA give us structure, standards, and accountability.

But in real coaching conversations, ethics doesn’t sound like rules.

It sounds like:

• restraint instead of advice

• curiosity instead of judgement

• clarity instead of assumption

• responsibility instead of control

Ethics is not what you say. It’s what you refuse to do.

Where Ethics Actually Shows Up

Ethics is rarely tested in obvious situations.

It shows up in moments like:

• When a client asks: “What should I do?”

• When a sponsor asks for information you shouldn’t share

• When a client becomes emotional and you feel the urge to “fix”

• When you strongly disagree with a client’s decision

• When you’re unsure if this is still coaching—or something more

Ethics begins where certainty ends.

The Four Pillars of Ethical Coaching

If you want to simplify everything from ICF and COMENSA into something practical, it comes down to four domains:

1. Clarity (Contracting)

“If it’s not clear, it’s not ethical.”

• Clear agreements

• Defined roles and expectations

• Informed consent

• Re-contracting when things shift

Clarity creates safety. Vagueness creates risk.

2. Trust (Confidentiality)

“What is shared in coaching is protected, not repeated.”

• Confidentiality is the foundation of openness

• Limits must be explained upfront

• Data, notes, and even AI tools must be handled responsibly

Without trust, there is no real coaching.

3. Boundaries (Professional Conduct)

“Boundaries are not distance—they are safety.”

• Coaching is not therapy, consulting, or advice-giving

• Dual relationships require caution

• Dependency is a signal something has gone wrong

If the client starts needing you, you’ve crossed a line.

4. Autonomy (Client Ownership)

“Advice replaces ownership.”

• The client is naturally creative, resourceful, and whole

• The client owns every decision

• Your role is to expand thinking—not direct it

The moment the coach becomes the solution, the client stops growing.

The COMENSA Lens: Ethics in Context

Where ICF gives structure, COMENSA deepens the work.

COMENSA reminds us that:

• Clients exist within culture, systems, and socio-economic realities

• Ethics must include human dignity and contextual awareness

• Coaching is not just technical—it is relational responsibility

The client is not a problem to fix. They are a person to understand in context.

The Most Common Ethical Failure

It’s not what most people think.

It’s not breaking confidentiality.
It’s not obvious misconduct.

The most common ethical failure is:

 Over-helping

• Giving advice too quickly

• Solving instead of exploring

• Directing instead of holding space

• Rescuing instead of empowering

It feels helpful.

But it quietly removes the client’s ownership.

What Ethical Maturity Really Looks Like

At a basic level, ethics is about:

• following guidelines

• maintaining boundaries

• knowing when to refer

But at a higher level—PCC, MCC level—it becomes something else entirely.

Ethics becomes:

• invisible in your tone

• reflected in your restraint

• present in your neutrality

• expressed through your trust in the client

You don’t announce ethics. You embody it.

The Real Responsibility of a Coach

A coach is not neutral.

A coach is responsible.

Responsible for:

• the safety of the space

• the clarity of the relationship

• the boundaries of the work

• the dignity of the client

• knowing when coaching is no longer enough

And perhaps most importantly:

 Responsible for not becoming the solution

Final Thought

Ethics is not about being perfect.

It’s about being aware.

Aware of:

• your influence

• your bias

• your limitations

• your responsibility

Because in the end:

Coaching is not ethical because it follows rules.
Coaching is ethical because it respects people.

In the ICF Code of Ethics, informed consent is not just a one-time signature—it is an ongoing process of ensuring the client fully understands the coaching relationship before and during coaching.

ICF-style definition (clear paraphrase)

Informed consent means that the coach ensures the client understands the nature, scope, expectations, and limitations of coaching, and agrees to participate freely and knowingly in the coaching relationship.

What this includes (according to ICF ethical intent)

A client must clearly understand:

• What coaching is and is not
  (distinction from therapy, consulting, mentoring, counselling)

• Roles and responsibilities
  (coach role vs client responsibility for outcomes)

• Confidentiality and its limits
  (e.g., legal requirements, risk of harm exceptions)

• Logistics and contracting terms
  (fees, scheduling, duration, cancellation policies)

• Potential benefits and risks
  (coaching is forward-focused but not guaranteed to produce outcomes)

• Voluntary participation
  (client can withdraw at any time)

• Data handling / record keeping
  (how notes or recordings are managed, if applicable)

Key ICF principle behind it

ICF treats informed consent as part of ethical contracting (Competency 3: Establishing and Maintaining Agreements) and expects it to be:

• Clear

• Transparent

• Ongoing (not just at the start)

• Updated when conditions change

Simple exam-ready version

Informed consent is the ongoing process of ensuring the client understands and agrees to the nature, scope, boundaries, risks, and terms of coaching before and throughout the coaching relationship.

 “What to say” script bank for ICF Core Competency 1: Demonstrates Ethical Practice (1.01–1.07).

 1.01 Personal integrity and honesty

What you can say:

• “I want to be transparent with you about how I work as a coach.”

• “If at any point I’m unsure I’ll name that rather than pretend certainty.”

• “I’ll always aim to be honest with you, even when something feels unclear in the conversation.”

• “My intention is to show up fully and authentically in this space with you.”

 1.02 Sensitivity to identity, environment, values, beliefs

What you can say:

• “What matters most to you in this situation?”

• “How does your background or experience shape how you see this?”

• “What values are important for you as you think about this?”

• “Is there anything about your context that I should be aware of to understand you better?”

MCC nuance:

• “What feels most true for you, given your world and experience?”

 1.03 Respectful and appropriate language

What you can say:

• “I want to make sure I’m using language that fits how you experience this.”

• “Let me reflect back what I’m hearing—please correct me if I get it wrong.”

• “How would you describe that in your own words?”

• “Is there a better way to name this that feels more accurate for you?”

 1.04 Abides by ICF Code of Ethics / Core Values

What you can say (intro or implicit in framing):

• “My role here is to support your thinking, not to advise or direct you.”

• “This is a confidential coaching space, and I work within professional coaching ethics.”

• “I hold myself to standards that ensure this remains your thinking space, not mine.”

