Why the Old, Outdated Coaching Model Won't Bring You Success

Why the Old, Outdated Coaching Model Won’t Bring You Success

There’s an old, outdated coaching model that just won’t go away. Despite it’s ineffectiveness, it’s still taught nearly everywhere.

This model trains coaches to be question-askers, and not much else.

While asking leading questions to clients is one way to help them discover the solutions to their problems, it’s just one tool in the toolbox that coaches should be using.

If you want to wow your clients and skyrocket your coaching career, you’re going to have to use the whole toolbox.

That’s what the Mentorship Method teaches, and in this article, I’m going to show you how it compares to the traditional coaching model.

I’ll break down the traditional coaching model into its 5 main components, and then show you how the Mentorship Method transforms those elements into effective, results-driven strategies.

You’ll see that the Mentorship Method gives both you and your clients a huge advantage and a much higher rate of success.

Let’s get started with the first component.

Traditional Coaching Component # 1 – Strict Guidelines

The first thing you’ll notice about any traditional coach training program is that it’s full of rules – things you can’t and can do as a coach.

While some guidelines are important because they help you navigate the boundaries of your client/coach relationship, too many rules can suffocate you.

The traditional approach limits your ability to truly help your clients, by limiting how you can interact and guide them.

Some of the rules that traditional coaches must follow include:

  • You can’t offer advice
  • You can’t share valuable resources like books or courses
  • You can’t help clients devise a plan for their goals
  • You can’t use your personal experiences as teaching tools

These rules are so strict that they essentially leave one tool left for coaches to use – the question and answer component.

How the Mentorship Method is Different:

The Mentorship Method trains you to use every available resource you have to help a client in exactly the right way. So, if you need to ask leading questions, you can, but if you know the perfect book to share or you’ve created a PDF checklist that would be ideal for them, you can use it.

Best of all, the Mentorship Method doesn’t just let go of these rules, it trains you to know how and when you should use which tool – an invaluable resource that your clients will be grateful for.

Traditional Coaching Component #2 – The Question and Answer Format

As we’ve already discussed, this is the main component of traditional coaching.

Leading questions are meant to stimulate a breakthrough for clients, fueled by their own personal analysis of their behaviors, thoughts, actions and feelings.

The benefit of this tool is that it encourages clients to solve their own problems, using their own internal navigation systems. As a coach, you simply help steer the ship by asking the right questions.

Here’s the problem – it’s not always possible for a client to come up with the best answer.

Maybe they just don’t have the knowledge, experience or expertise to come up with a solution, and no matter how many questions you ask them, they just can’t find the answer.

That’s pretty frustrating.

Even if they can come up with the answer, maybe it takes so long and causes so much frustration that it doesn’t feel like a win for them.

Within the boundaries of traditional coaching, you’re stuck using this method, no matter how ineffective it may be.

How the Mentorship Method is Different:

The Mentorship Method is totally different because it teaches you how to understand when to use the Q&A tool and when to amend it, add on to it or forgo it altogether for something more effective.

With the Mentorship Method, you’ll be able to help your clients in the way that works for them. If leading questions are the way to go, excellent, but if they aren’t, you have the freedom – and, more importantly, the skills – to use a better tool.

Traditional Coaching Component #3 – You Are Not a Teacher

Coaches are not supposed to teach – at least, that’s the way it is for traditional coaching.

Let’s look at an example of a traditional coach and how they are taught to help their clients through a specific situation.

Amanda is a sales coach and her expertise and knowledge is extensive – 12 years of leading sales at a Fortune 500 company. She knows her stuff!

When a client comes to her, they’re typically looking for help with increasing leads or closing sales.

In the traditional model, Amanda is stuck asking questions like “Why do you think you’re not converting leads as much as you’d like?” or “What types of actions do you think you could take to increase your leads?”

The thing is, Amanda can learn a little about her clients and see the answers to these questions pretty easily.

