Beverlee Rasmussen Mentor coaching plays a crucial role in developing skilled and confident coaches. Whether you’re mentoring an aspiring coach or a seasoned professional seeking growth, an effective mentor coach goes beyond simply providing feedback—they create a space for meaningful learning, self-reflection, and professional development.
Investing in mentor coaching is essential for coaches looking to deepen their skills, improve their effectiveness, and align their practice with the International Coaching Federation (ICF) Core Competencies. The ICF requires mentor coaching as part of credentialing because it accelerates a coach’s ability to integrate feedback, build self-awareness, and refine their coaching presence.
So, what makes mentor coaching truly effective? Here are key elements that contribute to a successful mentor coaching experience:
1. Deep Understanding of ICF Core Competencies
A mentor coach must have a strong grasp of coaching competencies, particularly those outlined by the International Coaching Federation (ICF). These competencies provide the framework for ethical, impactful coaching and include skills like maintaining presence, active listening, and powerful questioning. Effective mentor coaches don’t just recognize the competencies; they can identify them in action, differentiate between skill and style, and provide clear, actionable feedback to strengthen the mentee’s coaching practice. Without a deep understanding of these competencies, feedback may be generic and ineffective.
2. A Strengths-Based Developmental Mindset
Effective mentor coaching is rooted in the belief that every coach has unique strengths that can be developed further. A strengths-based developmental mindset fosters confidence and motivation, allowing the mentee to build upon what they do well while refining areas that need improvement. By reinforcing what’s working and exploring growth opportunities, mentor coaches ensure their mentees stay engaged and encouraged, leading to lasting professional growth.
3. Exceptional Observation and Listening Skills
A mentor coach must be fully present and attuned to their mentee’s coaching practice. Exceptional mentor coaches don’t just listen to what is said—they listen for what is not said. They pay attention to a mentee’s use of ICF competencies, client engagement, and subtle cues that indicate growth areas. By honing these observational skills, mentor coaches can offer precise feedback that makes a tangible difference in the development of the mentee.
Here is an example
Example: Demonstrating Learning Through Observation and Presence
Imagine a mentor coach, Alex, working with a mentee, Jordan, who is preparing for their ICF credentialing. During a recorded coaching session review, Jordan confidently navigates the conversation with their client, using powerful questions and maintaining an encouraging tone. At first glance, the session appears strong—Jordan is engaged, the client is responsive, and the conversation flows naturally.
However, as Alex listens, they also pay attention to what isn’t being said. They notice that Jordan rarely pauses after asking a question, often jumping in to fill silences or subtly leading the client toward a specific insight. While Jordan is demonstrating active listening, their habit of quick follow-ups suggests they might not be fully comfortable with silence or allowing the client to process on their own.
Instead of simply telling Jordan, “You need to give the client more space,” Alex frames the feedback in a way that fosters self-awareness:
➡️ Alex: “Jordan, I noticed you asked some really thought-provoking questions in this session. I’m curious—how do you feel about silence in a coaching conversation?”
➡️ Jordan: “I guess I don’t love it. If there’s too much silence, I feel like I should clarify or nudge the client forward.”
➡️ Alex: “That makes sense. Let’s explore that. What do you think might happen if you let the silence sit a bit longer?”
This approach allows Jordan to reflect on their comfort level with silence and its role in deepening a client’s insights. By guiding Jordan to observe their own behaviors and their impact on client engagement, Alex helps them uncover a key development area—without imposing a solution.
Later, when Jordan applies this awareness in their next session, they intentionally pause after asking a question. The result? Their client takes a deep breath and, after a moment of contemplation, shares a profound realization they might not have reached otherwise.
This is the power of an observant mentor coach. By tuning in to what is present and what is missing, they help mentees unlock deeper learning and refine their practice in a way that elevates their coaching effectiveness.
4. A Safe and Supportive Learning Environment
Coaching is about transformation, and transformation requires trust. Effective mentor coaching happens in an environment where mentees feel psychologically safe to explore, take risks, and make mistakes. This means mentor coaches must embody a nonjudgmental, encouraging presence that allows mentees to receive feedback without fear. A coach who feels supported will be more open to integrating new techniques and shifting their approach for better client outcomes.
5. Curiosity and Inquiry-Based Feedback
Mentor coaching is not about telling coaches what to do; it is about helping them think critically about their coaching approach. The best mentor coaches ask powerful, open-ended questions that provoke reflection and insight. For example, instead of saying, “You need to ask more open-ended questions,” an effective mentor coach might ask, “What impact do you notice when you ask more open-ended questions compared to closed ones?” This approach fosters a deeper understanding and encourages self-discovery, a key element in coaching mastery.