MCC nuance (less explicit, more embodied):

• “I’ll stay with your thinking rather than bring in my own perspective or agenda.”

 1.05 Confidentiality

What you can say:

• “What you share here remains confidential, except in situations where there is a legal or safety requirement.”

• “I will not share anything from our sessions without your permission.”

• “If anything ever comes up where confidentiality has limits, I’ll let you know clearly.”

 1.06 Distinction between coaching and other professions

What you can say:

• “Coaching is different from therapy or consulting—I won’t diagnose or give advice, but I will help you explore your thinking.”

• “If what you need is advice or therapeutic support, I may suggest other professionals who can support you better.”

• “In coaching, you remain the expert in your life; my role is to help you think more clearly, not to provide solutions.”

MCC nuance:

• “I’m not here to interpret or fix this, but to help you explore it more deeply yourself.”

 1.07 Referral to other professionals when appropriate

What you can say:

• “As we talk about this, I’m noticing this may go beyond coaching—have you considered speaking to a therapist or specialist?”

• “I want to be careful that you’re getting the right kind of support for this.”

• “If this is more suited to another type of professional support, I can encourage you to connect with someone appropriate.”

• “Would it be helpful to explore additional support alongside coaching?”

MCC-safe wording:

• “I’m aware this may need a different kind of support than coaching alone can offer.”

 MASTER ETHICS PATTERN (WHAT ICF ASSESSORS LISTEN FOR)

They are NOT looking for scripted ethics statements.

They are listening for:

1. Integrity tone

→ calm honesty, no performance

2. Boundary clarity

→ coach does not drift into advice or therapy

3. Role purity

→ coach stays in “thinking partner” position

4. Safety awareness

→ confidentiality and referral handled naturally

 RED FLAGS (FAIL SIGNALS IN RECORDINGS)

These often lead to PCC/MCC deductions:

• Giving advice disguised as coaching

• “I think you should…” language

• Diagnosing emotional/psychological states

• Overstepping into therapy without referral awareness

• Lack of confidentiality mention when relevant

• Blurring coaching vs mentoring/consulting

• Coach inserting personal opinions or stories

 MCC DIFFERENCE (VERY IMPORTANT)

At PCC level, ethics is:

• stated clearly

• occasionally referenced

• structurally correct

At MCC level, ethics is:

• invisible in tone

• embodied in how you speak

• reflected in restraint, not explanation

 MCC coaches don’t “announce ethics” often
  they demonstrate ethics through non-interference

Practical “what you can say” examples that demonstrate compliance in real coaching conversations.

 1. ICF Code of Ethics 

1. Professional Conduct & Integrity

Summary:

Coaches act honestly, responsibly, and uphold coaching professionalism at all times.

What you can say:

• “I want to be transparent about how I work as a coach.”

• “My intention is to show up with honesty and consistency in this process.”

• “If something is outside my role, I will name it clearly.”

2. Confidentiality

Summary:

All client information is protected unless legally required or agreed otherwise.

What you can say:

• “Everything you share here stays confidential, unless there is a legal or safety requirement.”

• “I won’t share anything from our sessions without your permission.”

• “If confidentiality ever needs to be limited, I’ll be clear with you upfront.”

3. Clear Role Boundaries (Coaching vs Other Professions)

Summary:

Coaches do not provide therapy, legal advice, or consulting unless qualified and agreed.

What you can say:

• “In coaching, I won’t diagnose or advise—I’ll support your thinking process.”

• “If something requires therapy or specialist input, I’ll encourage you to seek the right support.”

• “My role is to help you explore, not to direct or fix.”

4. Avoiding Conflicts of Interest

Summary:

Coaches must not exploit clients or blur personal/business boundaries.

What you can say:

• “I want to ensure our coaching relationship stays fully focused on your goals.”

• “If anything ever feels unclear about our roles, let’s address it directly.”

5. Professional Competence & Development

Summary:

Coaches only work within their capability and continuously improve.

What you can say:

• “I’m committed to ongoing development as a coach to better support clients.”

• “If I feel something is outside my expertise, I will be honest about that.”

6. Respect for Client Autonomy

Summary:

Clients are always responsible for their own decisions.

What you can say:

• “You are the expert in your life and decisions.”

• “My role is to support your thinking, not to decide for you.”

• “What you choose to do with this is entirely up to you.”

7. Appropriate Referrals

Summary:

Coaches refer clients when issues go beyond coaching scope.

What you can say:

• “It sounds like this may need additional support beyond coaching.”

• “Have you considered speaking with a therapist or specialist about this?”

• “I want to make sure you get the right kind of support for what you’re experiencing.”

 2. COMENSA Code of Ethics 

COMENSA (Coaches and Mentors of South Africa) is similar to ICF but more explicitly contextual and relational.

1. Respect for Human Dignity & Diversity

Summary:

Coaches respect all clients regardless of background, culture, identity, or belief.

What you can say:

• “I want to understand your perspective and context fully.”

• “What matters most to you in your situation?”

• “How does your environment or experience shape this for you?”

2. Integrity & Professional Conduct

Summary:

Coaches act honestly, ethically, and responsibly.

What you can say:

• “I’ll be honest with you if something is unclear or outside my role.”

• “I aim to show up consistently and transparently in this space.”

3. Confidentiality & Data Protection

Summary:

All client information is protected and handled responsibly.

What you can say:

• “Everything shared here is confidential within professional limits.”

• “I take care to protect your information and privacy.”

4. Clear Contracting & Boundaries

Summary:

Coaching agreements must be clear, mutual, and revisited when needed.

What you can say:

• “Can we agree on what you’d like to focus on today?”

• “Would it help if we check whether we’re still aligned to your goal?”

• “Do we need to adjust our focus based on what’s emerging?”

5. Competence & Continuous Development

Summary:

Coaches must work within their competence and grow continuously.

What you can say:

• “If something requires a different kind of support, I will be open about that.”

• “I continuously develop my coaching practice to serve clients better.”

6. Client Self-Determination

Summary:

Clients are fully responsible for their choices and outcomes.

What you can say:

• “What feels right for you is what matters here.”

