7. Facilitation of Mentor Coaching Groups
Ability to create a group learning space by creating an environment conducive to collaboration, commitment, trust and mutual respect.
Behaviors associated
(a) Develops rules of work with the group.
b) Promotes the participation of all members at providing feedback to colleagues, inviting to contribute to the silent members.
(c) Stimulates team spirit and the connection between the members.
(d) Intervenes when the feedback is aggressive or inappropriate among colleagues.
8. Self reflection
Ability to reflect on their performance, new learnings, successes, and challenges in their work as a Mentor Coach.
Behaviors associated
(a) Is aware of “Who” he/she is being as a Mentor Coach and his/her own emotional reactions.
(b) Asks for feedback and/or supervision about their performance.
(c) Takes time to reflect on their practice
d) Promotes and maintains its relationship with other Mentor Coaches, open to the possibility of continuous learning and sharing of experiences.
Rey Carr
November 12, 2015 at 8:05 pm
The authors present a thorough model. But, lo and behold, why do they even include the term “mentor”? Read the article again and everytime the word mentor appears, either take it out or replace it with the word coach.
This is the problem with the ICF’s approach to mentoring. It’s not aligned with any other viewpoint expressed by experts on mentoring. This model has little to do with mentoring and mostly to do with coaching. If the article makes just as much sense when the word mentor is removed, then the authors have really set up an unnecessary variant of coaches looking after their own professional development.