Mentoring is a personal relationship between an experienced individual/executive of a company or organization (mentor), who is designated or volunteers to provide guidance, encouragement and support, and a newly appointed employee (mentee). The mentor is responsible for introducing the mentee to the culture of the company or organization. Coaching in companies and organizations takes the form of one-to-one sessions between an experienced executive (coach) and an employee. Coaching tends to be, medium-term and focuses on specific goals. Mentoring tends to be medium to long term and copes with the overall development of the employee. Promoting a coaching culture in public administration is a conscious strategic choice for the development and growth of an organization. In the context of modern leadership in public administration, coaching is presented as a window of opportunity so that a new way of thinking can be promoted with a focus on empowering civil servants at all levels. The purpose of this study is to explore the practices of mentoring and coaching as supportive processes in the professional life of the civil servant. The method used was a review of international literature and content analysis of relevant studies. The implementation of mentoring and coaching contributes to the training of civil servants who are confident, autonomous, committed to their duties and have a sense of justice, possess specialized knowledge, and socialize smoothly in their workplace.