Goal

TheEP3.dk Code of Practicehas been written:

  • To establish ourCode of Ethicsas an expression of our Core Values,
  • To establish our Code of Conduct as an expression of our Code of Ethics and a reflection of our understanding of the established best practices in business consulting, coaching, and training,
  • To assure, as best as is possible, that the services to and the relationships with our clients have been, are, and will be guided by the highest measure of ethical and professional standards,
  • To identify our professional and ethical obligations that serve to protect the public in general, and the client, partners, advisors, and company in particular,
  • To identify clearly the expectations of all partners in The EP3.dk Partnership with respect to the other partners and the public at large.

Special note

The EP3.dk Code of Practice is to be read and construed in its entirety. There is no significance to the sequence in which the provisions appear. Various aspects of coaching, consulting and training, including some matters covered here, may be affected by other applicable conduct rules, guidelines, and/or laws. These external sources may create conflicts with and sometimes take precedence over, parts of this code. Nevertheless, we will endeavor to comply with the spirit and intent of both this code and the other standards in serving our clients, including honoring all remaining provisions not in conflict with these other sources and revising the code to address these conflicts.

Unless/until adopted by a regulatory authority, The EP3.dk Code of Practice does not have the force of law.

Company purpose

We partner with our institutional and individual clients to determine, discover, define, design, develop, and deploy an elegant plan for excellence built on a simple yet surprisingly effective strategy of consistent habits and reliable skills.

Company mission

We help our clients succeed by providing strategy consulting, corporate, professional, and personal coaching, and skills-based training. We employ a coaching model of partnering with our clients because we can never know as much as our clients about their situation. We offer a research-supported and results-driven methodology that is always tailored-made by our clients to fit their needs.

Company vision

Our success is measured by the effectiveness of our clients as they employ the strategies, behaviors, and tools that they have developed with us. Our clients are achieving their goals and evolving and growing into their futures. Our clients are progressing from their present, with an outward and growth orientation, while simultaneously developing powerful connections with others, their communities, and their environments.

Key Definitions

Code of Practice is a central guide and reference for users in support of day-to-day decision making. It is meant to clarify an organization’s mission, values and principles (Code of Ethics) and link them with standards of professional conduct (Code of Conduct). As a reference, it can be used to locate relevant documents, services and other resources related to ethics within the organization.

  • Code of Conduct refers to a listing of required behaviors, the violation of which would result in disciplinary action. In reality, it is used interchangeably with Code of Ethics.
  • Code of Ethics conveys organizational values, a commitment to standards, and communicates a set of ideals. In practice, it is used interchangeably with Code of Conduct.

According to Section 406(c) of the Sarbanes-Oxley Act (2002), a code of ethicsmeans “… such standards as are reasonably necessary to promote– (1) honest and ethical conduct, including the ethical handling of actual or apparent conflicts of interest between personal and professional relationships; (2) full, fair, accurate, timely, and understandable disclosure in the periodic reports required to be filed by the issuer; and(3) compliance with applicable governmental rules and regulations.”

Code Provisions are the specific standards of behavior and performance expectations that an organization chooses to highlight and address in its code.

Core values (DEF.) are the fundamental beliefs and/or guiding principlesthat dictate behavior and actions of a person or organization. Usage: Core values clarify systematically what is right from wrong. For example, a company’s core values help to determine if it is on the right path and fulfilling itsstated business goals by creating an unwavering and unchanging guide.

The EP3.dk Partnership is a contractually-established, three-party relationship between EP3.dk, the client, and a client-selected, independent, third-party partnerin which all partners (whether individuals or groups) value both their own and the others’ well-being. It is a relationship of essential equality based on our ‘human’ness, even when there are different roles, skills or other resources and degrees of power in a given situation. Additionally, there are mutual responsibilities towards one another. Partnership implies a relationship in which each partner contributes their resources and power for the good of both or for a common purpose.

Ethics are

  • The decisions, choices, and actions (behaviors) we make that reflect and enact our values,
  • The philosophical study of what we understand to be good and right behavior and how people make those judgments,
  • The set of standards (theoretical and/or practical) of conduct that guide decisions and actions based on duties derived from core values.

Ethical Decision-making

  • Altruistic considerations – What will happen to others and/or our relationship as a consequence of this action or decision?
  • Idealistic considerations– What is the right thing to do - as defined by the values and principles, which apply to this situation?
  • Individualistic considerations – What will happen to me as a consequence of this action or decision?
  • Pragmatic considerations – What are the business consequences of this action or decision?

