Module 1/4 26 min
Coaching: ask instead of tell
Step 1 / 3·Three easily-confused roles
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Learning objectives — after this module you will:
- Distinguish coaching, mentoring, managing
- Understand the foundational idea of coaching (Whitmore/Gallwey)
- Draw lessons from Google on managers as coaches
Learn ~7 min
Three easily-confused roles
Position coaching among the ways to develop people.
Coaching – Mentoring – Managing
| Role | How it works | When to use |
|---|---|---|
| COACHING | ASK so the other finds their own solution; focus on potential | When they have the capability but need unlocking, confidence, autonomy |
| MENTORING | SHARE experience and advice | When they need direction from someone who's been there |
| MANAGING / TEACHING | DIRECT, assign, give specific guidance | When they genuinely don't know how (new person, new task) |
The essence of coaching
Sir John Whitmore — who popularized the GROW model, building on Tim Gallwey's 'Inner Game' ideas — defined coaching as 'unlocking a person's potential to maximize their performance'. Coaching believes the answer often ALREADY lies within the person being coached; the coach's job is to ASK THE RIGHT QUESTIONS so it surfaces, not to bring the answer.
Key takeaway: Coaching asks (unlocks potential), mentoring tells (experience), managing directs (when they don't know how).