Mentoring of Coaches

IDM mentors coaches, and managers acting as coaches, with the aid of CDF assessments. The mentoring task is divided into providing an assessment of the mentee, on one hand, and hands-on explanations of specific assessment outcomes acquired about the mentee’s client(s), on the other.

For learning purposes, the IDM expert joins forces with the mentee in giving feedback to the mentee’s client(s). Through this service, behavioral coaches and managers without knowledge of developmental thinking are able to enter into a step-by-step learning process by which they acquire what certified developmental coaches know as a matter of course. Mentoring starts with an assessment of the mentee just as in leadership development coaching. Once feedback has been given to the coach or manager, s(he) can name any number of individuals for whom an assessment should be provided for the sake of their coaching.

Once the coach or manager has an inkling of his/her own developmental profile, their coaching increases in objectivity and artistry. This is because the mentee not only knows her own limits and potential, but holds an objective picture of the person she is coaching. As a result, we avoid the common scenario of “the blind leading the blind” of conventional coaching.

The IDM expert helps the mentee to carry the awareness of her own assessment findings into her work with others, thereby enabling her to act at a higher level of reflection and self-awareness. The expert also assists the coach or manager in deciding whether they are at a sufficiently high level of development themselves to successfully undertake the coaching of a particular, previously assessed, client.

Want to learn how to "be your own expert"? See our Coaching-Mentoring Supervision page.

For a more detailed information on the assessments we use in Coach Mentoring, see Assessment Details.

For more detailed information on coach mentoring write to .