What is the difference between a good Mentor & a great Mentor?

What is the difference between a good mentor & a great mentor?

Mentoring is the process by which an experienced and skilled individual supports a less experienced person to develop competence and confidence within a new or existing role. A mentor should provide guidance, encouragement and clear expectations so that the candidate understands what is required to succeed. We have previously acted as Internal quality assurers for England Rugby and continue to be mentors for the Royal Life Saving Society UK since 2022, and during this time we have encountered a wide range of candidate expectations. Some candidates have been highly confident and self-sufficient, while others have misunderstood the role, expecting the mentor to deliver training on their behalf.

A mentor’s responsibility is not to spoon-feed a candidate through every stage of the process, but  to act as a source of support, advice and reassurance. They should be available to answer questions, provide clarification and serve as a safety net to help ensure that training is delivered safely and effectively. However, the candidate must take responsibility for their own progress by following the scheme of work, lesson plans and all documentation set out by the awarding body. Ownership of learning and preparation should remain with the candidate.

An effective mentor must also be able to observe the candidate objectively. During activities or practical tasks, the mentor should avoid unnecessary intervention or commentary, allowing the candidate to demonstrate their own skills, judgement and delivery style. This creates a fair opportunity for the candidate to perform independently while enabling the mentor to assess competence accurately.

After each activity or observation, there should be time for reflective discussion between mentor and candidate. A useful approach is similar to a SWOT analysis, considering strengths, weaknesses, opportunities and threats. This allows both parties to identify what went well, recognise areas requiring improvement and agree on actions for development. Constructive feedback is essential in helping the candidate progress while maintaining confidence and motivation.

Professional boundaries are equally important within the mentoring relationship. Both mentor and candidate should respect each other’s roles, and the candidate must accept the mentor’s professional judgement. There may be occasions when a candidate does not yet meet the required criteria to qualify. In such cases, the mentor must communicate this clearly, honestly and sensitively, while outlining the specific areas that need improvement before further observations take place.

In our view, the role of the mentor is crucial in maintaining professional standards across the industry. If standards are lowered, the quality of training will decline and the value of qualifications will be diluted. This would be unfair both to candidates who have worked hard to meet the required standard and to the future learners they go on to teach. Effective mentoring therefore protects standards, supports development and helps ensure high-quality training outcomes.

conclusion

Mentoring plays a vital role in supporting candidates to develop the knowledge, skills and confidence required to succeed in their role. A successful mentoring relationship is built on clear expectations, constructive feedback, professional boundaries and the candidate taking responsibility for their own learning. By providing guidance while maintaining high standards, mentors help ensure that candidates are competent, confident and prepared to deliver effective training. Ultimately, strong mentoring not only benefits the individual candidate but also protects the quality and credibility of qualifications across the industry.