MCF Member Complaint Resolution PDF Print E-mail


The Meta-Coach Guardians, (the MCF ethics and standards committe) will receive and handle "complaints."   These will be received only in written form and signed by the person making the compliant.  Complaints will be received about the following:

1) Unethical behavior regarding finances: charging additional fees not agreed upon by the client, not fulfilling the service agreement, refusing to refund monies when appropriate etc.

2) Personal violations of self: physical or sexual abuse.

3) Misrepresenting self, titles, certification initials in advertisement, falsely representing MCF, Certifying Bodies (such as ISNS) etc.

4) Misrepresentation of MCF, and Certifying body (such as ISNS) and Neuro-Semantic patterns, representing other modalities as if they were Neuro-Semantics.

5) Violating the values of the Neuro-Semantic Vision. See ISNS vision/mission

6) Violation of skill competency in coaching (the essential skills benchmarked in the Meta-Coach Manual) which therefore shows "incompetency."

Process: The Board of Examiners will examine the validity of the complaint, send the complaint to the person accused, invite explanation and response, mediate differences, make recommendations to the coach if that's the case regarding how to resolve the issues and coach or mentor the coach back into a good standing.  Degrees of sanctions include: letter of warning, censor, probation, revocation.

To make a formal complaint of grievance please mail to L. Michael Hall This e-mail address is being protected from spam bots, you need JavaScript enabled to view it  

MCF Conflict Resolution Agreement

Through Neuro-Semantics we recognize that conflict is bound to arise when people interact and that this is not a "bad" thing.  Rather conflict is simply a reflection that we operate from different maps, different perspectives, have different needs and wants, and are unique.  In this we can celebrate and honor differences.  Yet conflict also arises from misunderstandings, failed promises, misbehaviors, disappointments, violation of trust, frustrations, stress, and unresourceful states.  This frame about conflict is an indication of difference which enables us to explore the differences and work together for resolution, cooperation, and understanding.  When we find ourselves in conflict with another person, especially someone in the MCF community, we agree to follow the following steps in order to work through the conflict.

1) State Management.

I will work at my own state management.  I will take ownership of my thoughts and emotions and not project them onto another and not talk with "You..." Statements, "You make me angry."  I will use I statements, "I feel angry about X ... that I understand that you did, is that right?"  I will manage my own states and elicit the best states for working through a conflict or misunderstanding: respect, calmness, honor, care, etc.

2) High Quality Information Gathering.

I will use what I know about the precision questions of the Meta-Model to ask good information gathering questions in order to understand with accuracy and specificity.

3) Operation from rapport and cooperation.

I agree to use my NLP and NS as I converse, to get rapport by listening, asking questions, and making sure the other is ready to hear. I will invite dialogue and attentively listening.

4) Direct and Open communication.

I will speak first to the person I am in conflict with and not with others.  If I speak to others, I will ask them to be a mediator or counselor in the process.  I will not repeat negative or hurtful things about any one else.  If I do, will stop and apologize as I catch myself or someone else catches me speaking down about another.  When we communicate our emotions, especially anger, frustration, stress, etc., we can make sure that both we and the other knows that emotions are just emotions and that we can express them so that the other doesn't take them as an attack.

5) Mediating.

When necessary, we will invite one or two others to serve as mediators in the conflict so that both sides will get a fair hearing and create a dialogue for understanding.

6) Acceptance of fallibility.

I will start from the position of my own fallibility and be fallible in an open and respectful way, knowing that people are fallible, make mistakes, and that we can do so with our dignity intact.  We can straightforwardly apologize and make amends.

7) Un-insultable.

I will not personalize slights or "insults" and will seek to operate from my own un-insultability stance so as to not make every threat to my "ego" an issue.

8) Resolutions.

I will seek to create alliances, teams, be a good team player, and if we find that we cannot do that, I will agree to disagree in good spirits knowing that we do not have to be a part of everything.
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