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Coaching seems to be more task specific than mentoring.
It may involve more than two persons.
The relationship will last until the persons involved feel that the task is accomplished.

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Mentoring relates to guiding an individual with life decisions. The mentor does not tell the mentee what to  do but is able to give some direction to the mentee as to how to find his/her own way. The mentor is expected to have experience and some expertise in the arena that the mentee is seeking guidance. Mentoring will exist as long as both parties think they need it
Think mentoring has more to do with career decisions

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I think that the definitions, like with supervision, probably vary quite a bit depending on specialty or even profession. I agree with many of these posts....
Coaching to me is more likely to be a formal relationship, possibly with a coach being 'allocated' and focuses on a specific task e.g. learning a skill, passing an exam, completing a level of training and is therefore short-term and for a finite period.

Mentoring is a longer-term relationship and is more likely to be less formal and possibly the mentor is chosen by the mentee. The aims of this relationship is more holistic and centred on the individual/mentee and could involve career advice, personal reflections on work topics etc. The longevity of the relationship is likely to be less specific i.e. not have a particular set endpoint

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interesting that mentoring in this model seems to be orientated towards change rather than just keeping things steady e.g. in a career so perhaps is about anticipating transition points. Coaching also seems to involve looking for skills in the trainee and could also involve personal skills

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purpose specific estimation tax to improve performance level over a certain standard i.e. an external standard
involves coach trainee
duration may just be until task is accomplished
may have more of a objective/less personal relationship than mentorinf

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James:
provide advice when needed at a more removed level - more what? and why? rather than how?
involves mentee and mentor -cosen by mentee
relationship long term
distinctive features may not be direct supervisor may not be in same workplace

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As many of my colleagues have commented, I would describe coaching as a skills-based activity.
There is less of an enduring relationship. The coach trains the individual until they are competent to perform a task independently. They give practical advice about how to improve. In this interaction, the wider learning needs of the learner may not be addressed?

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Long term learning relationship built between two people over time.
I would generally imagine that the mentor would be someone in a senior role to the learner e.g. their senior colleague at work.
I imagine mentoring to involve more than skill based learning. I think it should be holistic, taking into account the all round needs of the learner.

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I always thought of a
mentor being someone whom I respected and liked, who could act as a guide. I think the relationship and dynamic is very important in a mentor/mentee relationship probably more so than with a clinical supervisor. My driving instructor, who seemed to know quite a bit about learning theory, always spoke of coaching as teaching a skill.

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I found it really difficult to differentiate between coaching and mentoring. In my mind, coaching is about teaching someone a skill, and could just be one session, for example teaching a junior colleague how to do an ascitic tap. Mentoring, to me, is more long term and requires a relationship between two people where issues can be explored

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I think most people will have experienced coaching, which is often a hands-on overseeing approach that develops a learner with regards to specific knowledge or skills, usually related to a specific goal e.g. task competence, interview preparation.
Not everyone will have experienced mentoring, which I think is typically more intermittent in nature, often away from a workplace and relates to broader themes e.g. career aspirations or personal wellbeing.

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Purpose/benefits - To improve skill that have already been acquired

Who is involved - The coach and individual needing coaching

Duration of relationship – Set duration until goal is reached

Any other distinct features - Focus is more on development or specific issues at work

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Purpose/benefits - To support a less experienced individual

Who is involved - The mentor and mentee

Duration of relationship - Ongoing relationship that can be long term

Any other distinct features - Focus is more on career and personal development

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to support the development of a less experienced professional

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to support the development of a less experienced professional

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The quality of the relationship is very important in mentoring, and a special attention should be given on choosing a good match 

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The quality of the relationship is very important in mentoring, and a special attention should be given on choosing a good match 

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The relationship seems to be more focused on reaching the specific goals of the learner. This distinction might not be true in certain types of coaching relationships (e.g. in sports or music) 

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The relationship seems to be more focused on reaching the specific goals of the learner. This distinction might not be true in certain types of coaching relationships (e.g. in sports or music) 

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Besides providing career guidance, the role of the mentor extends to offering emotional support and guidance related to work-life balance.

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Besides providing career guidance, the role of the mentor extends to offering emotional support and guidance related to work-life balance.

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once the goal of coaching is agreed upon, the coach helps the trainee acheive it through guidance. While the trainee remains the one actually acheiving the goal, the coach has a more hands on approach and leads the trainee in a more direct, focused way.

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the relationship between mentor and mentee should be lead by the mentee, meaning the mentee should seek the answers or the guidance needed. The purpose is to help the mentee establish and acheive his goals.

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could be just enough time to reach a particular goal

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Two people- a person needing assistance and a person trained in coaching techniques to help them

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Two people- a person needing assistance and a person trained in coaching techniques to help them

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seems more dynamic and proactive- uses behavioural techniques to enhance an approach or to overcome difficulties

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could be over a long period of time

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two people- a less experienced person and a more experienced person

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two people- a less experienced person and a more experienced person