The Best Athletes in the World Have Coaches. Why Don't More Leaders?

LeBron James has a coach. Serena Williams had a coach. The greatest performers in the world — regardless of their field — rely on someone outside their head to sharpen what's inside it. Yet when it comes to business — when the stakes are arguably just as high — many leaders still operate without one.

That's changing fast. And the data tells you why.

Coaching Is No Longer About "Fixing" People

There's a persistent myth that executive coaching is remedial — a last resort for troubled leaders or underperformers. Harvard Business Review put that idea to rest a long time ago.

In a landmark survey of 140 executive coaches, HBR found that the #1 reason organizations hire coaches today is to develop high-potential talent and facilitate leadership transitions (48% of cases). Acting as a strategic sounding board came second at 26%. Only 12% of engagements are about addressing derailing behavior. The field has fundamentally shifted — from remedial to accelerative.

Coaching today is a performance tool. Full stop.

The ROI Is Undeniable

Skeptics often ask: "Is this actually worth it?"

Here's what the numbers say:

• An ICF / PricewaterhouseCoopers global study found that, among respondents able to calculate company ROI, the median company return was 700% — roughly 7x the initial investment. A further 28% reported returns of 10 to 49 times the investment.
• A MetrixGlobal study with a Fortune 500 company reported an ROI of 788% — factoring in gains in productivity and employee retention.
• In the same ICF / PwC study, 86% of respondents able to calculate company ROI said their company had at least made its investment back.
• 96% of clients said they would choose coaching again under the same circumstances.

These aren't just anecdotes. But they should be interpreted with context: the ICF notes that ROI figures come from a smaller subset of respondents able to calculate them. Even so, the overall signal is hard to ignore.

What Actually Changes — For Leaders

The impact of coaching isn't just financial. It's deeply personal and organizational.

Self-awareness and blind spots

There's a paradox at the top of organizations: the higher leaders rise, the less candid feedback they receive. As a recent HBR article put it, peers hesitate to challenge senior leaders, direct reports filter what they say, and boards focus on results, not behavior. Over time, even highly capable executives can become insulated — from the truth about how they're showing up.

A coach is the one person in the room whose job is radical honesty in service of your growth.

Performance at every level

According to the ICF's 2009 Global Coaching Client Study, the most commonly reported positive outcomes were:

• Self-esteem/self-confidence: 80%
• Relationships: 73%
• Communication skills: 72%
• Interpersonal skills: 71%
• Work performance: 70%

Confidence and relationships

The ICF's 2009 Global Coaching Client Study found that 80% of those who received coaching reported increased self-confidence, and over 70% reported better relationships, communication skills, interpersonal skills, and work performance.

The "High Achiever" Paradox

Here's what makes coaching especially powerful for high performers: the very traits that got them to the top can also hold them back.

Drive, perfectionism, independence, high standards — these are assets. But without reflection and feedback, they can become liabilities. The high achiever who never delegates. The executive who has the right answer but loses the room. The leader who confuses being busy with being effective.

Coaching creates the space to see these patterns — and to choose differently.

As Sir John Whitmore, one of the founding figures of executive coaching, put it: "Coaching is unlocking a person's potential to maximize their own performance. It is helping them to learn rather than teaching them."

The Adoption Gap Is Closing

Organizations are waking up to this reality at scale.

• According to reporting citing Korn Ferry and earlier research, roughly one-third — and in some studies 25 to 40% — of Fortune 500 companies invest in executive coaching for their leaders. (Source)
• The global executive coaching and leadership development market is estimated at $112.98 billion in 2026 and projected to reach $174.53 billion by 2031 — a 9.11% annual growth rate. (Source: Mordor Intelligence)

Coaching is no longer a perk. It's becoming a baseline expectation for serious leadership development.

A Final Thought

The question is no longer "Why would a successful person need a coach?"

The question is: "What is it costing you not to have one?"

The leaders investing in coaching aren't doing it because they're struggling. They're doing it because they refuse to plateau. Because they understand that the gap between good and exceptional isn't just about skills — it's about self-knowledge, clarity, and the courage to keep evolving.

That's what great coaching unlocks.

Key sources: Harvard Business Review (Coutu & Kauffman, 2009) · ICF / PwC Global Coaching Client Study (Executive Summary) · MetrixGlobal / American University · HBR, 2026 · Hay Group / Korn Ferry · Mordor Intelligence

Cindy Arevalo is the founder of Cindy Nova Coaching. She works with high-achieving leaders, entrepreneurs, and executives who want sustainable growth without burning out. Sessions are available in English, French, and Spanish.