Module – 4 KNOWLEDGE CHECK – Daniel Goleman Emotional Intelligence Courses

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Question 1 of 5

1. Question

You are coaching a mid-level manager whose performance has been struggling. The engagement was arranged by HR. Halfway through, the HR director contacts you directly to ask for a progress update, saying they are considering whether to continue the manager’s employment. The manager has not consented to this conversation.

What does the ICF Code of Ethics require you to do?

Provide a high-level update that addresses the sponsor’s legitimate concern without disclosing specific session content, the sponsor commissioned the engagement and has a reasonable interest in knowing whether it is working.
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Contact the client to let them know you’ve received the request, but provide the HR director with a general update in the meantime. The sponsor’s need for information is time-sensitive and the client has no reasonable expectation that their engagement status is confidential.
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Decline to share any information without the client’s prior consent, explain your confidentiality obligations to the HR director, and — if no confidentiality parameters were established at contracting — clarify those parameters now with all parties before continuing.
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In organizational coaching it’s standard practice to provide sponsors with periodic progress updates. Clients who accept employer-funded coaching implicitly accept that the sponsor has some visibility into the work.
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Question 2 of 5

2. Question

During a session focused on work stress, a client briefly mentions having thoughts of harming themselves. They immediately add that they would never act on them, and the session continues. At the end of the session you realize you did not address the disclosure directly.

What does the ICF Code of Ethics require of you?

Make a note of the disclosure and give it appropriate weight if it recurs, a single mention accompanied by a self-qualifier does not in itself indicate that coaching’s scope has been exceeded.
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Consult with a mental health professional before your next session to understand your obligations and how best to raise it with the client.
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Open the next session by checking in on the client’s wellbeing before returning to the coaching agenda, giving the client the opportunity to raise it again if they wish.
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Follow up with the client after the session to acknowledge the disclosure and explore whether additional professional support would be appropriate.
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Question 3 of 5

3. Question

A client engaged for leadership development has, over six sessions, increasingly described what sounds like significant clinical anxiety, intrusive thoughts, avoidance behaviors, and panic attacks interfering with daily functioning. They are highly engaged with the coaching, report it as helpful, and want to continue.

What does the ICF Code of Ethics require?

Continue the engagement, the client’s sustained engagement and reported benefit are meaningful data points that coaching is serving them, and the client is best placed to judge what kind of support they need.
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Raise the pattern with the client’s sponsor or HR, since the client’s functioning is affecting their leadership performance and the sponsor has a legitimate interest in knowing.
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Wait until the client raises it themselves, the coaching relationship’s confidentiality means the client must drive any decision to seek additional support.
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Name what you have been observing across the sessions and have a direct conversation with the client about whether additional or alternative professional support may be warranted.
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Question 4 of 5

4. Question

You are approached to coach a senior leader at a company. You realize you also coach the leader’s direct manager at the same organization, though the two engagements are independent. You have not disclosed this to either client or to the organization.

What does the ICF Code of Ethics require?

Maintain confidentiality in both engagements and continue both, the existence of separate coaching relationships does not create a conflict of interest as long as you do not share information between them.
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Disclose the potential conflict of interest to all relevant parties before continuing either engagement, and determine with each party whether the arrangement is acceptable or whether one or both engagements should be transferred to a different coach.
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Disclose to the more senior of the two clients and let them decide how to proceed, they hold the greater organizational power and are more likely to be materially affected.
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Discontinue the more recently established engagement to eliminate the conflict, since continuing both now that you are aware of the structural issue would compound the ethical problem.
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Question 5 of 5

5. Question

You have completed a coaching engagement with a client. Six months later, the client’s new employer contacts you, having been given your name by the client, and asks for a professional reference, specifically about the client’s leadership capabilities and development areas. The client has not contacted you about this request.

What does the ICF Code of Ethics require?

Agree to neither until you have thought through what each request actually involves. Providing a reference and sharing session notes are two different acts with different confidentiality implications. Both require the coach’s considered judgment, not just the client’s preference.
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Provide the reference. The client is asking you directly, which constitutes consent to speak about their coaching work to the prospective employer.
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Decline the reference entirely. Coaching relationships are confidential, and the post-engagement period is when the risk of inadvertent disclosure is highest since the formal parameters of the engagement no longer provide structure.
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Provide only positive observations and omit development areas, general affirmation of a former client’s capabilities falls within what a coach can reasonably share, while disclosing specific development areas would breach confidentiality.
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Module – 4 KNOWLEDGE CHECK

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