Why Would a Top Performer Like You Need a Coach? The Surprising Truth About Staying on Top

Do you need a coach only when things aren’t going well? Or is coaching something to consider when you’re already at the peak of your game?

The reality is, the best time to engage with a coach is when you’re already thriving. Top performers—whether in sports or business—don’t wait for problems to arise. They seek out coaching to push themselves further, to grow, and to achieve new levels of excellence. So, why should leadership be any different?

The Rise of Executive Coaching: How It All Started

In the 1980s, as corporate America became more competitive, leadership performance took on a new importance. Good leadership wasn’t just about knowing your industry; it was about mastering behaviors, communication, and emotional intelligence. Executive coaching began to emerge as a structured way to help leaders develop these crucial skills.

Books like “Coaching for Leadership” (co-authored by Marshall Goldsmith ) and Daniel Goleman ’s “Emotional Intelligence” (1995) helped to cement the role of emotional intelligence and personal growth in effective leadership. By the 2000s, companies like Google , Microsoft and GE were making significant investments in coaching for their top executives.

In the U.S., coaching quickly became recognized as not just a helpful tool but a privilege for those in leadership positions. When an organization offers you a coach, it’s a sign that you’ve reached a level of success worth investing in further. The idea isn’t about fixing what’s broken, but about maximizing what’s already working. From an organizational standpoint, it’s a smart decision. When a company invests in a leader, it’s not just to keep that individual at the top of their game—it’s to scale their talent, insight, and rigor across their team.

Leadership is Developed, Not Inherited

A survey by Harvard Business Publishing found that 85% of executives believe leadership is something you develop through experience, mentorship, and coaching. Only 15% saw leadership as an entirely natural ability. In other words, the vast majority of leaders acknowledge that their skills were shaped and honed over time, often with the guidance of others.

Similarly, Deloitte’s Global Human Capital Trends Report (2019) revealed that 86% of organizations view leadership development as a critical priority. They recognize that leadership isn’t something people are born with—it’s something they grow into.

But Why Would a Top Performer Need a Coach?

In some parts of the world, particularly in Europe, there’s a common misconception that only people who are struggling need a coach. But let’s think about it differently. Would you ever question why top athletes like LeBron James or Cristiano Ronaldo have a team of coaches around them?

Even at the highest levels, these athletes don’t just rely on their natural talents. They engage experts who help them optimize every aspect of their performance—because they know that staying on top requires continuous refinement and growth.

Here are just a few examples:

LeBron James (Basketball)

• Coaching Team: Personal trainers, strength and conditioning experts, mental performance coaches, and more.

“I understand that maximizing my physical and mental performance requires constant guidance and support.” LeBron James

Cristiano Ronaldo (Soccer)

• Coaching Team: Fitness coaches, nutritionists, and mental coaches.

• Why: Ronaldo invests in his physical and mental well-being to ensure his peak performance lasts as long as possible.

Tiger Woods (Golf)

• Coaching Team: Swing coaches, fitness trainers, and several mental performance experts.

• Why: Even as one of the greatest golfers in history, Woods continually seeks out input to refine his game and manage injuries.

The common thread? The best don’t wait for failure to seek guidance—they seek it to stay ahead.

Coaching Is About Growth, Not Fixing Problems

Over the years, I’ve had the privilege of working with leaders from a variety of industries—people who are already incredibly successful. They’re not coming to me because they’re struggling. In fact, they’ve already achieved remarkable things. But they see coaching not as a necessity, but as a powerful tool to help them continue growing, both in their careers and their lives.

The leaders I work with are equity partners at top law firms, solution architect at No.1 cloud provider in the world, or team leaders in biotech. They don’t need someone to tell them how to do their jobs. What they want is someone who can help them think differently—someone who asks the right questions, offers a fresh perspective, and provides the kind of feedback that helps them see where they can push further.

For them, coaching is about having someone in their corner, not to direct them, but to reflect back their strengths and help them refine their approach for even greater impact.* It’s about making sure that their success isn’t just sustainable—it’s scalable.

So, why should you consider a coach? Not because something’s wrong, but because you’re ambitious enough to want more. More growth, more balance, more fulfillment—whether that’s in your work or your personal life.

*these are their words, not mine.

Roman Zakovsky is an executive coach and trainer whose clients include A&O Shearman man, Baker McKenzie, BBH, advokátní kancelář, PRK Partners, attorneys at law, HAVEL & PARTNERS, SOTIO Biotech and Deloitte. He is an expert on leadership, relationship building, and business development.