Mentor coaching is focused primarily on building new skills and competencies particularly through best practices, new information, and reflecting on challenges. In my own case, I would have to suggest that if you are looking to be more effective and confident in your use of psychological and business surveys, research and statistics, I would be a good choice for you. I was first introduced to the use of instruments in 1983 as I trained up to be a feedback coach for participants in the Leadership Development Program. At that time we used 10 different instruments consisting of a variety of bio forms, 360s and personality and cognitive surveys for a 3 hr individual session. Over the years, I’ve done research on many of these (see publications list on the Resume) including the MBTI, FIRO-B, CPI, and a variety of 360 forms. Today, the role of instruments is less intensive but continues to focus on a personality profile, interpersonal style instrument, and 360 ratings of colleagues. I think my real value as a ‘Coach Mentor’ is with coaches looking to understand how to incorporate the information in an ethical and respectful way, learn best practices and the ethics around using psychological instruments in general, and increase the positive impact and insight gleaned by the client from that information. I plan to begin small online mentoring groups in the fall of 2014.