Managing Confidentiality

Individuals expect coaching to be focused on their specific goals, to be outcome-oriented and flexible in terms of their time. It is also expected to be entirely confidential and to offer a safe place to acknowledge self-doubts and explore options. A sense that your coach is “on your side” is essential – although challenge as well as support should be expected. 

The client and other members of the organization must be able to open up and share information with the Coach and one another without fear that the information will be passed on inappropriately or without their approval. Because each coaching situation is unique, it is important for all partners to develop a formal, written confidentiality agreement before the coaching begins. A Fifth Element Confidentiality Agreement specifies what information will and will not be shared, in which circumstances, with whom, and how. This agreement helps all coaching partners remain sensitive to confidentiality issues from each other’s points of view.

At Fifth Element, the Coach is responsible for sharing certain information with the organization. Non-privileged information includes:

• Whether or not the first session has been scheduled between coach and client

• Number of sessions completed

• Date of last session

• Number of late cancellations and no-shows

• Organizational trend date

• Aggregated compilation of focus areas among an entire client group

In the rare event that a client reveals facts about potential legal issues (such as sexual harassment, gender/age/racial discrimination, fraud or theft) the coach is obligated to inform the appropriate HR agent for the organization. Facts that open the organization to legal liability are not privileged, and clients should be aware of this.