What is Mentor Coaching?

According to the International Coach Federation (ICF):

Mentor Coaching for an ICF Credential consists of coaching and feedback in a collaborative, appreciative and dialogued process based on an observed or recorded coaching session to increase the coach’s capability in coaching, in alignment with the ICF Core Competencies.

Mentoring provides professional assistance in achieving and demonstrating the levels of coaching competency and capability demanded by the desired credential level.

Mentor Coaching should take place over an extended time (three-month minimum) in a cycle that allows for listening and feedback from the Mentor Coach while also allowing reflection and practice on the part of the individual being mentored.

The ICF defines Mentor Coaching as providing professional assistance in achieving and demonstrating the levels of coaching competency demanded by the desired credential level sought by a coach‐applicant (mentee). Furthermore, Mentor Coaching means an applicant (mentee) being coached on their coaching skills rather than coaching on practice building, life balance, or other topics unrelated to the development of an applicant’s coaching skill.

Duties of an ICF Mentor Coaches:

  1. Model effective initiation and contracting of client relationship
  2. Explore fully with a potential mentee what they are looking to achieve
  3. Ensure both are clear about the purpose of the mentoring
  4. Establish measures of success in partnership with the mentee
  5. Fully discuss fees, time frame, and other aspects of a Mentor Coaching relationship
  6. Inform the mentee regarding all aspects of the ICF Code of Ethics
  7. Inform the mentee of the availability of the Ethical Conduct Review Board
  8. Support mentee self‐confidence by encouraging potential mentees to interview more than one mentor coach candidate in order to find the best match
  9. Make no guarantee to the mentee that as a result of the mentoring the mentee will obtain the credential level s/he is seeking
  10. Focus on core competency development by reviewing and providing oral and written feedback on a series of the mentee’s coaching sessions
    a. These sessions are to be conducted one at a time, with a feedback session between each one, giving enough time between sessions to allow for incorporation of the mentee’s learning and development.
  11. Provide specific verbal and/or written feedback, using targeted examples from the sessions so that:
    a. The mentee will know exactly what s/he is doing well.
    b. The mentee understands what needs to be done to develop a deeper level of mastery in coaching.
  12. Demonstrate that s/he is learning about the mentee at many levels at once and is able to hold all of that in the context of:
    a. Who the mentee is
    b. What the mentee is seeking
    c. Honoring the mentee’s unique style