Enablers Association Code of Conduct and Professional Standards

Version: 1.0
Effective Date: 1 January 2026
Approved by: Enablers Mission Circle
Questions? [email protected]

Our Foundation

Mission

We enable leaders to achieve the extraordinary in a complex and uncertain world.

Purpose

Our Purpose is to make a significant positive impact by helping our clients to reach their highest potential in complex, chaotic and disruptive contexts, while leaving the world a better place.

Values

These six values guide everything we do:

Courage: Stand up to create a better future
Integrity: Do the right thing
Love: Be generous with others
Contribution: Be the person everyone wants on their team
Growth: Continually upgrade your skills & knowledge
Authenticity: Be yourself and respect authenticity in others

This Code of Conduct translates these values into professional standards for all Active Members and Associates.

Scope and Application

This Code applies to:

All Active Members and Associates
All professional activities under the Enablers Association name
Client projects, whether contracted through the Association or through individual member companies
Association meetings, events, and internal communications
Professional interactions with clients, participants, colleagues, and the public

Complementary Standards: If you are a member of a professional body (ICF, EMCC, AC, or others), their codes of ethics provide additional guidance. Where your professional body’s standards are stricter, follow those standards. This Code establishes minimum expectations for all Enablers members.

Professional Standards by Value

3.1 Courage: Stand Up to Create a Better Future

We demonstrate courage by:

Speaking up when we observe conduct that violates this Code or harms others
Addressing difficult conversations with clients and participants directly and professionally
Admitting mistakes and taking responsibility for our actions
Challenging assumptions and practices that don’t serve clients’ best interests
Reporting concerns about safety, ethics, or professional conduct

We do NOT:

Remain silent when we witness harmful behavior
Avoid difficult conversations that clients or participants need to hear
Blame others for our own errors or shortcomings
Go along with approaches we believe are ineffective or harmful just to maintain relationships

3.2 Integrity: Do the Right Thing

We demonstrate integrity by:

Being honest in all professional communications and representations
Maintaining strict confidentiality of client and participant information
Honoring our commitments and meeting deadlines
Disclosing conflicts of interest before accepting assignments
Accurately representing our qualifications, experience, and capabilities
Complying with all applicable laws, regulations, and client policies
Refusing bribes, kickbacks, or other improper payments

We do NOT:

Misrepresent our credentials, experience, or the services we provide
Exaggerate results or make unrealistic promises to win business
Share confidential information without proper authorization
Accept projects where we have undisclosed conflicts of interest
Engage in billing fraud or misrepresent time/expenses
Plagiarize others’ work or claim credit for collaborative efforts

3.3 Love: Be Generous with Others

We demonstrate love by:

Approaching every engagement with genuine care for client and participant wellbeing
Treating all individuals with respect, dignity, and compassion
Being generous with our time, knowledge, and support for colleagues
Creating psychologically safe environments for participants to learn and grow
Recognizing that our work affects people’s careers, livelihoods, and lives
Supporting participants through difficult professional challenges

We do NOT:

Treat clients or participants as transactions or means to financial gain
Show favoritism or discrimination based on personal preferences
Withhold knowledge or support from colleagues out of competitiveness
Create anxiety or fear as motivation techniques
Exploit participants’ vulnerabilities or insecurities
Prioritize our own interests over client and participant wellbeing

3.4 Contribution: Be the Person Everyone Wants on Their Team

We demonstrate contribution by:

Being reliable, responsive, and accountable in all commitments
Delivering high-quality work that meets or exceeds expectations
Supporting colleagues on joint projects and being easy to work with
Sharing knowledge, insights, and resources with the Enablers community
Preparing thoroughly for sessions and maintaining professional competence
Responding promptly to communications and meeting deadlines
Contributing to the reputation and success of the Association

We do NOT:

Miss deadlines without advance notice and mitigation plans
Deliver substandard work or come unprepared to sessions
Create extra work for colleagues through carelessness or lack of follow-through
Withhold information that would help the project team succeed
Prioritize personal projects over committed Association work
Damage the Association’s reputation through unprofessional conduct

3.5 Growth: Continually Upgrade Your Skills & Knowledge

We demonstrate growth by:

