My advice is simple: Don't go there. Unless HR policy or laws are being broken keep confidentiality intact and find another way to navigate concerns that have come to light in partnership with the person who shared in confidence. There are no short term wins that are worth the loss of long term trust. If you must break confidentiality, transparently share why citing the policy or law that was broken in reference to the company ethics and compliance policy and partner on how you will disclose the situation to the extent that it is possible.

When confidentiality conflicts pop up in team coaching, I tackle them head-on with clear boundaries. First, I set ground rules upfront, making it clear what stays private and what can be shared within the group. If a conflict arises, I address it immediately and diplomatically, reminding everyone of those agreements. When necessary, I navigate individual concerns by offering one-on-one discussions to ensure no one feels exposed. It’s all about balancing transparency with respect, creating an environment where trust and communication can thrive without crossing any lines.

Confidentiality conflicts in team coaching can feel tricky, right? Here's what works for me: Start by setting crystal-clear boundaries upfront. Be transparent with the team about what will and won’t be shared, so everyone feels secure. If conflicts arise, revisit those boundaries and handle sensitive issues privately to maintain trust. Always remind yourself—trust is the foundation of effective coaching. When in doubt, lean on honesty and empathy.

Are you allowing personal views/opinions to colour your judgement? If you are you aren’t coaching correctly. You are employed/engaged to help/support the coachee not influence with what will always be a biased view!

The best way is to set expectations up front and communicate consequences of not complied with. If you do have to stress non compliance do an investigation to ensure you have the facts. Then work with HR if you are not confident in delivering this kind of feedback.

To navigate confidentiality conflicts in team coaching, establish clear ground rules and expectations from the beginning. Emphasize the importance of confidentiality and discuss how sensitive information will be handled. If a conflict arises, address it directly and privately with the individuals involved. Consider using a neutral third party to facilitate the conversation if necessary.