Learn all about what it means to become an ICF Mentor Coach.

Embody and develop the ICF Mentor Coaching duty and competencies.

Become a mentor coach, serve your clients, your coaching community and the profession by becoming a passionate, resourceful, intelligent, curious and supportive mentor coach willing and able to forward the profession, the art and science of coaching by offering the support, guidance and wisdom needed to safeguard the quality standards of coaching in a co-learning environment guided and facilitated by ICF Master Certified Coach (MCC) Angelos Derlopas.

The International Coaching Federation (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.

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.

As an ICF Mentor Coach, your primary duty is to support the development of coaches seeking to achieve or enhance their ICF credentials. You will focus on reinforcing the ICF Core Competencies, which serve as the foundation for effective coaching and are the basis for the ICF Credentialing process.

The ICF Core Competencies include:

  1. Demonstrating Ethical Practice: Upholding the ICF Code of Ethics and demonstrating a commitment to ethical conduct in all coaching engagements.
  2. Embodying a Coaching Mindset: Developing and maintaining a growth-oriented mindset and an attitude of curiosity, open-mindedness, and continuous learning.
  3. Establishing and Maintaining Agreements: Collaborating with clients to establish clear agreements about the coaching relationship, process, and outcomes.
  4. Cultivating Trust and Safety: Creating a supportive environment that fosters mutual respect, trust, and psychological safety, allowing clients to engage fully in the coaching process.
  5. Maintaining Presence: Remaining fully present and attentive during coaching sessions, demonstrating empathy, and valuing the client’s experience.
  6. Listening Actively: Employing active listening skills to understand the client’s perspective, ask powerful questions, and encourage deeper exploration.
  7. Evoking Awareness: Facilitating the client’s self-awareness and insights, and helping them identify patterns, beliefs, and potential obstacles to their progress.
  8. Facilitating Client Growth: Encouraging the client to take action, make decisions, and set goals that align with their values, strengths, and desired outcomes.

As a mentor coach, you will:

  1. Model the ICF Core Competencies: Demonstrate a deep understanding and embodiment of the ICF Core Competencies in your own coaching practice.
  2. Observe and Provide Feedback: Review recorded coaching sessions or conduct live observations, offering constructive feedback that aligns with the ICF Core Competencies.
  3. Foster a Collaborative Learning Environment: Create a supportive, non-judgmental space for mentees to openly discuss their coaching experiences, challenges, and areas for growth.
  4. Encourage Reflection and Self-Discovery: Guide mentees in reflecting on their coaching practice, identifying strengths, and uncovering areas for improvement.
  5. Offer Resources and Guidance: Share relevant resources, tools, and strategies to support mentees in enhancing their coaching skills and achieving their credentialing goals.
  6. Monitor Progress: Track mentees’ progress throughout the mentor coaching process, ensuring they are making strides in developing their coaching competencies.

By embodying and developing these duties and competencies, you will serve as a valuable resource to your mentees and contribute to the ongoing growth and evolution of the coaching profession.


Mentoring, in the context of coaching, is a vital aspect of professional development that helps coaches achieve and demonstrate the levels of coaching competency and capability demanded by the desired credential level. By engaging in a mentor coaching relationship, coaches can refine their skills, enhance their understanding of the coaching process, and align their practice with the ICF Core Competencies.

Here are some key elements of the mentoring process that contribute to the development of coaching competency and capability:

  1. Extended Timeframe: Mentor coaching should take place over an extended period, with a minimum of three and a half months. This duration allows for a comprehensive learning experience and gives the mentee ample time to practice, reflect, and integrate feedback from the mentor coach.
  2. Regular Sessions: During the mentoring period, the mentor coach and mentee should engage in regular coaching sessions. These sessions provide opportunities for the mentee to receive direct feedback on their coaching skills and develop a deeper understanding of the ICF Core Competencies.
  3. Observation and Feedback: The mentor coach observes the mentee’s coaching practice, either through recorded sessions or live observations, and provides constructive feedback aligned with the ICF Core Competencies. This feedback helps the mentee identify areas for improvement and refine their coaching skills.
  4. Reflection and Practice: The mentoring process encourages the mentee to engage in self-reflection and self-assessment. By reflecting on their coaching practice, the mentee can gain insights into their strengths and weaknesses and develop a plan for growth and improvement.
  5. Support and Guidance: The mentor coach provides ongoing support and guidance, sharing resources, tools, and strategies to help the mentee enhance their coaching skills and achieve their credentialing goals.
  6. Accountability and Progress Monitoring: The mentor coach and mentee collaboratively set goals and monitor progress throughout the mentoring process. This accountability helps ensure that the mentee is making strides in developing their coaching competencies and aligning their practice with the desired credential level.

