Why Coaching Your Rising Stars May Be the Most Strategic Move You’re Not Making

It’s a story that plays out in companies everywhere.

A top performer gets tapped for a leadership role. They’ve earned it. They’ve outworked their peers. They’ve impressed the right people. They’re loyal, capable, and ready to make the leap, or so it seems.

Then, three months in, something’s off.

They’re overwhelmed. Their decisions are shaky. Their team isn’t rallying. They’re hesitant in meetings, avoiding conflict, missing deadlines. Not failing… but certainly not thriving.

Leaders start whispering:

“Maybe they’re not cut out for this.”

“Maybe we moved too fast.”

“Maybe we need to start looking elsewhere.”

But maybe the problem isn’t them.Maybe the problem is that we keep confusing promotion with preparation.

Stop Assuming They’ll Just “Figure It Out”

Here’s the reality most leaders don’t want to face:We throw people into high-stakes roles with minimal support, unrealistic expectations, and the implicit message that asking for help is a weakness.

Even the most talented professionals...especially the talented ones need structured, thoughtful, and strategic development when they take on more responsibility.

Not just a bigger title.Not just a couple PowerPoint decks or lunch-and-learns.Real development.

That’s where coaching comes in.

What the Best Already Know

Elite performers, from athletes to executives understand something most companies don’t:

Coaching isn’t for the weak. It’s what sustains the strong.

LeBron James. Simone Biles. Lionel Messi. Serena Williams.They didn’t get coaching after they succeeded.They succeeded because they had coaching.

So why do so many companies wait until someone is visibly struggling before offering support?

The High Cost of Neglect

Zoom out:

• How much time and money did you spend recruiting your last high-potential hire?

• How much energy went into building your bench?

• How long did you wait for that perfect person to be “ready” for more?

Now ask:

• What happens when that person flames out because you didn’t give them what they needed to grow into the role?

Turnover. Missed opportunities.

Diminished morale.

All because you tried to save a few bucks by skipping support.

The Case for an Outside Voice

An outside coach offers:

• Neutrality. No hidden agendas.

• Perspective. We see the patterns.

• Safety. Your people can be real.

• Skill building. We help them level up.

And when done well, coaching doesn’t just help one employee succeed. It strengthens your bench. It boosts retention. It drives results.

A Real-World Parallel

Imagine hiring a quarterback straight out of college, handing him the NFL playbook, pointing to the field, and saying:“Go win.”

It would be absurd.But we do it in business every day.

Final Thought

If you want your business to grow, your people must grow faster. And growth requires support not assumptions.

Don’t wait for your high-potential team members to break down before offering help. Don’t confuse capability with invincibility.

Lead like the greats do. Invest in coaching not because someone is weak but because they’re worth it.

And if you’re ready to make that shift quietly, strategically, and effectively let’s talk.

Because your best people? They deserve a real chance to succeed.