Actively seeking feedback on our performance and impact
Engaging in continuous professional development and learning
Staying current with research, trends, and best practices in our field
Reflecting on our practice and learning from experience
Seeking supervision, coaching, or consultation when facing complex situations
Being open to new methodologies and approaches
Acknowledging the limits of our competence and referring when appropriate

We do NOT:

Become complacent or rest on past achievements
Dismiss feedback or become defensive when challenged
Practice beyond our competence without appropriate support
Refuse to adapt or learn new approaches
Present outdated information as current best practice
Pretend to have expertise we don’t possess

3.6 Authenticity: Be Yourself and Respect Authenticity in Others

We demonstrate authenticity by:

Being genuine and transparent in our interactions
Respecting and valuing diversity in all its forms
Creating space for participants to bring their whole selves to the work
Acknowledging our own biases and working to mitigate their impact
Speaking truthfully even when difficult
Adapting our approach to cultural contexts while remaining true to our values

We do NOT:

Adopt a false persona or misrepresent who we are
Impose our values, beliefs, or ways of working on others
Discriminate or show bias based on protected characteristics
Force participants to conform to narrow definitions of leadership or success
Say what we think people want to hear rather than what we believe
Appropriate cultural practices or fail to respect cultural differences

Boundaries in Coaching and Facilitation Relationships

4.1 Professional Boundaries

Maintaining appropriate boundaries is essential to effective coaching and facilitation.

Appropriate professional relationships include:

Providing coaching, facilitation, and leadership development services
Professional networking and business relationships
Appropriate business courtesies (modest meals, reasonable gifts within policy limits)
Post-engagement professional connections (LinkedIn, occasional business contact)

Prohibited relationships include:

Sexual or romantic relationships with current participants
Exploiting the professional relationship for personal gain beyond agreed fees
Excessive personal involvement in participants’ lives outside the professional context
Financial relationships beyond the professional service agreement (e.g., investing in participants’ ventures, borrowing money)

4.2 Power Dynamics

We recognize that coaching and facilitation relationships involve power imbalances:

We have privileged access to sensitive information
Participants may be vulnerable during development work
Our assessments and feedback can affect careers

We manage power responsibly by:

Never exploiting the relationship for personal benefit
Maintaining confidentiality rigorously
Being transparent about the limits of confidentiality (e.g., when we must report to clients)
Avoiding dual relationships that create conflicts of interest

4.3 Physical and Digital Boundaries

Maintain professional physical distance in in-person settings
Avoid physical contact beyond appropriate business greetings
Be mindful of cultural norms around personal space
Keep digital communications professional (no late-night personal messages)
Don’t initiate personal social media friendships during engagements
Respect participants’ time and availability

4.4 When Engagements End

After a coaching or facilitation engagement concludes:

Brief professional contact is appropriate (occasional emails, LinkedIn connection)
Substantial personal friendships should wait at least 6 months after final session
Romantic or sexual relationships should wait at least 12 months after final session
Continue to maintain confidentiality of information learned during the engagement
Business referrals and networking are appropriate immediately

Confidentiality and Data Protection

5.1 Confidentiality Obligations

Everything shared in coaching and facilitation settings is confidential unless:

The participant gives explicit written permission to share
You’re required by law to disclose (e.g., imminent harm, illegal activity)
The information is already public knowledge
The client organization has specified reporting requirements (which must be clear to participants from the start)

This means:

Don’t discuss participant issues with colleagues (even anonymized) unless for legitimate professional consultation
Don’t use participant stories as examples without explicit permission
Don’t mention who you’re coaching or what organizations you work with without permission
Don’t leave documents with participant information where others can see them

For detailed requirements, see the Confidentiality Policy.

5.2 Data Protection

Follow all data protection requirements:

Obtain participant data only for legitimate professional purposes
Protect data with appropriate security measures
Delete or anonymize personal data within 30 days of project completion
Report data breaches immediately to [email protected]

For detailed requirements, see the Information Security Policy.

