Coached out? Why the Leadership Game Now Belongs to Mentors.
Let’s talk about the elephant in the Zoom room.
It seems, the only people not coaching today are the ones too busy working and leading.
One click on LinkedIn, and you’re hit with a wall of smiling headshots and punchy taglines: "Unlock your potential!" "Find your purpose!" "Own your voice!"
It’s a crowded space. A noisy space. And if you’re a senior leader trying to separate signal from static...it’s exhausting.
Because here’s what no one’s saying out loud:
Most coaches haven’t led. They haven’t led teams. Let alone management teams.
Now, that’s not an attack. It’s just a fact.
Coaching, as an industry, exploded post-2017. It scaled beautifully. Until it didn’t.
The Coaching Boom is Plateauing. Here’s Why.
In the last two years, clients have become more discerning. They’ve had the PDFs. The templates. The one-size-fits-all playbooks.
And they’re asking: But have YOU ever been in my seat?
Because when you’re managing global teams, walking into C-suite boardrooms, or carrying the weight of investor expectations…
You need more than an Instagram carousel.
Enter the Mentor.
A mentor doesn’t teach from theory. They teach from experience. From embodiment.
A mentor doesn’t just say, “This is how you should show up.” They show you how they did it. What worked. What didn’t. And what actually matters at the level you’re playing at.
Mentors don’t package hype. They build leaders.
Let’s be honest, AI can already do most of what coaches were known for.
It can ask reflective questions. Offer mindfulness prompts. Track habits. Even simulate a coaching conversation.
In many ways, the “help you find your own answers” model of coaching is being automated and fast.
But here’s what AI can’t do: It doesn’t understand the emotional weight of walking into a boardroom knowing you’re being underestimated. It doesn’t know how to navigate power plays, read the room, or choose when is the right time to remain silent.
AI has algorithms. A mentor has discernment.
AI can’t teach you how to lead when the stakes are high and the context is complex because it’s never been there.
You don’t need a mirror that reflects you. You need a map from someone who’s walked the terrain.
So what’s the difference?
A coach asks you questions. A mentor teaches from lived experience.
A coach holds you accountable. A mentor helps you see patterns you can’t see alone.
A coach helps you improve. A mentor helps you elevate.
A coach gives you processes. A mentor shows you how they’ve done the thing and helps you do it, too.
A coach often markets more than they lead. A mentor leads visibly and consistently, and you feel the difference.
Here's what I see in the market:
I’ve interviewed and spoken to hundreds of senior leaders in the last two years. You know how many actually made it to leading global teams?
Very, very few. Especially in their 30s.
And then lets talk about gended.
So many women leaders hit the glass ceiling and stall.
Not because they aren’t capable but because they’re being coached instead of mentored. Supported, but not strategically challenged.
And don’t even get me started on executive presence.
Executive Presence Requires More Than a Feedback Sandwich
You can’t talk your way into gravitas. You have to practice it. Embody it. Refine it with someone who knows what it looks like in real rooms with real power.
That’s why my clients don’t just “feel more confident.”
Their confidence creates real world results - be it promotions, new job or project opportunities or leading teams far more effectively.
One client said it best:
“For the first time, I realized how I came across and how to shift it. I’ve since received three job offers and am leading differently. This isn’t coaching. It’s transformation.” - Miao Miao, Data Center Executive
2026 is the Year of the Mentor
If you're tired of being told what to do by people who haven’t walked your path...
If you're done with generic advice...
If you want strategy from someone who's been there and built the thing...
Then let’s talk.
You don’t need another download. You need a partner who’s played the game, won, and knows how to help you do the same.
Three Strategies to Navigate the Coaching Noise
1. Follow Proof, Not Promises Instead of asking “What can you bring for me?” ask “Where have you done this yourself?” Don’t be swayed by polished language or generic frameworks. Look for mentors who’ve walked the path you want to walk and can show you how they did it.
2. Vet for Lived Experience The real differentiator today is not someone who has read a book and got certified. It’s someone who’s failed, adapted, succeeded and can help you shortcut the learning curve with battle-tested wisdom. Mentors don’t quote theory. They recount what worked under pressure.
3. Demand Specificity, Not Slogans “Authenticity.” “Presence.” “Confidence.” Buzzwords don’t move you forward. Ask:
What did your last mentee actually achieve?
How long did it take?
What shifted tangibly in their visibility, leadership brand, or communication?
Two Essential Skills to Build a Mentorship Mindset
1. Strategic Listening: Mentors won’t give you fluff; they’ll offer high-impact, precise feedback. Listen for what isn’t said, and don’t just seek validation. Seek calibration.
2. Narrative Ownership: Know your story. Articulate your goals. The best mentorship is built on clarity and accountability, not vague hope. Mentors move fast with mentees who own their trajectory.
One Actionable Challenge This Week
Audit Your Influences. Take 10 minutes to list out the top 5 people you’re currently learning from: whether it’s a mentor, coach, podcast host, LinkedIn creator, or peer.
Now ask:
Have they achieved what I want to achieve?
Do they speak from experience or expertise?
Am I following them out of habit or intention?
Decide: who stays, who goes, and who you need to seek out.
Ready for a Different Kind of Conversation?
Book a strategic consultation: https://calendly.com/shivangi/strategic-consultation
Let’s see if mentorship, not more coaching, is what your leadership needs next.
Warmly,
Shivangi Walke