6. Commitment to Continuous Learning
Great mentor coaches lead by example, demonstrating a commitment to lifelong learning. They engage in their own mentor coaching, participate in coaching supervision, and stay updated on evolving coaching methodologies. By continuously refining their skills and expanding their knowledge, they ensure they provide relevant, high-quality feedback that aligns with the latest industry standards and best practices.
7. Clarity and Actionable Guidance
While reflection and inquiry are essential, effective mentor coaches also provide clear, specific, and actionable feedback. They help mentees understand not just what to improve, but how to improve. For instance, instead of vague advice like “Be more present,” they offer guidance such as “Try summarizing what the client just said to reinforce active listening and ensure alignment.” This specificity makes feedback practical and immediately applicable.
8. Coaching Presence and Emotional Intelligence
Mentor coaches must embody presence—the ability to be fully engaged, open, and adaptable. Emotional intelligence plays a crucial role in mentor coaching, as it allows mentors to provide feedback in a way that is both constructive and supportive. This includes being aware of their own biases, managing their emotions, and responding with empathy. A mentor coach with high emotional intelligence creates a strong relational foundation that supports the mentee’s growth.
Levels of Competency: ACC, PCC, and MCC
Mentor coaching looks different at various levels of coaching competency. Here’s how a mentor coach might observe and provide feedback based on the mentee’s development stage:
- ACC-Level (Associate Certified Coach): At this stage, a coach is developing foundational coaching skills. A mentor coach might notice that an ACC-level coach asks good questions but tends to lead the client toward solutions rather than letting them discover insights independently. Feedback might focus on improving trust, active listening, and allowing the client to take more ownership of the conversation.
- PCC-Level (Professional Certified Coach): PCC-level coaches demonstrate stronger competency in maintaining presence and partnering with the client. However, a mentor coach might observe subtle areas for improvement, such as deepening emotional intelligence, refining the ability to hold silence, or using more advanced questioning techniques that challenge the client’s thinking.
- MCC-Level (Master Certified Coach): At the MCC level, the coaching conversation is deeply co-created, with the client leading the dialogue. A mentor coach might focus on nuances such as the seamless integration of competencies, mastery in evoking awareness, and the ability to navigate complexity with profound coaching presence.
By recognizing these different levels of competency, mentor coaches can tailor their feedback to accelerate a mentee’s development and help them move toward greater mastery in their coaching practice.
9. A Commitment to Ethical Practice
The ICF emphasizes ethics as a cornerstone of coaching, and mentor coaches must uphold these ethical standards in their practice. This includes maintaining confidentiality, respecting boundaries, and guiding mentees in ethical decision-making. A mentor coach who models ethical behavior reinforces the importance of integrity in coaching and ensures that mentees develop a strong ethical foundation in their own practice.
10. Encouraging the Mentee’s Unique Coaching Style
Mentor coaching is not about creating clones—it’s about helping mentees refine their own coaching style while adhering to best practices and competencies. Effective mentor coaches recognize that coaching is an art as well as a science, and they support mentees in developing their own authentic approach. This allows mentees to bring their personality, values, and insights into their coaching while maintaining professional standards.
Why Every Coach Needs a Mentor Coach
Having a mentor coach is not just a requirement for ICF credentialing—it’s a game-changer for any coach looking to refine their skills and maximize their impact. A mentor coach helps:
- Accelerate Skill Development: Personalized feedback and structured guidance lead to faster growth.
- Build Confidence: Coaches gain assurance in their ability to deliver effective coaching sessions.
- Improve Client Outcomes: Enhanced coaching skills translate to better results for clients.
- Ensure Ethical and Professional Excellence: Mentor coaching reinforces best practices and ethical standards.
- Receive Support and Perspective: Coaches benefit from an external viewpoint that helps them see blind spots and growth areas.
Final Thoughts
Effective mentor coaching isn’t just about reviewing sessions and offering advice—it’s about guiding, challenging, and nurturing growth in a way that builds both competence and confidence. By fostering self-awareness, providing clear and constructive feedback, and modeling best coaching practices, mentor coaches make a lasting impact on the professional development of the coaches they support.
If you’re a coach looking to refine your skills or a professional supporting small business owners, investing in mentor coaching can elevate your effectiveness, deepen your impact, and enhance your confidence in the coaching process.
Interested in becoming a more effective small business coach? Explore our Small Business Coach Training programs and work towards business coaching certification. Experience mentor coaching for yourself included in the program.
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