Our Commitment


Coach’s Commitment

Throughout the coaching relationship the coach will:

  • Engage in direct and personal conversations either face-to-face or by phone, as jointly agreed between the parties

  • Determine with the coaching counterpart the most useful and desired outcomes

  • Apply contemporary organisational coaching practices within the coaching relationship

  • Provide a safe yet challenging learning environment for the coaching counterpart to promote exploration and discovery

  • Take a holistic, integral approach to coaching, partnering with the organisation to ensure all required support is provided to the coaching counterpart

  • Seek feedback from the coaching counterpart and review coaching outcomes achieved against the goals set


This coaching relationship, as well as all information (documented or verbal) that the Client shares with the Coach as part of this relationship, is bound by the principles of confidentiality set forth in the ICF Code of Ethics. However, please be aware that the Coach-Client 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 agrees not to disclose any information pertaining to the Client without the Client’s written consent. The Coach will not disclose the Client’s name as a reference without the Client’s consent

What do we talk about

Organisational coaching sessions are aimed at enhancing workplace performance. Therefore, coaching sessions should focus on issues related to the workplace, but not to the exclusion of the many inter-personal and intra-personal factors that may impact on work performance. It is frequently necessary for the coach and coaching counterpart to discuss issues that may be seen as personal. These issues may include the beliefs and feelings that the coaching counterpart holds about themselves and the world, and how these factors impact on their performance at work.

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