Ethical partnership requires each person or group in the relationship to act and speak with integrity (consistency) to several ethical core values:

  • Individual responsibility – Ownership of what each partner brings into the relationship (e.g. feelings, words, actions and resources); not just the absence of a negative action, but a responsibility to bring positive action that strengthens and builds the quality of the relationship.
  • Individual accountability – Honesty with ourselves and one another about our contributions to both the problems and the solutions. Accountability requires a deeper level of transparency . . . to let the other(s) see what we are doing (or not doing) and reporting about our successes and failures.
  • Respect – Honoring the dignity and equality of everyone; communicating with each other and behaving towards one another only in ways that demonstrate the value of the other.
  • Care and value for the well-being of all, equally– Requires an awareness of how our own behavior and words, policies and procedures, impact the ‘other’; Listening and accounting for the concerns and the impact of our actions on others.
  • Justice/Fairness – Sharing benefits and burdens in a way that does not exploit or place excessive burdens on the other to the benefit of oneself.
  • Integrity – Speaking and acting in congruence with core values. Integrity is honesty of being. Part of the definition of integrity is that it is complete and unreduced. Partially matching one’s core values indicates a compromise of integrity. Yet at the same time, full integrity is an unachievable perfection; an ideal. We will all fall short of consistently acting with integrity every day in every relationship. But part of integrity is honestly expressing this limitation but continuously seeking ways to move closer to that ideal.
  • Collaboration– Working together for the well-being of all; collectively poolingexperience and resources thereby accomplishing much more than one person or group on their own.

Independence(business world) means freedom from conflicting interests; the ability to make a decision or act in ways which are free from conflict between one’s personal interests and the interests of the party on whose behalf we are making the decision.

Integrity means making choices that are consistent with each other and with the expressed and operative values one espouses.

Morals(morality – DEF.) refers to a set of deeply held, widely shared, and relatively stable values for an individual or within a community. Moralitygoverns the individual and defines character. It’s what makes you a good wife/husband, dad/mother, daughter/son, good friend, or even a good employee/employer to the people you know personally.

Rules-centered Code of Conduct frequently takes the form of a list of behavioral requirements, the violation of which could result in disciplinary action.

Transparency is sharing information and acting in an open manner; a principle that allows those affected by administrative decisions, business transactions or charitable work to know not only the basic facts and figures but also the mechanisms and processes.

Values are the core beliefs we hold regarding what is right and fair in terms of our actions and our interactions with others.

Values-centered Code of Ethics is a set of ethical ideals, such as integrity, trust-worthiness and responsibility, which companies expect employees to adopt in their work practices.

Additional terms

  • I, myself, my, EP3.dk, EP3.dk and its employees, internal partners, external third-party partners, advisors, coach, consultant all refer to EP3.dk.
  • You, yourselves, yours, yourself, client, external partner all refer to the client.
  • They, themselves, their, other partners, client-selected, independent, third-party partnerall refer to the client’s accountability partner (individual and/or institutional).
  • We, ourselves, our, partnership, relationship all refer to all stakeholders in The EP3.dk Partnership.

Breaches of this code

  • Where/When a client, partner, or sponsor (payer) believes that EP3.dk or an EP3.dk employee has acted in violation of the provisions established in this code, the individual or company should first try to resolve the matter directly with EP3.dk.
  • If necessary, either party can ask resolution via a third-party.
  • If the client, partner, or sponsor remains dissatisfied, the individual or company should make a formal, written complaint to EP3.dk prior to taking legal action.

Values-centeredCode of Ethics(our organizational values and set of ideals)

The essential and enduring tenets of EP3.dk are our core values (a set of timeless, guiding principles that do not require external justification). Our core values hold great intrinsic value and importance to EP3.dk, our clients, partners, and advisors and are so fundamental that they seldom change. But a core value is only a true core value if it is an active, controlling influence and even though many people or companies publically express their core values, we believe that the best way to identify these values is to observe their expression through feelings, thoughts, words, actions, and behaviors.

Partnership values (the core values that govern our relationships)

EP3.dk operates relationally and considers all internal and external interactions as a partnership. Therefore, The EP3.dk Partnership’s core values are better reflected in the values of ethical relationships more so than those of business ethics.

  • Chemistry– We believe that a good partnership, like a good relationship, requires a genuine connection. When you find the right partner, it will just “feel” right. EP3.dk stresses “using your intuition” and “trust your gut,” and that there must be “chemistry.”We believe a client needs to walk away from the initial meeting with a good feeling.Therefore, we will not contractually partner with clients without mutual chemistry.
  • Communication – We believe that communication is an essential part of a healthy partnership. Transparency, clarity, stability, respect, and listening are some important characteristics of effective communication. Our communication will always be action-oriented, growth-oriented, planned (intentional), well-prepared, client-focused, structured, optimistic and positive. When we work with our clients we are 100% present and 100% focused on their needs.
  • Confidentiality– We believe that the client and other stakeholders must be able to open up and share information with EP3.dk without fear that that information will be shared inappropriately or without their approval. Because each situation is unique, it is vital for all partners to develop a formal, written confidentiality agreement, with mutually-agreed terms before the partnership begins. This agreement specifies how information is shared, in which circumstances, with whom, and by what means. The agreement helps all partners remain sensitive to confidentiality issues from each other’s perspectives. Because of our extreme commitment to protect client confidentiality, we will never have publically-available client lists, recommendations, and testimonies.
  • Duty of care(in law) is a legal obligation imposed on an individual requiring adherence to a standard of reasonable care while performing any acts that could foreseeably harm others.EP3.dk maintains a duty of care approach in conduct because coaching, training, and strategy consulting can be extraordinarily powerful tools when paired with other development programs.