• “You get to decide what action you want to take from this.”

7. Avoiding Harm & Supporting Wellbeing

Summary:

Coaches must avoid harm and support client wellbeing.

What you can say:

• “I want to make sure this conversation is supportive and safe for you.”

• “If this feels overwhelming, we can slow down or pause.”

8. Professional Relationships & Referrals

Summary:

Coaches must refer out when appropriate and avoid overstepping.

What you can say:

• “This may be better supported by a specialist—would you be open to that?”

• “I want to make sure you’re getting the right type of help for this.”

 MASTER DIFFERENCE (ICF vs COMENSA)

Area

ICF Focus

COMENSA Focus

Ethics

Global professional standard

Contextual + relational ethics

Tone

Structured & competency-based

Human dignity & relational awareness

Boundaries

Clear role separation

Strong emphasis on cultural sensitivity

Referrals

Scope limitation

Wellbeing + context-driven care

 MCC INSIGHT (IMPORTANT)

In real MCC assessments:

They are NOT listening for:

• perfect ethical statements

They ARE listening for:

• ethical BEHAVIOUR in language

• restraint from advice

• respect in tone

• clean boundaries without over-explaining

 Ethics is mostly scored through what you DON’T do, not what you say.

here are 10 ICF-style ethics multiple-choice questions (PCC/MCC level) with 4 options each, followed by the correct answers with brief justification.

These are designed like real assessment traps where multiple answers feel right, but only one is most aligned with ICF ethics.

 PART 1: 10 ETHICS MCQs (ICF PCC / MCC LEVEL)

Q1. Client asks for advice

A client says: “What should I do in this situation?”

A. Give them a structured recommendation based on your experience
B. Tell them you cannot advise and ask what options they see
C. Share a similar story from another client
D. Suggest what you would do in their situation

Q2. Possible depression disclosure

Client says: “I think I might be depressed.”

A. Diagnose and explore symptoms in depth
B. Continue coaching without acknowledging it
C. Acknowledge and explore, and consider referral if appropriate
D. Immediately stop coaching and end the session

Q3. Sponsor requests information

A sponsor asks for detailed client notes.

A. Share all session notes as requested
B. Refuse and cite confidentiality and coaching agreement
C. Share a summary without telling the client
D. Ask the sponsor to speak directly with the client

Q4. Client avoids action

Client repeatedly asks for direction and avoids accountability.

A. Give them clear steps to follow
B. Explore their thinking and reinforce ownership
C. Tell them they are not ready for coaching
D. Take over goal-setting for them

Q5. Client asks personal questions about you

Client asks: “What would you do if you were me?”

A. Answer fully to build rapport
B. Redirect focus back to client’s thinking
C. Refuse and end discussion immediately
D. Share your personal experience in detail

Q6. Client wants consulting advice

Client asks for specific business strategy steps.

A. Provide a step-by-step business plan
B. Shift into consulting mode temporarily
C. Clarify coaching role and support their thinking instead
D. Refer them immediately to a consultant without discussion

Q7. Session drifts off-topic

You notice the session has moved away from the agreed focus.

A. Ignore it and follow the client’s flow
B. Re-contract and realign focus with the client
C. End the session early
D. Take control and bring it back without discussion

Q8. Risk of harm disclosure

Client hints they may harm themselves.

A. Ignore it unless they explicitly confirm intent
B. Explore gently and assess seriousness, consider referral
C. Immediately report without informing client
D. Continue coaching normally

Q9. Third-party involvement

Client wants to include their spouse in coaching.

A. Allow spouse in immediately
B. Refuse without explanation
C. Clarify boundaries and ensure proper agreement before proceeding
D. Ask spouse to attend next session without consent process

Q10. Strong personal opinion

You strongly believe the client is making a poor decision.

A. Tell the client directly what they should do
B. Hold your opinion and stay client-led
C. Suggest your solution indirectly
D. Argue your perspective to challenge them

 PART 2: ANSWERS + ICF JUSTIFICATION

A1 → B

Best practice is to avoid advice and return ownership to the client’s thinking.

A2 → C

Coaching acknowledges experience without diagnosing; referral considered if appropriate.

A3 → B

Confidentiality must be maintained unless explicitly agreed otherwise.

A4 → B

Ethical coaching maintains client autonomy and explores thinking instead of directing.

A5 → B

MCC-safe coaching maintains focus and redirects gently without shutting down rapport.

A6 → C

Coaching is not consulting; role clarity must be maintained.

A7 → B

Re-contracting is the correct ethical response to maintain alignment.

A8 → B

Ethical response involves calm exploration, risk awareness, and appropriate escalation if needed.

A9 → C

Third-party involvement requires clear contracting and consent boundaries.

A10 → B

MCC-level ethics requires holding back coach agenda and staying fully client-led.

 HOW THESE ARE SCORED (ICF LOGIC)

PCC pass indicators:

• Correct boundary recognition

• Maintains coaching role

• Clear ethical choice

MCC distinction indicators:

• Chooses option that preserves:

  • client autonomy

  • conversational flow

  • minimal coach interference

  • ethical invisibility (no over-explaining)

 SET 2: 10 ADVANCED ICF ETHICS MCQs (PCC / MCC LEVEL)

Q11. Emotional intensity increases

A client becomes visibly emotional and starts crying during session.

A. Stop the session immediately
B. Acknowledge the emotion and continue exploring if appropriate
C. Switch topic to reduce discomfort
D. Give advice to help them calm down

Q12. Client asks for “expert opinion”

Client says: “You’re the coach, what do you think I should do?”

A. Share your professional recommendation
B. Redirect to client thinking and explore options
C. Explain why coaching avoids opinions
D. Tell them you are not qualified to help

Q13. You feel empathy and want to help more directly

You notice strong urge to “fix” the client’s situation.

A. Give structured advice to speed progress
B. Recognise internal bias and stay client-led
C. Share personal experience to relate
D. Reduce session depth to stay neutral

Q14. Client requests confidentiality exception

Client asks you to discuss their progress with their manager.

