Last week, a client asked me a great question:
“How do you stop yourself from being pulled in two different directions when you have two coaches?”
I love this question.
Because at some point in your journey, you’re going to hear two smart, capable, deeply respected voices give you totally different advice.
One tells you to launch.
The other says to evergreen.
One tells you to use ads.
The other tells you to focus on organic.
And suddenly, you’re not just navigating business decisions… you’re navigating whose advice to you prefer, which voice you trust more and your nervous system is screaming for clarity….
I’ve been there.
I used to have two mentors, both with totally different styles, philosophies, personalities.
For more than 6 years, they were my main mentors.
They each had strengths that I genuinely valued and wanted to learn from.
But here’s the biggest thing I had to learn:
It’s not about choosing sides.
It’s not about finding the one that agrees with what you want to hear.
When two perspectives feel like they’re pulling you in opposite directions, the most powerful thing you can is to pause and ask:
Where do they agree?
Because even when delivery, approaches or energy is different, it’s what’s underneath that matters.
All 6 figure coaches have things in common.
All 7 figure coaches have things in common.
All 8 figure coaches have things in common.
There are certain lessons learned in each stage of business that equip CEOs to graduate that stage and grow.
There are certain thoughts, beliefs and behaviours present in each financial stage of business.
And if you zoom out far enough, you’ll often see that what sounds like conflicting advice is actually pointing to the same outcome.
They’re just walking you there in different ways!
What I started doing was looking for common ground.
What do they both believe about leadership?
What do they both model in their own businesses?
What do they both live, not just say?
What is the core intention under the strategy?
And once I got clear on that, I gave myself permission to pull from their strengths, without needing to take everything from everyone.
So if one mentor is brilliant at leadership, I’ll look to them when I’m noticing gaps in how I’m showing up.
If another is skilled at strategy and messaging, I’ll seek their feedback when I’m refining my positioning, messaging and campaigns.
I don’t expect everyone to be great at everything.
And I no longer feel the need to make one “right” and the other “wrong.”
Because to be honest – in the early days, I totally did!
If one coach said something that clashed with what I’d heard before, I’d start questioning everything.
I’d spiral into “I know better” and take action forward, but lose the opportunity to avoid the land mines that my mentors saw coming! This slowed my pace of growth..
Then I’d spin, felt too unclear, too “all over the place.”
But that was just a version of me who hadn’t yet learned how to trust herself.
Now?
I let people be experts in what they’re excellent at.
I am clear on what that is for every mentor I hire. That way I know who I go to for what and decide what’s useful and what’s not.
Because there are so many ways to win in business.
But the one way to lose your power is to constantly put your mentors’ advice against each other and abandon your own instincts in the process.
So if you’ve ever found yourself thinking, “Wait… who do I listen to?”
Try this:
Ask what you need right now.
Decide who has the deepest mastery in that area.
And choose from there.
That’s what grows you to be a leader, not just a follower. 🙂
