My boxer Turk has an archenemy, a chipmunk in our backyard. Turk apparently spotted him coming out of his home one day and whenever he goes outside, he immediately checks that location for the chipmunk. Not surprisingly, the chipmunk is never in that same location.
I was considering a business idea that had occupied my mind for years. I started some initial framework and goals around starting the business based on old data. Upon completing a first draft I felt good about my plan and sent it to three of my mentors, in various disciplines, for their review and comment. All came back pretty much the same way, great idea, but missing the mark in the current environment.
It suddenly hit me, I was doing what Turk does, relying on old situations that no longer work! I was in need of coaching. As I’ve discussed before, mentoring and coaching are very different. While mentoring helps guide people on a long-term path, coaching is direct and situational.
Mentoring – go to the batting cages every week and work on my swing with an instructor (goal based)
Coaching – put your hands like this, lower your shoulder and swing through the ball (situational)
Many leaders do the same thing I did, always go to the known answer or remedy that has worked in the past. Historical knowledge is a great long-term instructional tool, but sometimes we need some timely and direct coaching.
My mentors became my coaches and helped me through to a great solution!
So, how do we as leaders know when to ask for coaching?
– After peer reviews yield issues (mentoring turns to coaching)
– When in a situation where we don’t have inherent knowledge (act now with guidance, learn for next time)
– Especially regarding leadership, when we need real-time feedback and instruction
The bottom line; leaders seek mentoring and COACHING to be better