Coaching and mentoring: understanding the differences

A finance director in Quebec was recently promoted to vice-president. Her CEO offered her a "coach." Her former boss, now retired, offered to "mentor" her. She accepted both, only to realize after three meetings that the two were doing completely different work. And that’s exactly how it should be.

The market figures cited are from the 2023 ICF global study, conducted with PwC based on surveys, and a Quebec study by UQTR; these are estimates, not a census.

According to the International Coaching Federation, there were 109,200 practicing coaches worldwide in 2022, a 54% increase since 2019, with estimated annual revenues of $4.56 billion USD.

What is the difference between coaching and mentoring?

Coaching draws out solutions from the individual through questioning, with a focus on the future; mentoring transmits the experience of a more seasoned professional, drawing on the past. A coach suggests, but does not impose. A mentor advises and recommends, without being concerned with whether the person takes action or not.

Both practices share active listening. The difference lies in the posture. The coach steps back: it is the coachee who does the work. The mentor steps forward: they share what they have experienced and what they would do in your shoes.

Take a conflict between two colleagues. A coach won’t try to learn every detail of the relationship; they focus on the solution and the result. A mentor will want to understand the problem, analyze it, and decipher it before proposing a way out. Two paths, two different paces.

What is the goal of coaching?

The goal of coaching is to maximize the coachee’s potential by sparking change, opening up new avenues, and highlighting skills they already possess. The coach is an expert in the creative process and a generator of ideas. They are not an advisor, a psychologist, or a mentor.

If they don’t give advice, what do they bring to the table? First, questions—lots of questions. They create a rapport with the client and allow the coach to participate, from the background, in the change process. A coach shines with their student; they don’t outshine them.

It’s the same logic as a gym trainer. They don’t do the exercises for you, but they push you to exceed your limits and build the program with you. Someone who wants to manage their time better will develop an action plan with their coach, then implement it themselves. The coachee is always at the helm.

What are the different types of coaching?

There are seven forms of coaching depending on the clientele: executive, management, career, team, group, business, and personal coaching, but the underlying process remains the same. Executive coaching is for senior leaders, who are often alone at the top of the pyramid. Management coaching targets mid-level positions.

Career coaching supports those looking to change paths. Team coaching makes a work group more effective, while group coaching brings out individual talent to serve collective intelligence. Business coaching is for entrepreneurs, and personal coaching, or life coaching, acts as a mirror through introspection.

Despite the labels, a coach supports, follows up, and helps discover what you want to bring to the forefront. The 2023 ICF study confirms that leadership is the primary field of practice reported by coaches (34%), ahead of executive coaching (17%).

How do you distinguish a real coach from a fake one?

A serious coach holds a recognized certification, most often from the International Coaching Federation, which requires hours of training, supervised practice hours, and an exam. Coaching is trendy, and this popularity also attracts charlatans. Certification is the first filter.

The ICF requirements for its three levels, as of 2026:

• ACC (Associate Certified Coach): 60+ hours of specific coach training, 100+ hours of coaching experience, 10 hours of coach mentorship.
• PCC (Professional Certified Coach): 125+ hours of training, 500+ hours of experience, 10 hours of coach mentorship.
• MCC (Master Certified Coach): 200+ hours of training, 2,500+ hours of experience, 10 hours of mentor coaching, and the PCC as a prerequisite.
• 85% of practicing coaches held a certification from a coaching organization in 2022, up from 69% in 2015 (ICF, 2023).
• 80% of coaches state that their clients expect them to be certified (ICF, 2023).
• $244 US: average fee for a one-hour session in 2022, up 9% since 2019 (ICF, 2023).

People who train in coaching are often 45 or older and already work in a related field, such as human resources or psychology. Ask about their certification level and number of practice hours before signing.

What is mentoring?

A mentor is an advisor, a guide, and a sage whose primary role is to pass on knowledge based on specific professional or personal experience. Mentoring exists in the community sector, in entrepreneurship, and in professional associations where seasoned project managers support the next generation.

There are two forms. Informal mentoring is spontaneous and natural: advice given at the right moment. Formal mentoring refers to a structured program with coordinators and pairings, often used for succession planning. In companies, high-level professionals often play this role without ever holding the title.

The effects are measurable. The UQTR study for the Réseau Mentorat (2025) followed a cohort of 689 novice entrepreneurs paired with a volunteer mentor for two years. The result: significant improvement in financial management and work-life balance, and 97.2% of mentees would recommend mentoring to another entrepreneur.

The coach shows the way, the coachee does the rest: the question comes from the head and the answer comes from the heart.

When should you choose coaching and when should you choose mentoring?

Choose coaching to reach a specific goal within a short timeframe, and mentoring to navigate a transition by leveraging the experience of someone who has already been through it. A newly promoted young manager often benefits from both, but not at the same time.

Neither is a therapist. Imagine a business agent in deep frustration who consults a coach, a mentor, and a psychologist. The coach and mentor will focus on career goals; the therapist will focus on the distress. A person in distress must first receive care before turning to either of the others.

In a corporate setting, the organization often pays for coaching without playing a role in the coach-coachee relationship: it is the initiator, not a participant. Companies that hire young managers use it to accelerate their integration and build their confidence until they reach cruising speed. It is a change management lever that is often underutilized in transformation projects.

Why are coaching and mentoring gaining ground?

Coaching and mentoring are growing because professional success is no longer the only motivation for employees: they want to feel good, engaged, and useful, and organizations are noticing gaps that no training plan can fill alone. According to the ICF (2023), more than one in two coaches primarily serves managers (31%) or executives (25%).

In business, a solution that comes from the client is much more mobilizing than one that comes from a consultant. The coach makes people aware of what they truly need. Once the right questions are asked, it becomes easier to break with the past and explore new horizons.

This logic also applies to private life. To have the privilege of being a mentor to a teenager, you must first do a lot of coaching. When the relationship built through coaching succeeds, the teen may eventually grant you the right to be a mentor. Project teams often work the same way, as shown in our article on project team formation.

Coaching or mentoring: which would help you move forward?

If you know what you want to achieve but not how, look for a certified coach; if you are stepping into a role that someone else has already held successfully, look for a mentor. And start with some introspection on your way of being at work: our four personality types at work grid is a good starting point.

Frequently asked questions

What is the difference between a coach and a mentor?

A coach asks questions to help the coachee uncover their own solutions and focuses on future goals; they do not provide advice. A mentor shares their experience, offers advice, and recommends solutions based on what they have been through. The coachee does the work; the mentee listens and decides.

How can I tell if a coach is certified?

Ask for their certification level and the organization that issued it. The International Coaching Federation recognizes three levels: ACC (at least 60 hours of training and 100 hours of practice), PCC (125 hours and 500 hours), and MCC (200 hours and 2,500 hours). According to the ICF (2023), 85% of practicing coaches hold a certification from a coaching organization.

Is corporate coaching paid for by the employer?

Often, yes. The organization initiates the process, but it does not participate in the relationship between the coach and the coachee, which remains confidential. Companies primarily use it to accelerate the integration of new managers and build their confidence. According to the ICF (2023), 57% of coaching clients are sponsored by a third party, usually the employer.

Does mentoring produce measurable results?

Yes, at least in entrepreneurship. The UQTR study conducted for Réseau Mentorat (2025) followed novice entrepreneurs paired with a volunteer mentor for two years. Researchers observed significant improvements in financial management, production management, and work-life balance, and 97.2% of mentees would recommend mentoring.