Latest / The Marketing Career Podcast with Fexingo: Marketing Jobs, Skills, and Career Growth / How Marketers Use a Career Coach Without the Cost
Transcript
- Lucas: So Luna, I've been thinking about something a lot of marketers hit at the mid-career point. You know you need feedback, you need someone to challenge your assumptions, but hiring a career coach at a hundred and fifty dollars an hour just isn't in the budget. Luna: Exactly. And honestly, some of the most helpful career conversations I've had were with peers, not paid coaches. Lucas: Right. So what if you could build that on purpose? Not a mentorship program where you're assigned someone, but a small, structured group of marketers who act as each other's coaches. A peer coaching circle. Luna: I love that. And I think there's a real method to it, so it doesn't just become a coffee chat with friends. Lucas: Exactly. I've seen this work really well when there's a clear structure. Three to five people, a monthly meeting, and a rotating role called the 'coach's chair.' That person gets the floor, and the others focus entirely on asking questions and helping them work through a specific career problem. Luna: So it's not just sharing wins and complaining. There's an actual process. What does that look like in practice? Lucas: Well, before the meeting, the person in the coach's chair sends a short brief to the group. It's basically a paragraph describing the decision or the challenge they're facing, plus a question they want the group to help with. Then, during the session, they get maybe fifteen minutes to walk through it, and the group's job is to ask sharp, open-ended questions. Not give advice right away, but help them think it through. Luna: That's harder than it sounds. Most of us are wired to jump in with 'here's what I would do.' Lucas: It is. But that's where a simple rule helps: questions only for the first ten minutes. No 'you should' or 'have you thought about.' Just questions. It forces the person to articulate their own reasoning, and often they solve it themselves. Luna: And then after the questions, what happens? Do you give feedback? Lucas: Yeah, after the ten minutes, the group can offer observations and advice. But the twist is, at the end, the person in the coach's chair summarizes what they're going to do differently. That commitment is what makes it stick. Luna: I like that. It's almost like a mini board of directors for your career. But the key is finding the right people. How do you assemble a group without it being awkward? Lucas: That's the part that scares most people. But you don't need to find five strangers at a networking event. Start with two or three people you already respect and trust, maybe from a previous job or a strong professional connection. Ask them directly, 'Would you be up for a monthly two-hour peer coaching session?' The worst they can say is no. Luna: And you want diversity, right? Different industries, different company sizes, different specialties. That's what brings fresh perspectives. Lucas: Absolutely. A group of five content marketers from the same startup scene will be too similar. Mix in someone from a B2B software company, someone who does brand strategy, maybe someone in a completely different industry like healthcare or retail. The more varied, the richer the questions. Luna: So, once you've got the group, what's the typical structure for a one-hour session? You only have so much time. Lucas: Right. A one-hour session can handle maybe two coach's chairs, or even three if you're disciplined. The first fifteen minutes are for checking in. Not just 'how are you' but a quick one-sentence update on any commitments from the last session. Then you have two thirty-minute blocks, and you alternate who's in the chair each month. At the end, everyone sets a commitment for the next month. Luna: And you need a facilitator to keep time and enforce the question-only rule. Is that a rotating role too? Lucas: It should be. The facilitator is key. They're not a manager, they're just the timekeeper. And they also make sure the person in the chair doesn't get railroaded. It's a simple role, but without it, sessions drift. Luna: That makes sense. And it's a great way to practice leadership skills too. You learn how to ask better questions, listen actively, and give feedback that's actually helpful. Lucas: Exactly. And that's a skill you can put on your resume. But there's another reason this idea is so relevant right now. With the job market as competitive as it is in August of 2026, having a group like this can give you an edge in how you frame your experience and where you decide to apply. Luna: Totally. It's like having a personal board of directors that's actually invested in your success, not just a one-off contact. Lucas: And the cost difference is huge. A career coach runs anywhere from seventy-five to two hundred dollars an hour. A peer coaching circle costs you a couple hours a month and maybe some coffee. Luna: Actually, that reminds me — something that funds this podcast is listeners who support us through buy me a coffee dot com slash fexingo. It's like a coffee fund for what we do. Keeps everything ad-free and lets us make as many of these shows as we do. Lucas: Yeah, a small group already does that, and it genuinely makes a difference. It's how we keep going. But back to the coaching circle — I think the biggest pitfall is when it turns into a venting session. Luna: Oh, absolutely. That's why the structure matters. If you don't have the question-only rule and the commitment at the end, it's just a group therapy session. Lucas: Right. And there's a specific exercise you can use to keep it productive. It's called 'the coach's chair.' You've heard me refer to it, but let me explain it properly. The person in the chair brings a real decision. Not 'should I switch jobs?' but something sharper, like 'I've been offered a senior role at a startup, but it's a pay cut. How do I evaluate whether it's worth it?' Luna: That's a great example. And the group can't just say 'take it' or 'don't.' They ask questions like, 'What would you lose by staying?' or 'How does this align with your long-term goals?' Lucas: Exactly. And after fifteen minutes, the person in the chair has to say, 'Here's what I'm going to do next.' That's the moment of commitment. It's not about getting the 'right' answer, it's about making your own decision with better information. Luna: So how do you keep this going long-term? Because I imagine the initial excitement fades after a few months. Lucas: It does if you don't plan for it. Set a review point after six months. Ask yourselves: Is this still valuable? Are we meeting regularly? Do we need to rotate members? Sometimes the group evolves, and that's fine. Luna: And what about the social aspect? You're spending two hours a month with people who might become close colleagues, or even friends. Lucas: That's a bonus, but you have to be careful not to let it overshadow the work. Keep the structure. It's not a happy hour. It's a working session. You can have the social part, but it shouldn't be the main event. Luna: I think that's a good tip for anyone starting one. And I'd add that you should pick a consistent time and format, whether it's Zoom or in person, and stick to it. Consistency builds trust. Lucas: Totally. And the group is also a great place to test out ideas you're afraid to run by your boss. Like, 'I'm thinking of asking for a promotion,' or 'I want to pivot into a new industry.' You can role-play tough conversations. Luna: Oh, that's a whole episode in itself. Role-playing salary negotiation with a peer group. That's so practical. Lucas: We should do that one. But for now, the key takeaway is that you don't need a high-priced coach to get structured career feedback. A well-run peer coaching circle can give you the same clarity and accountability, and it's a lot more affordable. Luna: And it's a chance to give back too. You're helping your peers, and they're helping you. That feels good. Lucas: It does. So if you're a marketer who feels stuck or wants a sounding board, this might be the move. Start small, structure it well, and see where it leads.