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Executive coaching vs mentoring: how to choose

Executive coaching vs mentoring comes down to one question: do you want a guide to help you think, or a veteran to show you the way? A coach helps you work out your own answers. A mentor shares what they learned in a similar seat. Both can help a leader grow, but they do different jobs.

The short answer

Coaching is built around questions. The coach does not need to have run your kind of company. The coach listens, asks, and pushes you to set clear goals and act on them. The International Coach Federation, the largest professional body for coaches, defines coaching as a creative, thought-provoking partnership with the client, one that inspires people to reach their full personal and professional potential.

Mentoring is built around experience. A mentor is usually someone who has been where you are going. They give advice, make introductions and tell stories about what worked and what did not. The relationship is often informal and can last for years.

Sources: International Coach Federation, coachfederation.org (definition of coaching).

Where they differ

Think about who does most of the talking. In a coaching session, you do. The coach asks what you want, what is in the way, and what you will do by the next meeting. In a mentoring talk, the mentor often does more of the talking, because the value is in what they know.

Think about structure. Coaching tends to have a set goal, a set number of sessions and a way to check progress. Mentoring tends to be looser. You meet when it helps, and the topics move around as your needs change.

Think about the source of the help. A coach is often trained in the craft of coaching and may be paid by you or by your employer. A mentor is often a senior colleague or an outside leader who gives time because they want to pass on what they know. Many mentors are not paid at all.

How common coaching has become

Coaching is no longer a niche. A study of the profession, commissioned by the International Coach Federation and carried out by PricewaterhouseCoopers, drew 15,380 valid survey responses from 137 countries. The earlier study had 12,133 responses from 117 countries. The 2016 study estimated about 53,300 professional coaches worldwide and put total coaching revenue for 2015 at about $2.356 billion in U.S. dollars, up 19 percent from the estimate for 2011.

The same study found that two in three coaches said they coach managers, and many also coach executives and business owners. It also noted that managers and leaders now use coaching skills in their daily work, not only trained coaches. That is a helpful reminder: you can learn some of these skills yourself, even if you never hire a coach.

Sources: 2016 ICF Global Coaching Study, Executive Summary, International Coach Federation and PricewaterhouseCoopers.

When a coach fits best

Choose a coach when you know the goal but not the path. Some common examples:

  • You have just moved into a bigger role and want to build new habits quickly.
  • You want to change how you lead meetings, give feedback or handle conflict.
  • You need a private place to test ideas before you act.
  • You want a person who holds you to what you said you would do.

A good coach will agree goals with you at the start and ask you to review them as you go. If the goals never change and nothing moves, that is a sign to talk it over or end the work.

When a mentor fits best

Choose a mentor when you need knowledge you do not yet have. Some common examples:

  • You are entering a new industry or a new market and want a guide.
  • You want to hear how a senior leader handled a hard decision.
  • You want introductions to people who can open doors.
  • You want long-term career advice from someone you trust.

Pick a mentor who is a few steps ahead, not someone who is too busy to meet. Ask for a short meeting each month and come with one clear question. That respects their time and keeps the talks useful.

How to choose, and how to use both

Start by writing down what you want in one sentence. If the sentence starts with "I want to get better at," a coach is likely a good fit. If it starts with "I want to learn how to," a mentor may be the better fit.

You do not have to pick only one. Many leaders have a mentor for the long view and a coach for a specific goal in the next few months. Tell each one about the other, so the advice does not clash.

Before you sign up with a coach, ask about their training, how they handle privacy, and how you will both know if the work is helping. Before you accept a mentor, agree how often you will meet and what is off limits. A few clear rules at the start prevent most problems later.

The best support is the kind you will actually use. Choose the option that fits your goal, your schedule and your style, and review it after a few meetings.

Sources: International Coach Federation, coachfederation.org; 2016 ICF Global Coaching Study, Executive Summary.

Sources

  • 2016 ICF Global Coaching Study, Executive Summary: https://coachingfederation.org/app/uploads/2017/12/2016ICFGlobalCoachingStudy_ExecutiveSummary-2.pdf
  • International Coach Federation: https://coachfederation.org