The methodologies of mentoring and coaching are often mistaken with each other. They can be equally powerful but only when used in the right settings.

Choosing whether you should use coaching or mentoring with clients isn’t about your personal style but the approach they can most benefit from.

In this guide, we’ll lead you through the key differences and misconceptions about the work of a mentor and a coach and which one might be more impactful for your practice.

The Difference Between Mentoring vs. Coaching

Let’s start with the basics. Although sometimes confused with each other, coaching and mentoring are two distinct methodologies.

Coaching is a goal-oriented process that empowers individuals to unlock their potential and achieve specific objectives. As a coach, you help your clients find their own answers and solutions to their challenges and help them grow through these experiences.

On the flip side, mentoring involves a seasoned professional (the mentor) guiding a less-experienced individual (the mentee) based on personal or professional experience. They are typically an expert in the areas they’re advising. 

Though formal training or certification isn’t required to become a coach or a mentor, these programs can give you a good foundation and much-needed structure for your client work.

[ Read: What Is a Life Coach & How They Differ From a Therapist or Consultant ]

Using Coaching vs. Mentoring With Clients

So which hat should you put on when working with clients?

Coaching focuses on asking powerful questions, active listening, and facilitating self-reflection. It’s about helping your client tap into their inner resources to find their solutions.

Mentoring, however, leans towards sharing wisdom and experience and providing guidance. As a mentor, you draw from your own journey to give advice to your client.

Here’s a summary of how the different aspects of these two methodologies differ:

	Mentors	Coaches
Client relationship	Mentors often connect with the mentee based on shared experiences. They act as an experienced and trusted advisor.	Coaches maintain a professional relationship with the client and focus on specific goals and development areas.
Purpose	Mentors draw from their own experiences to help the mentee navigate challenges and grow.	Coaches identify objectives and develop skills and strategies to achieve them.
Expertise	Mentors have specific knowledge and experience in the mentee’s field or industry.	Coaches may not have expertise in the client’s field but are skilled in coaching methodologies.
Client engagement	Fluid and long-term with ongoing support.	Structured and time-bound, focusing on specific goals within a defined time frame.
Approach	Mentors share their own experiences, offer advice, and provide guidance based on their perspectives and expertise.	Coaches use active listening, questioning, and reflective techniques to help clients gain clarity and develop solutions.
Accountability	Mentors can keep mentees accountable, but it’s typically not their primary focus.	Coaches place a strong emphasis on accountability and monitor their client’s progress.

Examples of Coaching vs. Mentoring a Client

Let’s say a client approaches you with a personal or professional challenge you have experience with. You can coach them through this challenge or advise them as a mentor. Here’s what each would look like.

Examples of a Coaching Approach

• Asking coaching questions that encourage self-reflection: “What specific outcome are you aiming for in this situation?” or “How do you envision overcoming this challenge?”
• Setting clear and achievable goals: “What small steps can you take to move closer to your desired outcome?”
• Giving feedback on patterns: “I’ve noticed a pattern in your approach, let’s explore how we can break this cycle.”
• Keeping them accountable: “What commitments can you make to yourself to address this challenge, and how can I support you in staying accountable?”

In addition to asking questions, coaches also use active listening to help their clients. Instead of barging in with the solution, as a coach, you can listen to your client’s thought process first and look out for underlying issues or limiting beliefs.

Examples of a Mentoring Approach

• Sharing personal examples or stories: “When I faced a similar challenge, here’s what I did…”
• Giving guidance based on expertise: “In my experience, this is what would make the biggest impact in your case…”
• Presenting industry insights: “Here’s what the data shows about this common issue…” or “Let’s look at some best practices and industry trends in your niche…”
• Utilizing their network: “Would you mind if I introduce you to someone who might have the solution for you?” or “This program could be a great opportunity for you to get the resources and connections you need.”

As a mentor, you might not be able to address your client’s challenges immediately, but you can offer ongoing support and guidance. Through a long-term mentoring relationship, you can guide their progress in their career and personal growth and advise them at each milestone.

