What is mentoring in the context of professional coaching?

‘When the student is ready, the teacher manifests.’ Whether you are a sportsperson, corporate leader, business owner, entrepreneur, or professional, the role of a mentor is critical. The mentor in coaching helps the coach maximize potential, personal and professional, to partner with their clients to maximize the clients’ potential. It is a transformative experience first for the coach, then for their clients. Hence your mentor becomes a critical element in your holistic progress as a professional coach.  

Mentor Coaching provides professional guidance in demonstrating the levels of coaching competency expected at the desired credential level by the mentee coach, at the least. 

When we at Regal Unlimited train our ICF ACC coaches, they are exposed to PCC markers and are thus provided the choice to coach at the PCC level. Similarly, PCC learners are nudged to ‘coach from a state of Being,’ which is something that MCCs should ideally do.

What is Mentoring in the Context of Professional Coaching?

In the context of professional coaching, mentoring refers to a process where an experienced and knowledgeable, professional coach (the mentor) provides guidance, support, and advice to a less experienced coach (the mentee) to help the mentee develop their skills, knowledge, and career.

Mentoring can take many forms and is tailored to the mentee’s needs. For example, a mentor might provide feedback on the mentee’s work, introduce the mentee to new professional contacts, or provide advice on navigating a challenging coaching situation. The mentor might also help the mentee set and achieve goals and provide guidance on developing specific skills or areas of expertise. Also, guide the mentee on deepening presence beyond upskilling to move towards mastery in coaching. 

Mentoring is a valuable part of professional coaching, allowing the mentee to benefit from the mentor’s experience and knowledge.

Mentoring can also help mentees build confidence, expand their professional network, and gain new insights and perspectives on their work. 

How are mentoring coaches different from training coaches?

Mentoring coaches and training coaches are two different approaches to professional development in coaching.

Mentoring is a process where an experienced coach (the mentor) provides guidance, support, and advice to a less experienced coach (the mentee) to help them develop their skills, knowledge, and career. The mentor typically provides feedback on the mentee’s coaching skills, shares their own experiences and insights, and helps the mentee navigate professional challenges. Mentoring is usually a longer-term relationship and focuses on the overall development of the mentee as a coach.

Coach Training, on the other hand, typically refers to a more structured and formal process of learning specific coaching skills, often through workshops, courses, or certification programs. In Coach Training, we typically focus on building specific competencies, such as listening skills, questioning techniques, and goal setting. Training programs often have a set curriculum and specific learning objectives and are designed to provide coaches with the skills and knowledge needed to excel in their coaching practice.

While both mentoring and training can be valuable for professional development in coaching, they differ in their approach and focus. Mentoring is more personalized and focused on the overall development of the mentee as a coach, while training is more structured and focused on building specific coaching skills.

What are the skills and competencies of an effective mentor coach?

The skills and competencies of an effective mentor coach can vary depending on the needs and goals of the mentee, but some common skills and competencies include

Active listening

The ability to listen deeply and actively to the mentee in order to understand their goals, challenges, and aspirations. Listening at all four levels. 


The ability to understand and relate to the mentee’s perspective and feelings and to support them in a compassionate and non-judgmental


The ability to communicate effectively and clearly, and to provide feedback in a way that is constructive and helpful to the mentee.

Knowledge and expertise

The mentor coach should have a deep understanding of coaching principles, techniques, and best practices, as well as expertise in the specific domain or industry in which the mentee works.

Flexibility and adaptability

The mentor coach should be able to adapt to the needs and learning styles of the mentee and be flexible in their approach to coaching.

Goal setting and planning

The mentor coach should be able to help the mentee set clear and achievable goals and develop a plan for reaching those goals.

Motivation and inspiration

The mentor coach should be able to inspire and motivate the mentee to reach their full potential and to help them stay committed to their goals.

Trust and confidentiality

The mentor coach should establish a relationship of trust and confidentiality with the mentee and be able to maintain that trust throughout the mentoring relationship.

Overall, an effective mentor coach should have a deep commitment to the development and success of the mentee, as well as a passion for coaching and helping others achieve their goals.

How does mentoring enhance the performance of the mentee-coach?

Mentoring can enhance the performance of the mentee-coach in several ways

Skill development

Through the guidance and support of the mentor, the mentee coach can develop new coaching skills and improve existing ones. This can help the mentee-coach become more effective in their coaching practice and better meet the needs of their clients.

Expanded knowledge and expertise

 Mentors can provide the mentee coach with new perspectives, insights, and information that can expand their knowledge and expertise in coaching. This can help the mentee coach develop a more diverse set of skills and a deeper understanding of coaching principles and practices.

Improved confidence and motivation

Mentoring can help the mentee-coach build confidence in their coaching abilities and stay motivated to continue to improve and grow. This can be particularly important for new or less experienced coaches who may feel uncertain or insecure in their abilities.

Career development

Mentoring can help the mentee-coach develop a clearer understanding of their career goals and the steps they need to take to achieve them. Mentors can provide guidance and support in areas such as marketing, business development, and networking, which can help the mentee coach build a successful coaching practice.

Accountability and support

Mentoring can provide the mentee-coach with a sense of accountability and support, which can help them stay focused and committed to their goals. The mentor can provide feedback, encouragement, and guidance and help the mentee-coach stay on track.

Overall, mentoring can be a powerful tool for enhancing the performance of the mentee-coach, helping them to develop new skills, expand their knowledge and expertise, build confidence and motivation, and achieve their career goals.

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