A. Agree immediately to build trust
B. Refuse without discussion
C. Re-contract confidentiality and seek explicit agreement
D. Share only positive feedback

Q15. Client resistance to coaching process

Client says coaching is “not working” and asks for direct answers.

A. Provide direct solutions
B. Explore expectations and re-contract coaching approach
C. End coaching relationship
D. Refer them out immediately

Q16. Sensitive personal disclosure

Client shares trauma-related experience briefly in session.

A. Explore trauma in depth
B. Stay within coaching scope and acknowledge, not diagnose
C. Switch topic immediately
D. Provide therapeutic intervention

Q17. Time pressure in session

Only 5 minutes left and client is mid-exploration.

A. Continue without acknowledging time
B. Interrupt and end session immediately
C. Acknowledge time and support closure or prioritisation
D. Extend session without asking

Q18. Client dependency emerging

Client begins asking you to make decisions for them repeatedly.

A. Start giving decisions to help progress
B. Strengthen autonomy and re-establish coaching role
C. Continue answering to maintain rapport
D. Suggest ending coaching immediately

Q19. Coach bias emerging

You strongly disagree with client’s values.

A. Challenge client values directly
B. Hold neutrality and stay curious
C. Share your disagreement to be honest
D. Avoid topic completely

Q20. External stakeholder pressure

A sponsor wants faster results and pushes you to “steer” client more.

A. Follow sponsor instructions
B. Maintain coaching agreement and client autonomy
C. Increase directive coaching
D. Share client resistance with sponsor

 ANSWERS + JUSTIFICATION

A11 → B

Ethical coaching acknowledges emotion and continues if client is safe and willing. No need to stop or fix.

A12 → B

MCC standard = avoid opinion, return responsibility to client thinking.

A13 → B

Key MCC competency: awareness of coach bias without acting on it.

A14 → C

Confidentiality requires explicit agreement and renegotiation, not automatic sharing.

A15 → B

Ethical coaching revisits expectations instead of abandoning or over-directing.

A16 → B

Coaching acknowledges but does not move into therapeutic processing or diagnosis.

A17 → C

Strong MCC skill: time awareness with client autonomy and flow preservation.

A18 → B

Dependency is handled by strengthening autonomy, not increasing advice.

A19 → B

Ethical coaching requires neutrality even when values differ.

A20 → B

Client agreement overrides sponsor pressure in coaching ethics.

 PATTERN INSIGHT (WHAT THESE TEST)

These questions are designed to test whether you understand:

MCC ethical complexity:

• No advice under pressure

• No over-reaction to emotion

• No sponsor override of client autonomy

• No ego-based intervention

Most common trap:

The “helpful answer” is often the wrong ethical answer

 SET 3: ADVANCED ICF ETHICS MCQs (Q21–Q30)

Q21. Client asks for reassurance

Client says: “Am I doing the right thing? Just tell me yes or no.”

A. Give reassurance to reduce anxiety
B. Explore what “right thing” means for them
C. Tell them you cannot answer yes/no questions
D. Ask them to decide quickly

Q22. Strong emotional projection

Client says: “You’re the only person who understands me.”

A. Accept the statement to build trust
B. Redirect dependency back to client awareness
C. Deepen emotional bond with reassurance
D. End coaching immediately

Q23. Client requests direct accountability enforcement

Client says: “I need you to make sure I do this.”

A. Take control of accountability tracking
B. Refuse and end coaching
C. Recontract ownership of action and accountability
D. Create strict rules and penalties

Q24. Cultural/value difference arises

Client expresses values you strongly disagree with.

A. Challenge and correct client values
B. Stay curious and explore meaning without judgement
C. Avoid the topic completely
D. Share your own opposing values

Q25. Client repeatedly changes topic

Client jumps between multiple unrelated issues.

A. Follow each topic as it comes
B. Interrupt and choose one topic yourself
C. Recontract focus and ask what is most important
D. Stop coaching until client is clear

Q26. Sponsor pushes for results tracking

Sponsor wants detailed behavioural reporting.

A. Share all client behavioural details
B. Reaffirm coaching agreement and confidentiality boundaries
C. Increase directive coaching to satisfy sponsor
D. Stop coaching engagement

Q27. Coach feels emotional discomfort

You feel frustrated with client lack of progress.

A. Push client harder
B. Reflect internally and maintain neutrality
C. Confront client about lack of effort
D. Reduce session depth

Q28. Client asks for prediction

Client asks: “Do you think I will succeed?”

A. Predict outcome based on experience
B. Refocus on client responsibility and thinking
C. Give motivational reassurance
D. Avoid answering and change topic

Q29. Boundary testing behaviour

Client begins contacting coach outside session frequently.

A. Respond immediately to all messages
B. Ignore all communication
C. Re-establish communication boundaries and agreement
D. End coaching relationship

Q30. Ethical uncertainty arises mid-session

You are unsure whether to continue or refer out.

A. Continue regardless
B. Pause, reflect, and consider appropriate referral if needed
C. Immediately refer without discussion
D. Ask sponsor for direction

 ANSWERS + MCC JUSTIFICATION

A21 → B

MCC standard: avoid giving certainty; deepen client meaning-making.

A22 → B

Avoid dependency reinforcement; gently return ownership while maintaining rapport.

A23 → C

Ethical coaching re-establishes autonomy rather than control or refusal.

A24 → B

ICF ethics requires non-judgemental curiosity and respect for client worldview.

A25 → C

Re-contracting is key MCC skill for focus drift.

A26 → B

Confidentiality + coaching agreement overrides sponsor pressure.

A27 → B

Ethical practice requires coach self-awareness and emotional regulation.

A28 → B

Avoid prediction; return responsibility to client thinking.

A29 → C

Clear boundary-setting without emotional reaction is MCC-level professionalism.

A30 → B

Ethical uncertainty = pause, reflect, and assess scope + referral needs.