EP3.dk has implemented the following multi-factor test as a standard that governs our relationships. EP3.dk will not engage in any activity or with any partner where:

  • There is foreseeable harm or injury to individuals or institutions,
  • The importance or social value of the activity engaged in is adversely changed or influenced by the conduct,
  • The usefulness of the conduct is questionable or unethical (regardless of legal status),
  • A feasible alternative conduct is more appropriate or ethical (regardless of legal status),
  • The costs and burdens associated with the conduct are unreasonable (as determined by all stakeholders prior to conduct engagement),
  • The relative usefulness of an alternative conduct is reasonably and readily available, and
  • The relative safety of an alternative conduct is measurably higher.
  • Health– We view both individuals and institutions as living beings and we approach our partnerships with an absolute commitment to the health and overall well-being of all parties in The EP3.dk Partnership. We will not work with companies or individuals who are dysfunctional. Additionally, we play an active role in supporting client efforts to improve their health and well-being, be it financial, organizational, physical, or social.
  • Integrity and reliability – We will endeavor to always operate with both total reliability and integrity

Reliability (DEF.) is the ability of a person or system to perform and maintain its functions in routine circumstances, as well as hostile or unexpected circumstances.

Integrity (DEF.) is consistency between actions, values, methods, measures and principles.

  • Self-Discipline – The EP3.dk Partnership is an equal partnership and therefore, each member is required to hold themselves accountable for their actions.
  • Trust and Comfortableness – We believe that clients need to feel safe enough to let their guard down and just be their normal, natural selves. That way, they can speak about any of the core issues that need to be addressed and EP3.dk can give them the real support and guidance they need to move forward.

Practice values(the core values that govern our operations)

  • Accountability – We acknowledge and assume responsibility for actions, products, decisions, and policies. This is applicable to both employees acting individually and the company as a whole.
  • Balance – We take a proactive stance in creating and maintaining a healthy work-life balance for all our employees and whenever possible and/or appropriate, we advise our clients, advisors and partners to do the same.
  • Commitment – We are committed to continually designing, developing, and delivering the best products, services, and other initiatives that impact lives within and outside our organization.
  • Community – We are committed to an active, tangible contribution to society and demonstrate internal and external corporate social responsibility in all actions, products, decisions, and policies.
  • Diversity – We embracevisible and invisible differences (diverse backgrounds, experiences and perspectives) and value the richness and variety of ideas and approaches that result from these differences.We actively encourage diversity both internally and advise our clients to do the same via directed talent selection, purposeful training, and nurturing an inclusive environment. We actively endorse and participate in community efforts towards diversity.
  • Empowerment – We encourage employees and clients to always be proactive, be the first to take the initiative, and give only the best in every circumstance. We believe that an error-embracing environment empowers employees to lead and independently make decisions, thereby contributing to the overall health and long-term growth of our company.
  • Ethical Decision-making – We believe that all decision-making is contextual and has consequences that reach beyond the decision and the decision maker. When possible and/or appropriate, we employ a hierarchical process prioritizing altruistic, idealistic, individualistic, and pragmatic considerations in that order.
  • Altruistic considerations – What will happen to others and/or our relationship as a consequence of this action or decision?
  • Idealistic considerations– What is the right thing to do - as defined by the values and principles, which apply to this situation?
  • Individualistic considerations – What will happen to me as a consequence of this action or decision?
  • Pragmatic considerations – What are the business consequences of this action or decision?
  • Research-oriented – We believe that best practice is grounded on the pre-established parameters and requirements of evidence-based research. We will not endorse, nor practice any coaching, consulting, or training program, model or approach that is not supported by research and evidence.
  • Innovation– We tirelessly pursue and encourage creative new ideas that have the potential to change the world. When presented, we encourage them to be research-supported, practically-focused, and results-driven.
  • Integrity – We will always strive to act with the highest level of honesty and honor and will never compromise the truth.
  • Ownership– We expect our employees to care for the company and their customers as if they were a functional, supportive, nurturing family.
  • Safety– We will work diligently to ensure the health and safety of employees and clients and commits to going beyond all legal workplace requirements.

Rules-centered Code of Conduct (explicit standards of actions and behaviors)