International Mentoring Center


IMC Core Competencies


The IMC Core Competencies framework was meticulously developed by the International Mentoring Center (IMC) with significant contributions from its members and mentors globally. These competencies encapsulate the essential skills, knowledge, and behaviors required for mentors to excel across various contexts.

Accreditation by the IMC signifies a mentor’s mastery of these competencies, aligning with international standards and embodying the IMC’s definition of Mentoring, Values, and Code of Ethics.

IMC Definition of Mentoring

IMC defines Mentoring as a collaborative, dialogic, and reflective learning relationship characterized by mutually inspirational learning agreements and shared responsibilities. This relationship is designed to facilitate individuals’ or teams’ personal and professional development, fostering awareness, expanding choices, and enhancing capabilities.

Credentialed mentors are skilled in mentoring and knowledgeable in their domains. They meet the informational needs of mentees while refraining from personal advisories.

Core Competencies Detailed Description

A commitment to perpetual self-improvement, reflective practice, and staying abreast of industry developments.

Behavioral Indicators:

  1. Maintains an ongoing personal development plan.
  2. Keeps informed about industry trends.
  3. Reflects on personal biases and continuously improves skills.
  4. Demonstrates commitment to growing mentoring skills.
  5. Identifies knowledge and skills gaps.
  6. Invites feedback to enhance practice.
  7. Learns new processes, methods, and technologies.
  8. Strives to be a thought leader.
  9. Maintains credentials through continuing education.

Maintaining the highest standards of integrity, confidentiality, and professional conduct per IMC guidelines.

Behavioral Indicators:

  1. Is conscious of, maintains, and models professional ethics.
  2. Upholds IMC’s Core Values (Commitment, Contribution, Community, Collaboration, Competence, Compassion and Creativity).
  3. Complies with IMC’s Code of Ethics.
  4. Demonstrates personal integrity.
  5. Maintains confidentiality and privacy.
  6. Ethically switches roles with other modalities to serve the learning.
  7. Promotes the mentoring industry and program positively.
  8. Establishes and maintains effective boundaries.

The ability to create deep connections through skilled conversation, active listening, and empathetic engagement.

Behavioral Indicators:

  1. Uses inquiry and listening as a primary communication style.
  2. Facilitates reflective thinking to enable insights.
  3. Manages emotions while listening and responding.
  4. Understands the essence and “Bottom lines”.
  5. Customizes communication according to the learning style.
  6. Fulfills informational needs when requested.
  7. Builds trust, encourages, and exercises curiosity.
  8. Suspends judgment and remains empathetic.
  9. Remains respectfully direct, clear, and articulate.
  10. Demonstrates confidence with mentoring skills.

Developing and nurturing relationships based on mutual trust, respect, and benefit.

Behavioral Indicators:

  1. Encourages positive regard.
  2. Creates a safe and trusting space.
  3. Uses empathy and interpersonal skills.
  4. Builds rapport.
  5. Earns trust and respect.
  6. Maintains an objective stance.
  7. Values relationships and is authentic.
  8. Shows vulnerability when necessary.
  9. Remains supportive and genuinely interested.
  10. Remains consistent with words and actions.
  11. Respects personal space and is proficient in time management.

Establishing clear, mutual agreements within the mentoring relationship for shared goals and success.

Behavioral Indicators:

  1. Determines mentee-mentor compatibility.
  2. Clarifies mutual commitments.
  3. Understands the purpose of mentoring.
  4. Clarifies and manages expectations and priorities.
  5. Builds an agreement that aligns with mentees’ needs.
  6. Establishes clear guidelines and specifications.
  7. Clarifies information needed from the mentor.
  8. Establishes criteria for success.
  9. Establishes ways to celebrate success.

Crafting and executing personalized mentoring programs that cater to individual and organizational learning needs.

Behavioral Indicators:

  1. Consolidates information for a learning plan.
  2. Partners with the mentee to create a learning plan.
  3. Strategizes learning implementation.
  4. Utilizes appropriate learning resources.
  5. Applies adult learning principles.
  6. Shares personal and professional experience appropriately.
  7. Foresees challenges and incorporates alternatives.
  8. Focuses on results and outcomes.

Fostering an environment conducive to the mentee’s development and achievement.

Behavioral Indicators:

  1. Creates and maintains a development plan.
  2. Identifies ways to maintain learning momentum.
  3. Remains flexible and manages changes to the plan.
  4. Helps mentees integrate the learning.
  5. Conducts regular check-ins.
  6. Promotes autonomy and self-discipline.
  7. Regularly monitor the quality and progress.
  8. Enables mentoring relationships to achieve ongoing success.

Concluding mentoring engagements effectively, incorporating feedback, and evaluating processes for continuous improvement.

Behavioral Indicators:

  1. Engages in feedback processes to evaluate effectiveness.
  2. Recognizes and plans closure.
  3. Closes sessions with a conclusion.
  4. Uses appropriate evaluation methods.
  5. Critically analyzes interventions.
  6. Applies findings to improve effectiveness.
  7. Celebrates success and redefines the relationship.
  8. Journals lessons learned.

Understanding and integrating into the mentee’s organizational context while promoting a mentoring culture aligned with organizational goals.

Behavioral Indicators:

  1. Understand the organizational context.
  2. Promotes a mentoring culture.
  3. Aligns with stakeholders’ needs.
  4. Aligns the mentoring program with organizational goals.
  5. Recognizes challenges in organizational settings.
  6. Demonstrates industry and domain knowledge.