 MCC EXAM INSIGHT (SET 3 LEVEL)

These questions test whether you can:

1. Hold ambiguity without reacting

2. Avoid advice disguised as support

3. Maintain autonomy under pressure

4. Recontract instead of controlling

5. Stay neutral under emotional or sponsor pressure

 BIG PATTERN (WHAT FAILS MOST PEOPLE)

Most incorrect answers come from:

• “helping too much”

• “fixing dependency”

• “taking control for safety”

• “over-correcting emotion”

• “over-prioritising sponsor expectations”

 MCC ethics is often: less intervention, not more intervention

SET 4: ICF ETHICS MCQs (Q31–Q40)

Q31. Client asks for validation

Client says: “I just need you to confirm I’m not making a mistake.”

A. Confirm they are not making a mistake to support confidence
B. Explore what “mistake” means for them and what they already know
C. Tell them you cannot provide confirmation
D. Ask them to trust their intuition without discussion

Q32. Emotional dependency increases

Client says: “I only really trust your opinion now.”

A. Accept trust and continue as normal
B. Reframe dependency and return ownership to client thinking
C. Increase guidance to maintain trust
D. Suggest ending coaching immediately

Q33. Client requests directive coaching style

Client says: “I want you to just tell me what to do each step.”

A. Shift into directive coaching to meet expectation
B. Explain coaching philosophy and refuse directive role
C. Explore expectation and renegotiate coaching approach
D. Refer client to a consultant immediately

Q34. Confidentiality ambiguity

Client asks you to summarise their progress to their partner informally.

A. Agree to maintain rapport
B. Refuse without discussion
C. Clarify confidentiality boundaries and seek explicit agreement
D. Share only positive outcomes

Q35. Coach internal disagreement

You strongly disagree with client’s approach but it is not harmful.

A. Share your disagreement to challenge them
B. Stay neutral and explore client reasoning
C. Redirect conversation to safer topic
D. Persuade client to change direction

Q36. Session becomes unfocused

Client moves between unrelated topics without resolution.

A. Follow client flow without structure
B. Take control and choose topic yourself
C. Recontract and co-create focus with client
D. End session early

Q37. Sponsor influence pressure

Sponsor wants you to “steer client toward specific behaviour change.”

A. Follow sponsor direction
B. Maintain client autonomy and coaching agreement
C. Increase directive coaching subtly
D. Share client resistance data with sponsor

Q38. Client expresses uncertainty about coaching value

Client says: “I’m not sure coaching is helping.”

A. Defend coaching approach
B. Explore experience and re-evaluate agreement
C. End coaching relationship immediately
D. Tell client they are resistant to change

Q39. Strong emotional reaction from coach

You feel irritated by client resistance.

A. Express frustration to client
B. Reflect internally and maintain neutrality
C. Push client harder to overcome resistance
D. Reduce depth of coaching conversation

Q40. Ethical uncertainty mid-session

You are unsure whether continuing coaching is appropriate.

A. Continue without change
B. Pause, reflect, and assess need for referral or recontracting
C. Immediately refer client out
D. Ask sponsor for instruction

ANSWERS

A31 → B

ICF expects curiosity over reassurance; client builds own clarity.

A32 → B

Ethical coaching avoids dependency and returns autonomy.

A33 → C

Key MCC skill: renegotiating expectations rather than rejecting or complying.

A34 → C

Confidentiality requires explicit consent and clear boundaries.

A35 → B

Neutral exploration is required even when coach disagrees.

A36 → C

Recontracting maintains alignment and focus integrity.

A37 → B

Client agreement overrides sponsor influence in coaching ethics.

A38 → B

Ethical response is exploration and recontracting, not defence or termination.

A39 → B

Coach self-management is essential ethical competency.

A40 → B

Uncertainty triggers reflection, not automatic continuation or referral.

These are aligned to COMENSA emphasis on:

• human dignity and context

• relational ethics

• cultural sensitivity

• wellbeing and harm prevention

• contracting clarity

• systemic awareness (client + environment + stakeholders)

Still MCC-level difficulty, but with a more COMENSA relational / South African coaching lens.

SET 5: COMENSA ETHICS MCQs (Q41–Q50)

Q41. Cultural values difference

Client expresses values that strongly conflict with your personal beliefs.

A. Challenge the client’s values directly
B. Stay curious and explore meaning within their context
C. Share your personal disagreement to be authentic
D. Redirect away from the topic

Q42. Socio-economic context emerges

Client describes financial hardship affecting their decisions.

A. Ignore context and focus only on goals
B. Acknowledge context and explore how it shapes choices
C. Give financial advice based on experience
D. Refer client immediately out of coaching

Q43. Emotional distress increases

Client becomes overwhelmed discussing family pressure.

A. Push client to stay focused on goals
B. Slow down, acknowledge emotional state, and continue appropriately
C. End session immediately
D. Give solutions to reduce pressure

Q44. Boundary confusion with support role

Client begins treating coach as emotional counsellor and support system.

A. Fully adopt emotional support role
B. Re-establish coaching boundaries while remaining empathetic
C. Stop coaching relationship immediately
D. Ignore emotional content and continue questioning

Q45. Stakeholder pressure in organisational coaching

Manager demands updates on client behaviour changes.

A. Share full behavioural details
B. Clarify confidentiality and coaching agreement boundaries
C. Increase directive coaching to satisfy manager
D. Stop coaching engagement

Q46. Client discloses family conflict affecting wellbeing

Client shares ongoing family conflict impacting emotional state.

A. Diagnose emotional condition
B. Hold space, explore impact, and stay within coaching scope
C. Advise legal action
D. Avoid emotional discussion completely

Q47. Language and communication sensitivity

Client struggles to express themselves clearly due to language differences.

A. Correct their language to improve clarity
B. Adjust language and reflect meaning respectfully
C. Continue without adjusting communication style
D. Refer client to another coach immediately

Q48. Ethical discomfort in coach

Coach feels discomfort about client’s life choices.

A. Express judgement to client
B. Reflect internally and maintain non-judgemental stance
C. Redirect conversation away from topic
D. Challenge client to change behaviour

Q49. Coaching agreement clarity (COMENSA emphasis)

Client is unsure what coaching will involve.

A. Proceed without clarification
B. Clarify coaching process, expectations, and boundaries
C. Start coaching and clarify later
D. Let client figure it out during sessions

Q50. Wellbeing concern emerges

Client shows signs of prolonged stress and emotional fatigue.