Through mentor coaching, coaches can develop the necessary skills, knowledge, and confidence to achieve their desired credential level and provide high-quality coaching services to their clients. The mentor coaching relationship not only supports the individual growth of the mentee but also contributes to the overall advancement and professionalization of the coaching industry.

Initial Credentialing

Credentialing candidates on the following paths are required to participate in Mentor Coaching prior to submitting their application:

  • ACC Portfolio
  • PCC Level 1 / ACSTH
  • PCC Portfolio
  • MCC Portfolio

ACC Renewal

Coaches applying to renew their ACC Credential are required to complete an additional 10 hours of Mentor Coaching above those hours required for their initial credential.

Duties for ICF Mentor Coaches encompass a range of responsibilities designed to support the mentee’s growth and development as a coach. Some key duties include:

  1. Modeling effective initiation and contracting: Mentor coaches should demonstrate how to initiate and establish a strong coaching relationship by setting clear expectations and boundaries with their mentees.
  2. Clarifying goals and measures of success: Mentor coaches need to work in partnership with their mentees to determine the desired outcomes of the mentoring process and establish success indicators.
  3. Discussing fees and timeframes: A transparent discussion of fees, schedules, and other logistical aspects of the mentor coaching relationship is essential for creating a solid foundation for growth and development.
  4. Upholding ICF Code of Ethics: Mentor coaches must inform their mentees about the ICF Code of Ethics and the availability of the Ethical Conduct Review Board, ensuring that ethical practices are maintained throughout the mentoring process.
  5. Encouraging mentee exploration: By suggesting that mentees interview multiple mentor coach candidates, mentor coaches promote self-confidence and help mentees find the best match for their needs.
  6. Avoiding guarantees: Mentor coaches should not guarantee that their mentees will obtain the desired credential level as a result of the mentoring process, emphasizing the importance of the mentee’s own efforts and growth.
  7. Focusing on core competency development: Mentor coaches need to review and provide oral and written feedback on a series of the mentee’s coaching sessions, allowing time for incorporation of learning and development between sessions.
  8. Providing specific, targeted feedback: Mentor coaches should offer detailed feedback with examples from the sessions, highlighting areas of strength and opportunities for growth.
  9. Honoring the mentee’s unique style: A mentor coach should demonstrate an understanding of their mentee on multiple levels, taking into account their individuality, goals, and coaching style, while helping them develop a deeper level of mastery in coaching.

By fulfilling these duties, ICF Mentor Coaches play a crucial role in supporting the growth and development of aspiring coaches, helping them achieve their desired credential level, and contributing to the overall advancement of the coaching profession.

Personal traits of an ICF Mentor Coach play a significant role in creating a supportive and nurturing environment for the mentee’s growth and development. These traits include:

  1. Trustworthiness: An effective mentor coach establishes trust with the mentee, fostering an open and honest relationship that allows for meaningful communication and rapport-building.
  2. Encouragement: Mentor coaches should inspire their mentees to push beyond their perceived limits and strive for greater achievements by broadening their creative process.
  3. Demonstrating equal partnership: By being open, vulnerable, and taking appropriate risks, mentor coaches can model equal partnership and encourage mentees to lead in designing their own learning experiences.
  4. Valuing partnership: Mentor coaches should understand the importance of partnership, allowing and encouraging mentees to take charge of their growth and development between sessions.
  5. Supportive and authentic celebration: An effective mentor coach celebrates the mentee’s unique qualities, achievements, and growth, providing genuine and heartfelt encouragement.
  6. Security in their own work: Mentor coaches should feel confident in their own coaching abilities, appreciating and respecting the diverse styles and approaches of their mentees.
  7. Encouraging development of coaching style: By fostering a supportive environment, mentor coaches can help mentees develop their own unique coaching style that aligns with their values, strengths, and personality.
  8. Accountability and assessment: Mentor coaches should be willing to hold themselves and their mentees accountable for their performance, periodically encouraging mutual evaluation of the mentoring relationship’s effectiveness.

