Outcome 2
2.1 - Critically explore the knowledge, skills, and behaviour of an effective coach or mentor

Qualities of a Good Mentor

A good mentoring relationship provides new employees as well as existing staff with someone that will share their professional knowledge and expertise in the field.

A good mentor is available and can answer any questions relevant to the job. It is a 2 way relationship.


A good mentor possesses the following qualities:

1. Demonstrates a positive attitude and acts as a positive role model.
They show the personal attributes it takes to be successful in the field. They will show the mentee what it takes to be successful by demonstrating the specific behaviors and actions required.


Against this last point R Pask (Mentoring - Coaching. A guide for education professionals - 2007 - ISBN-10 335 22538 1) suggests;


Without analysis and exploration of what they have seen, however, the new recruit is left to ‘pick the bones out of’ what is or purports to be effective modelling in the unspoken expectation that they will not only thus know what good practice is but also be able to copy it for themselves. This is not mentoring-coaching. It is pace setting: declaring or demonstrating a standard but not actually providing help in achieving it.


2. Takes a personal interest in the relationship.
Good mentors do not take their responsibility as a mentor lightly. They recognise they play a part in the success of the mentee. This means the mentor needs to be knowledgeable, compassionate, and possess the attributes of a trusted advisor. This will mean having excellent communication skills. They are committed to helping their mentees find success and gratification in their chosen profession. The relationship is about empowering the mentee to develop their own strengths, beliefs, and personal attributes.

3. Respected by colleagues and employees in all levels of the organisation.
Ideally mentees recognise qualities in their mentors. Mentees want to follow someone who is well respected by colleagues and co-workers and whose performance is appreciated.

4. Willing to share skills, knowledge, and expertise.
They are willing to teach what they know and they can accept the mentee where they currently are in their professional development. They can remember what it was like just starting out. The relationship is not taken lightly and good mentoring requires time and commitment. The good mentor will continually share information and their ongoing support with the mentee.


5. Exhibits enthusiasm in the field.
A mentor who does not exhibit enthusiasm about their job will ultimately lose confidence of the mentee and even of other colleagues. 

6. Values ongoing learning and growth in the field.
Good mentors are committed and are open to experimenting and learning practices that are new to the field. They are excited to share their knowledge with new or existing people and take their role seriously in teaching their knowledge to others. They may choose to teach or attend session to further develop their knowledge and skills. 

7. Provides guidance and constructive feedback.
A main responsibility of a good mentor is to provide guidance and constructive feedback to their mentee. This is where the mentee will most likely grow the most by identifying their current strengths and weaknesses and learning how to use these to make themselves successful. 

8. Values the opinions and initiatives of others.
A good mentor recognises they do not have all the answers but will reference and value what others have contributed and have to say. Even from the mentee. 


1.1 - Context, definition and difference 

1.2 - Barriers to using coaching 

1.3 - The case for coaching 

2.1  - Knowledge, skills and behaviour

2.2 - Effective communication 

2.3 - Responsibilities to manage relationships

3.1 - Review a model or process 

3.2 - Rationale for contracting 

3.3 - Exploring expectations and boundaries 

3.4 - Rationale for supervision 

4.1 - Review elements required for integrated coaching


4.2 - Analyse how benefits evaluated