A. Continue coaching as normal
B. Explore gently and consider appropriate referral options
C. Diagnose stress condition
D. End coaching immediately

ANSWERS (COMENSA ETHICS LOGIC)

A41 → B

COMENSA prioritises dignity, respect, and contextual understanding over judgement.

A42 → B

Ethical coaching includes awareness of systemic and environmental context.

A43 → B

COMENSA supports emotional containment without shutting down or over-directing.

A44 → B

Key COMENSA principle: balance empathy with clear role boundaries.

A45 → B

Confidentiality and contracting override organisational pressure.

A46 → B

Hold emotional content within coaching scope, avoid diagnosis or therapy drift.

A47 → B

Communication must adapt to client context and accessibility needs.

A48 → B

Coach must manage internal bias and maintain ethical neutrality.

A49 → B

Clear contracting is essential in COMENSA ethical practice.

A50 → B

Wellbeing awareness + appropriate referral consideration without diagnosing.

🧠 COMENSA PATTERN INSIGHT (WHAT THIS SET TESTS)

Unlike pure ICF logic, COMENSA ethics strongly tests:

1. Context awareness

• socio-economic

• cultural

• organisational systems

2. Relational ethics

• empathy + boundaries together

3. Human dignity lens

• no judgement of client life choices

4. Communication accessibility

• adapting language and presence

 KEY DIFFERENCE VS ICF SETS

ICF Focus

COMENSA Focus

Role purity

Human dignity

Structure

Relationship + context

Coaching boundaries

Cultural sensitivity

Neutrality

Empathic presence

SET 6: COMENSA ETHICS MCQs (Q51–Q60)

Q51. Client expresses hopelessness

Client says: “Nothing in my life is going to change.”

A. Agree with the client’s view
B. Explore meaning and gently support alternative perspectives
C. Immediately refer out without discussion
D. Give motivational advice to uplift them

Q52. Cultural misunderstanding arises

Client describes a cultural practice you do not understand.

A. Judge the practice based on your values
B. Stay curious and ask respectful questions to understand context
C. Avoid discussing it further
D. Correct the client’s interpretation

Q53. Family influence on decision-making

Client says family pressure is shaping all their decisions.

A. Tell client to ignore family influence
B. Explore system influence and client autonomy within context
C. Take over decision-making guidance
D. Focus only on individual goals

Q54. Emotional overwhelm in session

Client becomes emotionally overwhelmed and silent.

A. Fill silence immediately with questions
B. Hold space and allow processing before continuing
C. End session immediately
D. Redirect to practical solutions

Q55. Coach internal judgement

Coach internally disagrees with client lifestyle choices.

A. Express disagreement to challenge client
B. Notice judgement and maintain non-judgemental stance
C. Avoid the topic completely
D. Advise client to change direction

Q56. Organisational coaching pressure

HR requests you “influence” the client toward compliance behaviour.

A. Comply with HR request
B. Maintain coaching neutrality and client autonomy
C. Increase directive coaching subtly
D. Share client resistance patterns

Q57. Language barriers affect coaching depth

Client struggles to express emotions clearly in coaching language.

A. Push client to use correct terminology
B. Adapt communication and reflect meaning simply
C. End coaching due to communication limits
D. Refer client immediately

Q58. Client expresses conflicting values

Client feels torn between personal values and cultural expectations.

A. Tell client which values are correct
B. Explore tension and support client meaning-making
C. Ignore values and focus on actions
D. Resolve conflict for client

Q59. Coaching boundary uncertainty

Client starts treating coach like a personal advisor outside sessions.

A. Engage fully in advisory role
B. Re-establish boundaries and clarify coaching agreement
C. Ignore messages completely
D. End coaching immediately

Q60. Wellbeing concern with no diagnosis clarity

Client shows emotional exhaustion and low energy.

A. Diagnose mental health condition
B. Explore experience and consider appropriate referral support
C. Ignore emotional signals
D. Give step-by-step recovery plan

ANSWERS (COMENSA ETHICS LOGIC)

A51 → B

COMENSA focuses on dignity + possibility, not agreement with hopelessness.

A52 → B

Cultural humility and curiosity are core COMENSA principles.

A53 → B

Ethical coaching includes systemic awareness (family, culture, environment).

A54 → B

COMENSA values presence and holding emotional space without rushing.

A55 → B

Ethical practice requires awareness of coach bias, not expression of it.

A56 → B

Client autonomy overrides organisational influence.

A57 → B

Accessibility and adaptation of communication is ethically required.

A58 → B

Values conflict is explored, not resolved by coach.

A59 → B

Clear boundary re-establishment is essential ethical practice.

A60 → B

Coaching remains within scope; referral considered if appropriate, no diagnosis.

 COMENSA MASTER PATTERN (SET 6)

This set tests your ability to:

1. Hold complexity without simplifying

• cultural + emotional + systemic layers

2. Maintain dignity under tension

• no judgement, no correction

3. Balance empathy + boundaries

• warm but structured presence

4. Avoid “fixing reflex”

• COMENSA strongly penalises over-intervention

 EXAM INSIGHT

In COMENSA ethics:

The biggest mistake is not “wrong action”

It is:

Over-directing the client’s meaning-making process

Here is Set 7: EMCC-flavoured ethics MCQs (Q61–Q70) at PCC/MCC level difficulty.

EMCC ethics tends to emphasise:

• contracting as a living agreement

• systemic and organisational awareness

• supervision and reflective practice

• responsibility and professionalism

• safeguarding and wellbeing

• relational depth with clear boundaries

SET 7: EMCC ETHICS MCQs (Q61–Q70)

Q61. Coaching agreement ambiguity

Client says they are unsure what coaching will involve mid-engagement.

A. Continue without revisiting agreement
B. Recontract and clarify expectations and process
C. Tell client they should have understood earlier
D. End coaching relationship

Q62. Organisational coaching tension

Line manager wants you to “shape” employee behaviour outcomes.