Though she knows asking the right questions can lead to revelations, she wishes she could share some of her knowledge with her clients without feeling like she’s crossing boundaries or breaking rules.

How the Mentorship Method is Different:

The Mentorship Method is different because Amanda would learn how to leverage her experience and develop the skill of being able to know what and how to teach her clients.

Amanda’s clients always want to know more strategies for closing sales and with the Mentorship Method, she can learn how to create structured course content that is relevant for most of her clients – saving everyone both precious time and energy, all while increasing her sales and going above and beyond her client’s expectations.

Traditional Coaching Component #4 – You Are Not a Mentor

Mentors are valuable because they lead by example, offer a source of modeling behavior, and use their extensive knowledge to guide and educate.

A relationship with a mentor is invaluable. Mentors can make you feel like someone is truly on your side, and not just a compassionate cheerleader – an expert that wants to help you succeed.

In traditional coaching, the concept of mentor is completely removed and unmentioned. Yet the value of being a mentor to your clients is unmistakable.

Let’s revisit Amanda’s business for a moment. Imagine a client came to her and shared a story about a recent sale that went sour. In the story, Amanda can clearly see where the client could have pivoted and turned that loss into a huge win.

She even has a similar story from early on in her career – a moment where she learned the power of pivoting.

Unfortunately, in the traditional coaching model, she’s not supposed to share this story or accompanying strategies. Instead, she’s stuck once again asking leading questions and crossing her fingers the client can discover the answer on her own.

How the Mentorship Method is Different:

With the Mentorship Method, Amanda can turn that story into an opportunity for growth. She can build trust with her client by sharing a personal experience, and she can help guide her client towards the same strategies that brought her success.

Mentorship is an excellent tool to help clients find long-lasting results. Personal experience is powerful, and the Mentorship Method is the only method that teaches coaches how to use it.

Traditional Coaching Component #5 – You Are Not a Consultant

A great consultant can feel like a treasured gift to anyone who uses them. Having a skilled and knowledgeable professional come in to your businesses assess what’s going on, draw a plan, give recommendations and then monitor your progress can be one of the best investments you make.

Great coaches already have the knowledge to perform consulting, but with traditional training, they’re told that their job as a coach is far different from that of a consultant.

The truth is, coaching and consulting share similar goals, and when the techniques are combined together, clients walk away astounded by their results.

How the Mentorship Method is Different:

Just like the Mentorship Method teaches coaches how to use mentoring to help their clients, it also teaches them how to use the skills of a consultant.

There are times when assessing, planning, recommending and monitoring are exactly what your client needs, and once you’ve learned these skills and how to use them, your coaching business will grow exponentially.

The Mentorship Method

You’ve seen how the Mentorship Method compares to traditional coaching, so now let’s put it all together and take a look at everything the Mentorship Method offers.

In the Mentorship Method, you learn 4 critical skills that you can use to leverage your knowledge, experience and expertise.

  • Coaching Skills – Learn how to ask powerful questions, inspire self-reflection, and encourage organic problem solving.
  • Consulting Techniques – Learn how to assess, develop plans, give recommendations and monitor results.
  • Teaching Modalities – Learn effective methods for sharing structured and accessible information that inspires action.
  • The Art of Mentoring – Learn how and when to share personal experiences to build rapport and trust.

This method is unprecedented in that it supports your values as a coach and helps you create a unique and thriving coaching business with unwavering confidence.

With the Mentorship Method your clients will experience life-changing results, and in turn you’ll receive referrals, glowing recommendations and the confidence to quickly raise your prices.

How to Learn the Mentorship Method
If you’re ready to take the next step and develop the skills you need to create a life-changing business for both yourself and your clients, then it’s time to learn the Mentorship Method.

The Coaching Mastery Certification program is the only program that teaches this coaching method.

Sign up here to learn more about the 3 elements of the Mentorship Method, and find out if you’re ready to be a certified coach.

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