Conflicts of Interest

6.1 What Constitutes a Conflict

A conflict of interest exists when:

You have competing professional relationships (coaching executives at competing companies)
You have financial interests that could influence your professional judgment
You have personal relationships with participants that could affect objectivity
You’re being asked to evaluate or provide feedback on someone with whom you have an existing relationship
You stand to personally benefit from recommendations you make to clients

6.2 Disclosure Requirements

You must disclose potential conflicts BEFORE accepting any project assignment:

Disclose to: Client Responsible Member (project owner) and [email protected]

Information to provide:

Nature of the potential conflict
How it might affect your objectivity or the engagement
Any steps you propose to manage the conflict

Decision process:

Network Development Circle reviews the disclosure
May approve (with safeguards), require recusal, or recommend declining the project
Document the decision and any conditions

Examples requiring disclosure:

Currently coaching an executive at a competing organization in the same industry
Have financial stake in a vendor the client is evaluating
Personal friendship with a participant in the program
Previously worked for the client organization in a role relevant to the engagement
Family member works for the client organization

For detailed requirements, see the Conflicts of Interest Policy.

Prohibited Conduct

7.1 Harassment and Discrimination

Strictly prohibited:

Sexual harassment of any kind (unwelcome advances, inappropriate comments, sexual jokes or images)
Harassment based on protected characteristics (race, gender, age, religion, disability, sexual orientation, national origin, etc.)
Discrimination in project staffing or professional opportunities
Creating hostile or intimidating environments
Retaliation against anyone who reports concerns

This applies to:

Interactions with clients and participants
Relationships with other Enablers members
All Association meetings and events
Digital communications (email, WhatsApp, social media)

7.2 Misrepresentation

You must not:

Falsify credentials, qualifications, or certifications
Misrepresent the nature or scope of services provided
Exaggerate results achieved with clients
Claim credit for others’ work
Use testimonials or case studies without proper permission
Misrepresent your relationship with clients or the Association

7.3 Financial Misconduct

Prohibited conduct includes:

Bribes, kickbacks, or improper payments (see Anti-Bribery Policy)
Billing fraud or misrepresenting hours worked
Unauthorized use of client funds or resources
Conflicts of interest in financial arrangements
Failure to pay agreed commissions to the Association

7.4 Breach of Confidentiality

Serious violations include:

Deliberately sharing confidential information without authorization
Using confidential information for personal gain
Failing to protect confidential information through negligence
Violating non-disclosure agreements

7.5 Professional Incompetence

Unacceptable conduct:

Practicing beyond your competence without appropriate supervision
Failing to prepare adequately for sessions
Repeatedly missing deadlines or deliverables
Providing services while impaired (alcohol, drugs, serious fatigue)
Abandoning a client engagement without appropriate transition

Complaint and Concern Reporting

8.1 Who Should Report

We encourage reporting by:

Any member who witnesses or experiences conduct violating this Code
Clients or participants who have concerns
Anyone who becomes aware of potential violations

You MUST report:

Suspected harassment, discrimination, or retaliation
Serious breaches of confidentiality
Financial misconduct
Safety concerns
Legal violations

8.2 How to Report

Primary reporting channel: Email: [email protected]

Include in your report:

Your name and contact information (anonymous reports accepted but may be harder to investigate)
Description of the concern or incident
Names of individuals involved
Date(s) and location(s)
Any witnesses
Supporting documentation (emails, photos, documents)
Impact of the conduct

Alternative reporting:

If concern involves the Compliance Contact, report directly to Network Development Circle
For urgent safety concerns, contact appropriate authorities (police, emergency services) first

8.3 Investigation Process

Step 1: Acknowledgment (48 hours)

Compliance Contact acknowledges receipt of complaint
Assesses urgency and potential immediate actions needed
Informs Network Development Circle

Step 2: Preliminary Review (7 days)

Network Development Circle reviews complaint
Determines if formal investigation warranted
May take immediate protective measures (suspend member from projects if serious safety concern)

Step 3: Investigation (30 days typically)

Assign investigator(s) from Network Development Circle or external if needed
Interview complainant, subject of complaint, and witnesses
Review relevant documents and communications
Maintain confidentiality to extent possible
Keep complainant informed of progress

Step 4: Findings and Decision (14 days after investigation)

Investigator(s) present findings to Enablers Mission Circle
Mission Circle determines if violation occurred
Mission Circle decides on consequences (see Section 9)
Decision documented in writing

Step 5: Communication (7 days after decision)

Complainant informed of outcome (to extent permitted by privacy considerations)
Subject informed of findings and any consequences
Implementation of consequences

Total typical timeline: 60 days from complaint to resolution

Extensions may be necessary for complex cases. Complainant will be notified of delays.

