I Am Not a Manager (And Why That's a Good Thing)
I've watched this happen at least a dozen times in the last year alone.
A mix engineer reaches out, frustrated, burned out, wondering why their career feels stuck. They tell me they're thinking about getting a manager. Or worse, they just hired one and now they're even more confused than before.
Recently someone told me they're paying nearly $1,000 a month and "they're not sure what they're doing."
Yeah. I know exactly what's happening.
You hired a manager when what you actually needed was a coach. And I get it. From the outside, they sound like the same thing. Someone to "help you grow your business," right?
Wrong.
They're completely different tools for completely different problems. And if you hire the wrong one at the wrong time, you're just lighting money on fire while your actual problems go unsolved.
The best managers know this, by the way. They'll be the first to tell you when you're not ready yet. But there are enough who won't that we need to have this conversation.
So let's clear this up once and for all.
The Vague Promise Problem
Here's how the pitch usually goes:
"I'll help you get more work. I'll connect you with the right people. I'll help you grow."
Sounds great, right? Except... what does "help" actually mean?
What are the deliverables? What happens week to week? What systems are being built? What's the timeline?
Usually? Crickets.
The promise is intentionally vague because vagueness sells when someone's desperate. You're overwhelmed, you're tired of doing everything yourself, and someone shows up saying "I'll take care of it." It feels like relief.
Here's the math on that relief: $1,000/month for three years is $36K. A 12-week coaching program that actually builds your business foundation? About $8K. You're about to spend $28K more for something that won't work at your stage.
But here's the thing: if you don't have a business worth managing, there's nothing for them to manage.
And that's where everything falls apart.
What Management Actually Is (And Isn't)
Let's start with what a manager's actual job is. Most people have this backwards.
A manager works for you. Not the other way around.
Their job is to execute your vision, not create it. They're there to handle relationships, negotiate deals, expand your network, and manage the logistics of opportunities you don't have time to chase yourself.
Think of it like this: You're the CEO of your business. A manager is your VP of Business Development. They take your strategy and your positioning and they go make things happen in rooms you can't get into.
A manager is an amplifier. They take what you've already built and scale it.
But here's the critical part: You have to have something worth amplifying first.
If you don't have a clear positioning, documented systems, proven pricing, and consistent income, there's nothing for a manager to work with. You're asking them to build your house when you haven't even poured the foundation.
Why Early-Stage Management Always Fails
I see this pattern constantly:
Someone hires a manager when they're making $30K-$50K a year, hoping the manager will "get them to six figures."
Six months later, they're paying $500-$1,000/month, they've had a few calls, maybe got introduced to someone who never responded, and... nothing has fundamentally changed.
Then they fire the manager and feel like they failed.
But you didn't fail. You just hired the wrong person for the stage you're in.
Here's the reality: even the best managers can't work magic if the foundation isn't there. It's not about their skills or connections. It's about readiness.
Early-stage management fails because:
You don't have systems. So even if they bring you opportunities, you can't deliver consistently.
You don't have positioning. So they can't sell you effectively because you haven't defined what makes you different.
You don't have pricing figured out. So every deal becomes a negotiation and you undercharge.
You don't have a proven process. So the manager can't replicate what works, because nothing works consistently yet.
The best managers actually know this. They'll tell you if you're not ready yet. They'll refer you to get the foundation built first because they know they can't amplify what doesn't exist.
The result when you hire too early? You end up "firing your manager" (which is industry code for "I hired too early and this didn't work").
What You Actually Need First: Coaching
This is where coaching comes in, and why it's the foundation that has to come first.
Coaching builds the business that management will eventually scale.
Here's the fundamental difference:
Coaching = Building your systems, positioning, processes, and strategy
Management = Leveraging relationships, executing deals, expanding opportunities
Think of it like building a house. Coaching is pouring the foundation, framing the walls, installing the plumbing and electrical. Management is the interior design and landscaping.
You can't skip straight to the fun stuff. The foundation has to be solid first.
What Coaches Do That Managers Don't
A good coach is there to build the infrastructure of your business:
Pricing strategy that actually makes sense for your market and goals
Service packaging so you're not just "a mixer" but have a clear, defensible offer
Sales process so you can close clients without feeling gross about it
Client systems (CRM, onboarding, follow-up) so relationships don't fall through the cracks
Workflow optimization so you're not reinventing the wheel with every project
Mindset work so you stop self-sabotaging when opportunities show up
Business foundations like knowing your actual numbers, capacity, and margins
This is 1:1, weekly work on your specific business. No competing priorities. No roster of other clients who need attention during your call. Just focused attention on building what you need to grow.
