“We Did Everything—Even Got Them a Coach.”
Why That Phrase Usually Means It’s Already Too Late
You’ve heard it.
Maybe even said it.
It’s said with sincerity.
But if we’re being honest, we all know:
By the time those words appear in the boardroom or a leadership meeting, the decision is already made.
Executive coaching has shifted from possibility to proof.
It’s no longer an investment in leadership development.
It’s evidence that you tried—before moving on.
What It Really Signals
That phrase usually means:
The leader didn’t turn the corner in time.
The team has lost confidence.
The coach wasn’t called until after things had already shifted.
Late-stage coaching isn’t uncommon—but it’s a rescue mission.
And rescue missions are uphill battles.
Rescue Coaching Is a Different Game.
I’ve coached leaders in those moments.
They’re not doomed.
But the work is different—and far more complex.
One client was brilliant on paper but had already lost peer trust. The coaching wasn’t about building skills—it was about rebuilding leadership credibility and re-engaging a team that had already checked out.
That’s the work:
Reversing a leadership narrative that’s been hardening for months.
Re-engaging teams who feel the story has already been written.
It’s possible. But it’s slower, heavier, and requires an executive sponsor willing to keep the runway open long enough for progress to be visible.
The Best Time for Coaching? Before the Narrative Turns.
The best outcomes don’t come from last-ditch efforts.
They come from early investments in leadership development, when
A leader is stepping into a bigger role and wants to meet the moment
Challenges are real, but the team still has belief
Feedback is mixed—not fatal
The leader still has space—and motivation—to grow
That’s when coaching accelerates performance.
That’s when a leader becomes the story people root for.
The Real Question Isn’t Should We Coach Them?
It’s When?
If you wait until the leader is isolated, the team is disengaged, and the board doubtful…
Coaching might still help.
But it’s not development. It’s repair.
And repair doesn’t just require a coach.
It requires conditions:
Do we still believe this leader can succeed here?
Are we willing to create the runway for that to happen?
Is there enough trust left to make progress visible before judgment returns?
If the answer is yes, coaching may be worth it.
If not, you’re not investing in growth. You’re cushioning the exit.
If You’re Already Wondering…
If the thought has crossed your mind—“Maybe this leader needs a coach”—
you’re probably not too early.
You may be late.
But maybe not too late.
Just don’t wait until the only thing coaching can do is help you write the ending more gently.
If you’re wondering when the right time is,
it might already be now.
