Coaching Isn’t Remedial
- A Stanford/Miles Group survey found that nearly two-thirds of CEOs weren’t receiving outside leadership advice — yet almost all wanted it.
- McKinsey research shows companies with strong leadership behaviors are 3× more likely to outperform peers.
- Gartner found that managers with a coaching mindset boost employee performance by 26% and triple the odds of building high-performing teams.
For many executives, the first hurdle is perception. “I’m already successful — why would I need coaching?” Or worse: “Isn’t that for people who are struggling?” The reality tells a different story:
The best don’t avoid coaching — they embrace it. Because having a strategic, confidential partner accelerates growth far faster than going it alone.
Gartner’s research on Connector Managers shows that leaders with a coaching mindset boost employee performance by 26% and triple the odds of having high-performing direct reports.
That’s not remedial. That’s rocket fuel.
Coaching equips leaders not only to solve their own problems, but to multiply the output, innovation, and engagement of their teams. In a world where talent is mobile and attention is scarce, that multiplier effect is priceless.
Think of coaching as a performance multiplier.
The Multiplier Effect of Coaching
The most common pushback from executives? I don’t have time.
And it’s true—time is the rarest commodity in leadership. An HBR study found CEOs work an average of 62.5 hours a week, with 72% of that time spent in meetings. Focus is scarce.
But here’s the irony: coaching doesn’t take time away. It gives it back.
In just a few conversations, leaders identify wasted cycles, misaligned initiatives, or low-value meetings draining attention. McKinsey analysis shows coaching can deliver 5× to 20× ROI, from sharper decisions to more successful transformations.
One hour with a coach can save dozens of hours of drift, indecision, and rework.
The Time Objection Doesn’t Hold
A simple experiment that energizes their team and sparks quick feedback
A calendar shift that frees recurring focus time
One clear behavior to test immediately—not vague advice
Sharper decision criteria with less noise clouding judgment
What Leaders Notice Immediately
Executives who step into coaching often feel the shift right away.
That’s why more executives are reframing coaching. It’s not a perk. It’s a strategic investment in enterprise performance.
When leadership quality is one of the clearest predictors of financial and cultural success, coaching stops being optional.
BCG’s 2025 research highlights that the most effective leadership development isn’t episodic—it’s embedded into daily operations. Coaching makes that possible, turning leadership from abstract concepts into lived behaviors that directly drive outcomes.
A Strategic Investment, Not a Luxury
Leadership today isn’t about being the hero with all the answers. It’s about being the multiplier who unlocks the intelligence of the team.
Coaching is one of the most effective ways to make that shift.
The question isn’t whether you need a coach. It’s whether you can afford not to have one.
The Competitive Edge You Can’t Afford to Ignore
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