The terms ‘coaching’ and ‘mentoring’ are often used interchangeably, but did you know there is a difference between the two? We unpack some of the most common questions to help you decide which approach might be right for you 

What's the difference between coaching and mentorship?

Many definitions of the difference between coaching and mentoring are circulating. It can be difficult to make a distinction between both concepts, given that they are both related to work and professional development. 

Generally speaking, coaching is a more targeted, structured approach to improving performance and behaviour at work. It tends to be more function-based and the emphasis is on reaching goals to assess improvement and guiding the client to their full potential. 

There are different types of work-related coaches. They may work with business owners or staff, or support an individual with their career. Arguably the most common type of performance-driven coaching is executive coaching. Because of its goal-oriented nature, coaching is typically offered on a short-term basis. 

Mentorship, on the other hand, is more relationship-focused. Rather than having specific goals or targets, a mentor works with a mentee over a longer period of time to help them develop - benefitting the employee and the business both now and in the future. 

A mentor is typically someone who is in the same industry as their mentee, and they tend to be older and more experienced. The purpose of mentoring is to share knowledge and skills with someone under their wing to help the person develop and grow. Mentorship tends to last at least six months, but relationships can be sustained over the years.

Coaching vs mentoring examples 

Coaches can often help with the following: 

  • skills assessments 
  • CV reviews
  • goal setting and accountability 
  • confidence building
  • navigating a career change/job search

Mentors usually offer support in the following ways:

  • acting as a guide, offering direction 
  • serving as a role model - helping mentees learn from previous experiences
  • sharing knowledge of professional development opportunities within an industry 
  • motivating and encouraging mentees 
  • helping mentees network 
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Coaches vs mentors vs trainers

Mentors and trainers are similar in that they both transfer knowledge, skills and experience to a student or mentee. Both tend to give information and take the lead, whereas coaches are there to ensure accountability and help individuals to be engaged in their own professional development. 

Trainers tend to be someone external to the business who come in to deliver learning interventions to help progress employees and the business. It might be used to enhance existing skills but, often, it is to teach employees something entirely new, such as learning a new software. Training is also something that businesses have to do as standard procedure, in the context of health and safety or first aid, for example.

Do I need a mentor or a coach?

Deciding whether you should get a coach or mentor (or both!) can be confusing due to their parallels. In their article, ‘Do I need a coach, mentor or both?’, coach and mentor Tessa Dodwell helps you decide what might be more appropriate for you and your needs. If you’re looking for insights and guidance from someone who has been in your situation before, you’re more likely to benefit from working with a mentor. If, however, you’re looking to overcome a challenge or you want to achieve a specific goal, a coach may be more suitable.

“Coaches have not necessarily been through a similar experience so use more listening and questioning rather than advice, so tend to be more non-directive in approach,” Tess says. This means that the coach will use prompts to steer the conversation and guide you towards solving your own problems. Mentors, on the other hand, tend to offer their advice. Sometimes, you might decide you need a combination of both.

Is a mentor better than a coach?

Ultimately, no one role is better than the other. It comes down to what you feel you would most benefit from. If you’re looking to develop your skills, a coach might be more helpful, but if you’d like advice on your personal career journey, a mentee may bring the added benefits of industry knowledge. 

Benefits of coaching and mentoring

Benefits of coaching

Coaching is much more structured and direct, so it’s great for those wanting to hit specific goals, targets or objectives. Other benefits of coaching include:

  • specialised focus sessions
  • more accountability 
  • quickly improve skills and knowledge  
  • building effective communication skills
  • building a greater sense of personal awareness

In this video, coach Alex Bowman explains what he believes to be the four main benefits of coaching, and how you can take the first step to change.

Benefits of mentoring 

Most of our learning comes from us being on the job and the relationships we form with those around us at work. Mentorships bring numerous benefits including: 

  • boosting motivation and productivity
  • increased networking and collaboration 
  • improved employee retention and engagement 
  • improved soft skills such as confidence 
  • industry-led knowledge and experience 

What is the difference between coaching and mentoring exercises?

Coaching tends to follow a pre-set programme, and many coaches will use a variety of tools to help asses where you are currently and where you want to be, such as:

Mentoring can be much more flexible. Some examples of mentoring exercises include:

  • Shadowing projects: Shadowing involves an employee closely observing their mentor or someone with experience performing a particular role or task, so they can see a real-time scenario. 
  • Lunch and learn: This is where teams will come together collaboratively in a casual, supportive environment. Mentors or those who have particular experience may facilitate specific sessions, allowing participants to ask questions, share their knowledge and offer feedback. 
  • Roleplaying: This is a great way to help someone get out of their comfort zone and teach mentees how to respond to particular scenarios. 
  • Networking events: Hosting networking events puts mentees on the radar of other managers and helps foster new relationships. Networking is also a particularly good way of showcasing how a mentee’s career could develop. 
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What is coaching vs mentoring vs feedback?

Feedback helps employees identify where they may have previously made mistakes so they can improve. 

Coaching future-proofs employees by identifying potential issues or areas of improvement and helping to fix them.

Mentoring involves passing on knowledge and skills based on their personal experiences. 


What is the biggest difference between mentoring, coaching and counselling?

Career counselling is an option for individuals who might be experiencing mental health concerns related to their jobs. Perhaps you’re feeling unfulfilled or you’re struggling to navigate a potential career move. You might also be experiencing difficulties or conflicts at work, such as strained relationships with colleagues or workplace bullying. Generally speaking, coaches support people through current obstacles, whereas counselling tends to be more therapeutic and might explore how past experiences play a part in how you respond to present-day situations. 

“As a life coach, I will often look back for a short time at the past with a client, to help us both understand why they might behave in the present moment in a particular way,” says life and career coach, Naomi Tarry. Naomi then goes on to suggest where counselling might come into play. “For example, if you are a perfectionist, it can be helpful to be aware of where your need for perfection came from, for example, it may have stemmed from the high expectations of parents or teachers in childhood.”

Learn more about when you might benefit from counselling or coaching in our article, ‘Do I need a counsellor or a coach?’

If after reading this you feel ready to connect with a professional, you can reach out to a coach on Life Coach Directory today.