Pixel Leadership Group Coaching Confidentiality Policies
Coach-Coachee Confidentiality - The Coach agrees to keep all conversations and information with the Coachee private and confidential, as allowable by law. If the coaching is sponsored by the Coachee’s organization, the Coach will report in broad terms on the process and progress of coaching to the sponsor of the coaching engagement but will not report on the details and content of the sessions, unless the Coachee gives explicit permission in writing. Information that may be shared with the organization: attendance information, such as the dates of sessions, any missed or cancelled sessions, repeated failures to complete agreed tasks, or a lack of engagement in the coaching process. This coaching relationship, as well as all information (documented or verbal) that the Coachee shares with the Coach as part of this relationship, is bound by the principles of confidentiality set forth by the coaches’ code of ethics (i.e., International Coaching Federation “ICF”). However, please be aware that the Coach-Coachee relationship is not considered a legally confidential relationship (like the medical and legal professions) and thus communications are not subject to the protection of any legally recognized privilege. The Coach will not disclose the Coachee’s name as a reference without the Coachee’s consent. Confidential Information does not include information that: (a) was in the Coach’s possession prior to its being furnished by the Coachee; (b) is generally known to the public or in the Coachee’s industry; (c) is obtained by the Coach from a third party, without breach of any obligation to the Coachee; (d) is independently developed by the Coach without use of or reference to the Coachee’s confidential information; or (e) the Coach is required by statute, lawfully issued subpoena, or by court order to disclose; (f) is disclosed to the Coach and as a result of such disclosure the Coach reasonably believes there to be an imminent or likely risk of danger or harm to the Coachee or others; and (g) involves illegal activity. The Coachee also acknowledges their continuing obligation to raise any confidentiality questions or concerns with the Coach in a timely manner.
Assessment Confidentiality - is a critical component to a successful and ethical coaching engagement. Pixel’s Leadership Coaches are highly experienced in developing and administering executive and leadership assessments, and they are bound by a strict code of ethics regarding the privacy of sensitive data. All assessment input goes directly to the external assessment firms who score the instruments, and all results are securely delivered to the coach, who is responsible for interpreting the data, compiling the assessment report, and providing feedback. Unless otherwise agreed upon at the outset of the engagement, the compiled results and report are shared with the participant only. The coachee’s development plan and goals, which reflects key themes from the assessments, are shared with the coachee’s direct manager and HR partner (if appropriate) during a calibration meeting. If the organization would like to explore an alternative approach to assessment confidentiality and who receives a copy of the assessment results, this must be discussed, agreed upon, and included in writing in the signed Statement of Work for each coaching engagement. The coachee must be informed of the agreement prior to commencing the assessment process and the coaching engagement.
Assessment Confidentiality - is a critical component to a successful and ethical coaching engagement. Pixel’s Leadership Coaches are highly experienced in developing and administering executive and leadership assessments, and they are bound by a strict code of ethics regarding the privacy of sensitive data. All assessment input goes directly to the external assessment firms who score the instruments, and all results are securely delivered to the coach, who is responsible for interpreting the data, compiling the assessment report, and providing feedback. Unless otherwise agreed upon at the outset of the engagement, the compiled results and report are shared with the participant only. The coachee’s development plan and goals, which reflects key themes from the assessments, are shared with the coachee’s direct manager and HR partner (if appropriate) during a calibration meeting. If the organization would like to explore an alternative approach to assessment confidentiality and who receives a copy of the assessment results, this must be discussed, agreed upon, and included in writing in the signed Statement of Work for each coaching engagement. The coachee must be informed of the agreement prior to commencing the assessment process and the coaching engagement.