8.4 Confidentiality in Investigations

Investigations conducted with discretion and confidentiality
Information shared only with those who need to know
No public disclosure except where legally required
Both complainant and subject have right to confidentiality

8.5 No Retaliation

Retaliation is strictly prohibited.

The Association will not tolerate retaliation against anyone who:

Reports concerns in good faith
Participates in investigations
Supports complainants

Retaliation is itself a serious violation subject to consequences including termination.

Consequences of Violations

The Enablers Mission Circle determines appropriate consequences based on:

Severity of the violation
Impact on clients, participants, or colleagues
Whether violation was intentional or negligent
Member’s prior conduct history
Cooperation with investigation
Steps taken to remedy the situation

9.1 Range of Consequences

Minor Violations:

Verbal warning and coaching
Required training or education
Monitoring for specified period
Written warning placed in member file

Examples: Late delivery without client impact, minor confidentiality lapse quickly corrected, unprofessional communication tone

Moderate Violations:

Written warning and mandatory remediation
Suspension from new project assignments (30-90 days)
Mandatory supervision or mentoring
Restitution or corrective actions
Probationary status

Examples: Repeated minor violations, missed deliverables with client impact, inappropriate but non-severe boundary crossing, conflicts of interest not disclosed

Serious Violations:

Suspension from all Association activities (90+ days)
Termination of Active Member or Associate status
Financial liability to Association for damages
Reporting to professional bodies or authorities where appropriate
Permanent ban from Association

Examples: Harassment or discrimination, serious confidentiality breach, financial fraud, sexual misconduct, serious misrepresentation, repeated moderate violations

9.2 Right to Appeal

Members subject to suspension or termination may appeal to the Association Committee within 14 days of receiving the decision. Committee will review and issue final decision within 30 days.

Member Responsibilities

Every member is responsible for:

✓ Reading and understanding this Code of Conduct
✓ Completing required acknowledgment upon joining
✓ Asking questions when uncertain about expectations
✓ Speaking up when concerns arise
✓ Participating in investigations when requested
✓ Modeling these standards in all professional activities
✓ Annual re-acknowledgment of commitment to this Code

Every member has the right to:

✓ Work in an environment free from harassment and discrimination
✓ Report concerns without fear of retaliation
✓ Due process in any investigation
✓ Privacy and confidentiality in complaint processes
✓ Access to this Code and all relevant policies

Cultural Competence and Global Practice

As we work across diverse cultures and regions:

We commit to:

Respecting cultural differences in communication styles, hierarchy, and relationships
Adapting our approaches while maintaining our core values
Avoiding cultural assumptions and stereotypes
Learning about the cultural contexts in which we work
Being humble about our own cultural limitations

We recognize:

Professional standards may be interpreted differently across cultures
What’s appropriate in one context may not be in another
We balance cultural sensitivity with our non-negotiable values (no discrimination, harassment, or corruption)

When uncertain:

Consult with colleagues who have cultural expertise
Ask clients and participants about appropriate norms
Contact [email protected] for guidance

Questions and Guidance

Have questions about this Code or specific situations?

Contact: [email protected]
Response time: Within 48 hours for general questions; immediate escalation for urgent concerns

Common questions:

“Is this conduct appropriate?”
“Do I have a conflict of interest?”
“How should I handle this difficult situation?”
“I made a mistake – what should I do?”

We encourage proactive questions. It’s always better to ask before acting than to address violations after the fact.

Annual Review and Updates

This Code will be reviewed annually by the Network Development Circle and updated as needed. Material changes require approval by Enablers Mission Circle.

Members will be notified of updates and required to re-acknowledge.

Quick Reference: Living Our Values

COURAGE → Speak up, address issues, admit mistakes
INTEGRITY → Be honest, keep confidences, honor commitments
LOVE → Show genuine care, treat all with respect
CONTRIBUTION → Be reliable, deliver quality, support colleagues
GROWTH → Seek feedback, develop skills, stay current
AUTHENTICITY → Be genuine, respect diversity, speak truth

When in doubt: [email protected]

Acknowledgment: I have read, understood, and agree to uphold the Enablers Association Code of Conduct and Professional Standards.

Member Name: _______________
Signature: _______________
Date: _______________