And here's the key: coaching gives you accountability and iteration. You're not just getting advice. You're implementing, reviewing, and refining week after week until systems actually stick.
When You're Actually Ready for Management
So when does management make sense?
When you've outgrown what you can do alone.
Here are the signs:
You're making $100K+ annually with documented systems
You have more opportunities than time to chase them
Your network needs expansion beyond your personal reach
Deal complexity requires professional negotiation skills
Your growth is bottlenecked by execution, not strategy
In other words: You have a business that's working. You know what you sell, how you sell it, what you charge, and how you deliver. Now you need someone to help you do more of it at a higher level.
That's when a manager makes sense.
At that stage, a manager can:
Get you into rooms you couldn't access alone
Negotiate better terms because they have leverage and experience
Handle administrative logistics so you can focus on creative work
Manage your upward trajectory strategically
Execute on opportunities while you stay in your zone of genius
But notice what they're not doing: building your business model, creating your positioning, fixing your systems, or teaching you how to sell.
That stuff has to already be done.
The Right Relationship: How They Work Together
Here's the thing: You can have both. And when you're ready, you probably should.
But the sequence matters.
Think of it like this:
Coach handles internal operations: your systems, strategy, and foundations
Manager handles external opportunities: relationships, deals, and growth
They're complementary, not competitive. Different skillsets, different focus areas.
And here's what great managers know: they'd rather work with someone who's already built their foundation. Why? Because then they can actually deliver results. They can leverage their relationships effectively. They can negotiate from a position of strength.
The best managers in the game will refer you to get coaching first if you need it. They know it makes their job possible and sets everyone up to win.
This gap, by the way, is exactly why I built this program. I've spoken with several of the top mix engineer managers out there, and they've all told me the same thing: they admire what I'm doing and how much mixers need it. They see the struggle. They know someone needs to build the foundation before they can step in and scale it.
The right sequence is always: Coach first, manager when you're ready to scale.
And both of them report to you. You're running the business. They work for you.
How to Spot a Good Manager (And Avoid the Bad Ones)
When you're ready for management, here's what to look for:
Green Flags (These Are Your People):
Tells you if you're not ready yet and refers you to build your foundation first
Clear scope of work with weekly/monthly deliverables
Proven relationships in your target market that they can actually activate
Takes direction from you. They're executing your vision, not creating it for you
Specific success stories from mixers at your level or higher
Results-based compensation (commission on opportunities they bring, not a flat fee for existing income)
The best managers aren't afraid to turn down clients who aren't ready. They know their value comes from getting results, and results require a solid foundation to build on.
Red Flags (Run Away):
Vague promises about "helping you grow" with no specifics
Taking 10-20% of your income for undefined "help"
No proven track record in your genre or at your level
Wanting control over your business decisions
Can't articulate specific, measurable deliverables
Pressures you to sign quickly without assessing if you're ready
And here's how to structure it right:
Define what success looks like (introductions made, deals closed, revenue increased)
Weekly check-ins on progress and next steps
You set the vision, they execute
Clear metrics you both agree on
Commission on new opportunities, not a percentage of your existing income
The Bottom Line
If you're early in your career (meaning you're not consistently hitting $100K+ with documented systems), you don't need a manager yet.
You need a coach.
You need someone to help you build the foundation that makes everything else possible. The positioning, the systems, the confidence, the clarity.
Once that's in place? Then yeah, a manager can help you scale. They can open doors, negotiate deals, and expand your reach in ways you can't do alone. And the great ones will tell you exactly when you're ready for that transition, or refer you to get the foundation built if you're not there yet.
This isn't about managers being bad or coaches being better. It's about using the right tool at the right time. The best managers know this. They want to work with clients who are ready to scale, not clients who need to build from scratch.
But trying to skip straight to management is like hiring a real estate agent before you've built the house. They can't sell what doesn't exist yet.
The trap to avoid: Looking for someone to save you.
The reality: You're building a business. That requires foundational work that no one else can do for you, but a coach can guide you through it.
Start with the foundation. Scale with leverage.
And remember: both coaches and managers work for you. You're not being managed. You're not being saved.
You're building something that's yours, and you're bringing in the right people at the right time to help you do it well.
Ready to build the foundation first? That's what the 12-week program is designed for. We build the systems, positioning, and confidence that make everything else possible. Schedule a discovery call and let's talk about what you actually need right now.