When to Use Coaching

Coaching might be a better approach with a client when:

• They want to define clearer goals and need guidance on achieving them.
• They want to explore their strengths, values, and potential blind spots.
• They want to find ways to develop new skills or adopt new patterns of behavior.
• They need to reduce the complexity surrounding their focus area to overcome their challenges.
• They want to improve their self-esteem or make better decisions in a particular area of their life.
• They want to explore different options for their future and choose the one that suits them best.
• They need someone to keep them accountable for their goals and give them some structure to stay on track.
• They want to develop new habits and perspectives.
• They want to become better leaders, find their leadership style, and achieve better work-life balance.
• They want to work on themselves more holistically or find their own path in a particular area of life.
• They need help to adapt to new circumstances or transition into new situations.

When to Use Mentoring

Mentoring might be a better approach when:

• Your client wants to advance in their career or grow their business in an industry or field that you’re experienced in.
• They need industry-specific insights, advice, and knowledge that you can give.
• They want to broaden their network and find new opportunities in your field.
• They can benefit from your personal experience and lessons learned.
• They see you as a role model, they look up to you, and they want to emulate your path to success.
• They’re looking for a more long-term relationship that offers them guidance at their various milestones as they progress in their journey.
• They are specifically looking for knowledge transfer so that they can learn from your expertise.
• They need help with complex decision-making in a role that you’ve fulfilled in the past.
• They want to develop skills that you excel in.

Why Are Coaching and Mentoring Confused With Each Other?

The difference between a mentor and a coach can be blurry because of their overlapping qualities.

Both coaching and mentoring involve support and guidance, as well as goal-setting. They both aim to help clients grow in their personal lives or careers and overcome challenges, just in different ways.

Another reason these methodologies might be mixed up is that the term “mentoring” is sometimes used more casually. People might refer to someone as a mentor sharing advice in an informal, unstructured relationship without accepting payment. This is different from professional mentors who are trained in a structured methodology and charge fees for their services.

As you build your online presence and brand, make sure that you highlight which methodologies you’re using in your practice. A discovery session with your potential clients is also a great space to clear any confusion so they know what they can expect from you.

Can You Be Both a Coach and a Mentor?

Yes, many professionals work as both coaches and mentors. They combine both methodologies to provide more effective guidance for their clients. The key is recognizing the right time and context for using each.

Set clear expectations for your client on what approaches you use in your practice and your qualifications. Then, decide whether putting on your coaching or mentoring hat is more beneficial in a particular situation.

If your client needs guidance on a specific skill or situation you’re experienced in, put on your mentoring hat and share some advice—and let them know you’re doing so.

If your focus is on empowering your client to find their own solutions and answers, switch to coaching instead.

What Is the Difference Between Coaching and Mentoring vs. Consulting?

Consulting is another service-based profession that gets thrown in the mix a lot, so let’s define how each of these differs.

As we’ve seen before, coaching helps clients identify and achieve personal or professional objectives through self-reflection and skill development.

Mentoring is when a more experienced individual (a mentor) advises a less experienced individual (a mentee) in a particular field or industry.

Now, with consulting, it gets a little tricky. Consulting is also an advisory service with specialized expertise. However, consultants use consulting frameworks and focus on analysis to offer solutions.

A mentoring relationship is typically more long-term, personal, and rooted in trust and mutual respect. On the other hand, consultants provide project-based services and focus on achieving specific outcomes in a business setting that are independent of the individual.

What Is the Difference Between an Authoritative Coaching Style and Mentoring?

If you’ve been reading up on the different styles of coaching, you might be familiar with one that’s called autocratic coaching.

It’s generally used when the goals are clearly defined for the coachee, and there isn’t much wiggle room for discovering different options. It focuses on accountability and is especially effective in critical situations requiring urgent decisions.

So, while autocratic coaching might sound a bit like mentoring, it’s more directive while still following a coaching methodology.

This means that while a mentor would give personal advice in a (usually long-term) client relationship, an autocratic coach would still let the client come to their own conclusions, just with more firm guidance.

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Editor’s Note: This post was originally published in November 2023 and has since been updated for accuracy.