A. Fully comply with manager expectations
B. Maintain coaching independence and clarify contracting boundaries
C. Increase directive coaching to meet organisational goals
D. Share detailed session content with manager

Q63. Emotional distress during coaching

Client becomes emotionally overwhelmed discussing workplace stress.

A. Continue pushing through content
B. Pause, acknowledge emotion, and adjust pace appropriately
C. End session immediately
D. Diagnose stress condition

Q64. Coach competence boundary

Client presents issues clearly outside coach’s expertise.

A. Continue coaching without adjustment
B. Acknowledge limits and consider referral or supervision
C. Give best-guess advice
D. Ignore issue and focus on goals

Q65. Supervision awareness

Coach feels uncertain about handling recurring client pattern.

A. Ignore uncertainty and continue coaching
B. Reflect and seek supervision support
C. Ask client to solve the issue faster
D. Change coaching approach randomly

Q66. Confidentiality in organisational setting

Organisation requests progress feedback.

A. Share full client disclosures
B. Share only agreed, contracted information
C. Refuse all communication with organisation
D. Share informal impressions without consent

Q67. Client dependency risk

Client increasingly relies on coach for decisions between sessions.

A. Increase availability to maintain support
B. Re-establish boundaries and strengthen client autonomy
C. Give clearer instructions to reduce confusion
D. End coaching immediately

Q68. Ethical uncertainty mid-coaching

Coach is unsure whether continuing is appropriate for client wellbeing.

A. Continue without change
B. Pause, reflect, and consider supervision or referral options
C. Immediately terminate session
D. Ask organisation for direction

Q69. Diversity and inclusion sensitivity

Client expresses identity or cultural experiences different from coach’s worldview.

A. Judge based on personal values
B. Stay curious, respectful, and non-assumptive
C. Redirect away from topic
D. Correct client perspective

Q70. Contracting drift

Session repeatedly moves away from original agreed focus.

A. Follow all new directions without question
B. Recontract and co-create focus with client
C. Take control and enforce original agenda
D. End session early

ANSWERS (EMCC ETHICS LOGIC)

A61 → B

EMCC emphasises contracting as a living, revisited process.

A62 → B

Coaching independence must be protected from organisational pressure.

A63 → B

EMCC prioritises emotional containment and pacing without clinical intervention.

A64 → B

Competence boundaries require honesty and appropriate escalation or referral.

A65 → B

Reflective practice and supervision are core EMCC expectations.

A66 → B

Confidentiality is balanced with agreed organisational contracting terms.

A67 → B

Ethical coaching strengthens autonomy, not dependency.

A68 → B

Uncertainty triggers reflection, supervision, and ethical consideration—not automatic action.

A69 → B

EMCC strongly emphasises inclusion, respect, and cultural humility.

A70 → B

Recontracting is essential to maintain focus and relational clarity.

🧠 EMCC MASTER PATTERN (WHAT THIS SET TESTS)

EMCC ethics prioritises:

1. Reflective practitioner mindset

• supervision awareness

• self-reflection before action

2. Contracting as dynamic system

• not static agreements

3. Organisational neutrality

• manage sponsor pressure carefully

4. Relational responsibility

• empathy + boundaries together

 KEY DIFFERENCE (EMCC VS ICF VS COMENSA)

Dimension

EMCC Focus

Ethics

Reflective practice + supervision

Contracting

Continuous renegotiation

Identity

Coach as reflective practitioner

System

Strong organisational awareness

Here’s a clear, structured summary of the COMENSA Code of Ethics, including key principles, practical sub-competencies, and observable coaching behaviours (how it shows up in real sessions).

 COMENSA CODE OF ETHICS — SUMMARY

COMENSA (Coaches and Mentors of South Africa) defines ethics as a relational, context-sensitive, and dignity-based practice that ensures coaching and mentoring are conducted responsibly, respectfully, and with awareness of human and systemic complexity.

Unlike purely procedural models, COMENSA strongly emphasises:

• human dignity

• context and culture

• responsibility and wellbeing

• clear contracting

• reflective practice

• appropriate boundaries and referral

 CORE ETHICAL PRINCIPLES (SUMMARY)

1. Respect for Human Dignity

Coaches treat clients as whole, capable human beings.

Behaviours:

• Non-judgemental language

• Respect for client identity and lived experience

• Curiosity over assumption

• Validating client perspective without agreeing or disagreeing

2. Integrity and Professional Conduct

Coaches act honestly, transparently, and responsibly.

Behaviours:

• Clear explanation of coaching role

• Honest communication about limits of competence

• No exaggeration of outcomes or expertise

• Consistency in behaviour and commitments

3. Confidentiality and Trust

Client information is protected within agreed limits.

Behaviours:

• Clear explanation of confidentiality at contracting stage

• No disclosure without consent (unless legal/safety requirement)

• Careful handling of organisational reporting

4. Clear Contracting and Boundaries

Coaching relationships must be clearly defined and continuously maintained.

Behaviours:

• Setting clear goals at start of engagement and sessions

• Re-contracting when direction shifts

• Clarifying roles (coach vs mentor vs therapist vs consultant)

• Defining communication, duration, and expectations

5. Client Self-Determination

Clients remain fully responsible for decisions and outcomes.

Behaviours:

• Avoiding advice-giving

• Asking exploratory questions instead of directing

• Returning ownership to client thinking

• Encouraging client-led action

6. Cultural and Contextual Sensitivity

Coaching must respect client environment, culture, and system.

Behaviours:

• Asking about context before interpreting behaviour

• Adapting language to client background

• Awareness of socio-economic and organisational realities

• Avoiding cultural bias or assumptions

7. Competence and Continuous Development

Coaches must remain within scope and actively develop professionally.

Behaviours:

• Acknowledging limits of expertise

• Seeking supervision or mentoring

• Continuous learning and reflection

• Referring when outside scope

8. Wellbeing and Harm Prevention

Coaches prioritise client safety and wellbeing.

Behaviours:

• Recognising emotional distress

• Slowing pace when needed

• Encouraging appropriate referral when necessary

• Avoiding harm through overstepping or misdirection

9. Appropriate Referral and Collaboration

Coaches refer clients when needs exceed coaching scope.