These personal traits contribute to a productive and empowering mentor coaching relationship, helping mentees to grow, develop their coaching skills, and ultimately reach their full potential in the coaching profession.

The competencies of an ICF Mentor Coach are crucial in ensuring that the mentor coaching process is effective, impactful, and contributes to the overall development of the mentee. These competencies include:

  1. Advanced listening skills: A mentor coach listens beyond content, discerning the application of skills related to core competencies, and listens on all levels, including physical, intellectual, emotional, and intuitive.
  2. Balanced assessment: The mentor coach listens equally for strengths and areas for growth, providing well-rounded feedback to the mentee.
  3. Cultural and linguistic awareness: An effective mentor coach is sensitive to differences in style, culture, and language, adjusting their approach accordingly.
  4. Knowledge of ICF assessment tools: Mentor coaches should have a thorough understanding of the tools used by ICF in evaluating recorded coaching sessions during the credentialing exam process.
  5. Holistic evaluation: They should listen for both the presence of individual competencies and the overall skill level of the mentee.
  6. Identifying critical competencies: Mentor coaches need to distinguish which underlying competencies may be contributing to limited coaching impact.
  7. Articulating growth gaps: They should be able to discern and articulate the gap between the mentee’s current skill level and the next level to attain.
  8. Providing specific feedback: Mentor coaches should use competency-based language and specific behavioral examples when offering feedback.
  9. Creating a safe and trusting space: An effective mentor coach establishes an environment where feedback can be delivered in a respectful, clear, and judgment-free manner.
  10. Detailed and sensitive feedback: The mentor coach should provide specific details and examples of their observations, while also being sensitive to the impact of the feedback on the mentee.
  11. Relevant feedback: Feedback should be relevant to each specific coaching core competency, addressing both strengths and potential growth areas.
  12. Self-management: Mentor coaches must be able to manage their own preferences and biases, remaining focused on skill assessment related to core coaching competencies.

By developing and demonstrating these competencies, ICF Mentor Coaches can effectively guide and support their mentees on their journey toward achieving coaching excellence and obtaining their desired credentials.

Become a mentor coach in 15 weeks.

This program is designed to equip aspiring mentor coaches with the skills, knowledge, and competencies needed to provide effective mentor coaching services. The program is structured to deliver a comprehensive learning experience over 15 weeks, with a mix of online sessions, peer triad practice, personal study, and more.

Program Structure:

  1. Online sessions: The program includes five 2-hour and 15-minute sessions, plus an additional 1-hour session, delivered bi-weekly.
  2. Bi-weekly Peer Triad practice: Participants engage in peer triad practice sessions to hone their skills and receive feedback from fellow participants.
  3. Study with triads: Participants spend 10 hours working with their triads, deepening their understanding of the mentor coaching process and techniques.
  4. Personal study: Participants dedicate 15 hours to individual study, allowing them to reflect on their learning and further develop their skills.

Over the course of the 35+ hours, participants will learn about:

  1. Ethical challenges & dynamics: Understand the ethical considerations and challenges that may arise in the mentor coaching process.
  2. Mentoring feedback: Learn effective methods for providing feedback that supports the growth and development of mentees.
  3. Basic grading system: Familiarize yourself with the assessment tools and grading systems used in the ICF credentialing process.
  4. Mentor coach (MC) qualities, competencies & traits: Develop the key qualities, competencies, and traits that make an effective mentor coach.
  5. Observation written feedback: Learn how to provide written feedback based on observed coaching sessions, offering specific examples and guidance.


This program is accredited by the International Coaching Federation (ICF) as Continuing Coach Education (CCE). Upon completion, participants will earn 10.5 CCEUs in Core Competencies and 1.75 CCEUs in Resource Development, contributing to their ongoing professional development as coaches.

Who is eligible? ICF credential holders for 4+ years.

Investment: 2,450 €.

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