What’s the Difference Between Coaching, Mentoring and Managing?

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Welcome and a big shout out to Daviddown in New South Waleswho asked the questionthat led to this week’sBlackboard Fridays episode.He said, look, as a leaderof people, I understandthat I’ve got some differenthats that I’ve gotta wear.It’s no longer okay for meto just be their manager.I also have responsibilitiesto be their coachand also I think tomentor them a little bit.What’s the difference between those threeand can I wear all three of those hats?So, here you go, here’s the answer.This is applicable to any manager,whether you’re a business owneror whether you’re sittingwithin a business of any size.If you’ve got peoplethat you’re working withand particularly ifyou are directing them,you do need to juggle atleast two of these three hats.Back in episode 16,I talked about the fivedifferent advisory skills.And we talked about coachingand mentoring as those.Now, I pointed out thatwe often blur the linesbetween them, but inunderstanding the differencebetween them, the simplestthing to recognizewas that coaches come from an ask space.They will ask the questionsto guide the coacheealong their journey.Mentors are responsiblefor helping the menteebased on their own personal experienceof having walked the path before.A mentor has specific industryor job role experience,but a coach may not.Because of that, mentoringcan come from a telling space.They can tell the menteethis is what I didor this is what I think youshould do, could do, would doin that situation.So, a key difference between being a coachand being a mentor is when theperson you are working with,the person that is reportingin to you has some challengesor some questions, are youresponding from an ask spaceand coaching them throughit or are you respondingfrom a tell place andsharing that experience?So, where does the manager come in?Well, the manager is alsocoming from a tell spaceand I know you wanna be involved,and I know you wanna treatyour business like a democracyand you wanna ask peoplecould you please do this for me.But the reality is, if you’vegot a team member that needsto do something, even ifyou phrase it as a question,you’re telling them to go and do that.So, how does the managerdiffer from the mentor?And it comes not from theskill set that you’re applying,but rather from the differentcontexts that you’re running.In an advisory space across all fiveof those different skills,the context, the agenda,the purpose that you’re runningbelongs to that individual.It’s their agenda.So, when you’re coachingsomebody through their careeror through their role, you’reasking them in the contextof supporting their agenda,the outcomes that they want.Similarly, when you’re mentoring somebody,it’s your responsibility tounderstand their context,their decision-making filtersand to be able to thentell them some answersbased on that context.When you’re a manager,you’re running your context,your agenda.This is your business, yourteam, your responsibilities.In this situation, rather thanit being critical that youunderstand the agenda of theteam member, it’s criticalthat you help the team memberunderstand your agenda.And this is where being ableto integrate things backto those different layersof context, your vision,your strategy, your resource plan,whatever it might specifically be,helps the team membersthat you’re managingto align the tasks thatyou’re telling them to do,your agenda, their agendacombine and that makes it easierfor them to understand and todeliver on what you expect.David, I’m sure you’ll sendme a follow up questionand I’m sure we’ll have morediscussion of this over timeand I’ll offer that to anybodywho’s watching this video.I hope you understandhow you can run thosethree different hats andit depends on the approachthat you’re bringing and an awarenessof who’s agenda you’re runningand who’s responsibilityit is to make sure that that’sunderstood by both parties.(light music)

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