Behaviours:

• Suggesting therapy or specialist support when appropriate

• Not diagnosing or treating psychological conditions

• Collaborating with other professionals when needed

10. Reflective Practice and Supervision (COMENSA emphasis)

Ethical practice requires ongoing reflection and supervision.

Behaviours:

• Reviewing coaching sessions critically

• Identifying ethical dilemmas early

• Seeking supervision for complex cases

• Adjusting practice based on reflection

 COMENSA “SUB-COMPETENCY STYLE” BREAKDOWN (PRACTICAL VIEW)

Although COMENSA does not use rigid numbered sub-competencies like ICF, in practice ethics is demonstrated through these observable capability clusters:

A. Contracting Competence

• Clear agreements

• Re-contracting when needed

• Managing expectations

B. Relational Competence

• Empathy without over-involvement

• Trust building

• Emotional containment

C. Contextual Awareness

• Understanding systems (family, work, society)

• Cultural sensitivity

• Awareness of power dynamics

D. Boundary Management

• Role clarity (coach vs other professions)

• Avoiding dependency

• Managing dual relationships

E. Reflective Ethics Practice

• Self-awareness of bias

• Ethical decision-making in ambiguity

• Use of supervision

F. Communication Ethics

• Respectful language

• Non-judgemental framing

• Client-led dialogue

 WHAT COMENSA ETHICS LOOKS LIKE IN REAL COACHING

A COMENSA-ethical coach:

• Listens deeply without judgement

• Holds space for emotion without fixing it

• Works within clear boundaries

• Understands client context before interpreting behaviour

• Re-contracts naturally when direction shifts

• Avoids advice-giving or rescuing

• Refers out when needed

• Reflects on their own emotional reactions and biases

 KEY DIFFERENCE (COMENSA ETHICS IDENTITY)

COMENSA ethics is not just about compliance — it is about responsible relational presence within a human system.

It asks:

• “Are we respecting the person in their full context?”

• “Are we creating dignity and safety in the interaction?”

• “Are we aware of the system influencing this client?”

 90-Minute Lesson Plan

Topic: Ethics in Coaching (ICF Competency 1 + COMENSA Code of Ethics)

 Learning Outcomes

By the end of this session, participants will be able to:

• Explain ICF Core Competency 1 and COMENSA ethical principles

• Distinguish coaching vs therapy, consulting, and mentoring

• Demonstrate ethical decision-making in coaching scenarios

• Apply confidentiality, contracting, and boundary-setting in practice

• Respond appropriately to ethical dilemmas in real coaching conversations

 SESSION STRUCTURE (90 MINUTES)

⏱ 0–10 min | Opening & Framing Ethics

Purpose:

Set mindset: ethics as way of being, not rules.

Facilitator input:

• “Ethics is not compliance — it is how we protect the coaching space.”

• Introduce:

  • ICF Core Competency 1

  • COMENSA ethics principles

Activity:

Quick reflection:

• “What does ethical coaching mean to you in one sentence?”

⏱ 10–25 min | Core Principles Overview (ICF + COMENSA)

Teach:

ICF Core Competency 1 highlights:

• Integrity and honesty

• Confidentiality

• Role clarity

• Ethical decision-making

• Referral when needed

COMENSA emphasis:

• Human dignity

• Context awareness (culture, system, environment)

• Relational ethics

• Wellbeing and harm prevention

• Reflective practice

Key comparison taught:

ICF

COMENSA

Professional standards

Human + contextual ethics

Role clarity

Relational responsibility

Global framework

South African contextual lens

Mini discussion:

• “What stands out as different between ICF and COMENSA?”

⏱ 25–40 min | Sub-Competency Breakdown (Practical Ethics)

Teach real coaching behaviours:

Cover:

• Confidentiality in practice

• Coaching vs therapy vs consulting

• Boundaries and dual relationships

• Referral responsibility

• Cultural sensitivity

Example facilitator script:

• “Ethics is not what you say — it’s what you don’t do.”

Micro activity:

Participants classify behaviours:

Good / Not Ethical / Depends

Examples:

• Giving advice

• Referring client to therapist

• Sharing sponsor feedback without consent

• Holding silence during emotional disclosure

⏱ 40–55 min | Ethical Dilemma Scenarios (Group Work)

Split participants into pairs/groups.

Scenario 1:

Client shows signs of depression.

Scenario 2:

Sponsor demands session notes.

Scenario 3:

Client asks for advice repeatedly.

Scenario 4:

Cultural misunderstanding arises.

Task:

For each scenario:

• Identify ethical issue

• Identify ICF + COMENSA principle

• Decide response

• Role-play response

⏱ 55–70 min | Live Demonstration (Coach Role Model)

Facilitator or participant demonstrates coaching response.

Focus:

• Not giving advice

• Maintaining autonomy

• Holding emotional space

• Re-contracting when needed

Observers look for:

• Ethics in language

• Boundaries maintained

• Client-centredness

• Presence under pressure

Debrief questions:

• “Where did you see ethics in action?”

• “What would you improve?”

• “Was anything outside coaching scope?”

⏱ 70–80 min | Ethical Decision-Making Model (COMENSA Toolkit Integration)

Teach simple model:

ETHICAL CHECK MODEL:

1. What is happening?

2. What principle applies?

3. What is my role here?

4. What is the risk of action vs inaction?

5. What is the most respectful response?

6. Do I need supervision or referral?

Apply to one scenario as group

 80–88 min | Individual Reflection Exercise

Ask participants:

• “Where do you struggle most ethically in coaching?”

• “Do you tend to over-help, over-direct, or avoid?”

• “What boundary is hardest for you to hold?”

Write reflection.

 88–90 min | Closing Integration

Key takeaway statements:

• Ethics protects the client, not the coach

• Coaching is not advice-giving

• Boundaries create safety

• Context matters (COMENSA lens)

• Presence is ethical behaviour in action

 Optional Homework

• Watch or record a coaching session

• Identify:

  • 3 ethical moments

  • 1 boundary challenge

  • 1 possible referral moment