business man trying to choose plan a or pan b
Team Development

Mentoring or Training, Which Should You Use?

I recently began a mentorship with a colleague of mine, and it really got me thinking. Here is the story.

I had been thinking for a while about how to effectively help this colleague get the promotion and hours they desperately wanted, but which they could never quite obtain. This thought process sent me down a path of trying to determine the differences between training and mentorship and which I needed to use. In the beginning, I realized that this employee had been haphazardly trained and I thought that I needed to just transfer knowledge whenever possible. The problem was that when it came down to it, the majority of the time, my colleague already had the knowledge they needed. They just chose not to act usually out of apathy or distrust of themselves. After coming to this realization, I began to explore other methods of helping this employee, and that is where I found mentoring. I’m sure you have found yourself in similar situations before. So how can you tell the difference between when it’s time train and when it’s time to be a mentor?

First, let’s talk about the differences.


Works to increase your skill set

Allows you to be more comfortable using your skills

Does not always have a timeline on when you will use your acquired skills

Aids your continued improvement of existing skills

Has a short-term focus

The ownership of the process lies with the trainer


Works to increase your understanding of your role or direction in your life/career

Increases your awareness of yourself and life in general

Is an evolving plan/process and adapts to the situation

Boosts your confidence in yourself and your decision-making abilities

Ownership of the process lies with the mentee/learner

So now you know differences, when should you use what?

Use Training if

The person involved needs skill enhancement or skill improvement

The person involved needs more confidence due to a lack of understanding or existence of the skills required in the situation causing the issue

This will be a short-term relationship where you give the person what they need, and they will then go on their way

Use Mentoring if: 

The person involved is unsure of their role in the organization or life or is uncertain of their direction moving forward

The person involved needs more confidence due to a lack of self-esteem or other reasons, not due to a lack of skills or understanding of said skills

You expect to have to work with this person over the long-term to cause an ideological shift

If this quote applies to the person: “You already have what you need locked up inside, you just need to find the key to letting it out!”


A Helpful Acronym

The next time you find yourself in a situation where you are unsure if you should merely train the person or mentor them, remember UNI.

Unsure – The person is unsure of their role/direction

Confidence – The person needs more confidence for reasons other than lack of skills or understanding of said skills

Ideology – The person needs an ideological shift to enhance their performance/behavior.

If the answer is yes to UNI, you need to mentor them!

I hope this provides the information you need to make a good decision between the two. My goal at the Half Hour Manager is to provide you with actionable and practical information and none of that high-level unactionable crap.

Image of a Heroic Young Business Woman
General Management

What is the 18%?

The 18%

You may have noticed a phrase floating around my website. It’s a phrase that has a lot of meaning packed into two words; The phrase is “The 18%.” So what do I mean by this 18% and who/what is this 18%? The answer may actually surprise you, it may even stun you… “The 18%” is the number of managers in the United States that are the appropriate (not necessarily the best) candidate for their position. That’s right, you read that correctly, according to Gallup, 82% of managers in the United States were not the right candidate for the job. 

Are You in the 18%

So now you are thinking, whoa 82% is a lot, but I know I’m in the 18%. I challenge you to honestly reflect on yourself and think “am I really in the 18%?” Thinking of the 18% another way, it is same as saying that 1.8 out of every 10 managers fall into the group. If you are sitting in a room of 10 of your peers are you really in that 18%?

5 Questions to Ask Yourself to Determine if You are in 18%:

  1. Do I actively motivate my team to take action, with most of this action being self-starting by my team members?
  2. Do I assert myself when necessary in a way my team respects and does not resist?
  3. Do I set clear accountability metrics/goals for myself and my team?
  4. Do I actively work to build trust and offer open transparency with my team?
  5. Do I make decisions based on team/business productivity not politics (who I like best, who has waited in line the longest, etc.)?

After reading that set of questions, I would like you to complete a self-assessment, and really think about “am I in the 18%?” If you answered ‘Yes’ to all 5 questions, congratulations, you are in the top 0.01% of all managers, as very few managers are able to do all 5 successfully. Most 18 percenters exhibit 3-4, but not all. If you find yourself answering no to all of the questions, or to all but one, don’t worry you are not doomed to fail! While there are those that naturally born with the talent of the 18%, you can learn to behave and act like the 18%.

The 18%, those who already have the proper talent or behavior for their management position, the 82%, everyone else. Are you in the 18% or the 82%? Are you ready to join the 18%?

Are you ready to join the 18%? Follow my blog to begin your journey and if you are looking for even more 18 percenter knowledge, check out The Harvard Business Review Manager’s Handbook: The 17 Skills Leaders Need to Stand Out (HBR Handbooks)