Executive coaching is one of the most talked about leadership investments... and one of the most misunderstood. Some leaders expect instant answers. Others assume coaching is reserved for executives who are struggling or underperforming.
To understand, let’s look at what coaching is and is not, what it actually DOES, and the return on investment you can expect.
Well-coached leaders become more self-aware and develop stronger leadership “presence,” which, in turn, boosts their own effectiveness and career progress, improves team performance and engagement, drives organizational success, and strengthens credibility with the board and stakeholders.
A Metrix Global study found that executive coaching has a 788% return on investment (ROI) for the business, showing up in the form of productivity increases and retention gains. The International Coaching Federation reports organizations seeing a 50% increase in team performance and a 48% increase in organizational performance. These show up in enhanced work performance, improved collaboration, and increases in revenue and employee retention.
Misconception: “Once a leader is successful, they no longer need coaching.”
In reality, the highest return on executive coaching often comes from leaders who are already successful. At this level, performance gaps are less obvious, but the cost of blind spots, misalignment, or inconsistent leadership is magnified.
The most effective leaders use coaching to:
Coaching becomes less about growth gaps and more about sustaining excellence. Bill Gates, Steve Jobs, Serena Williams, Richard Branson, Bill Clinton, and Barack Obama all worked with coaches throughout their careers.
Coaching sharpens a leader’s ability to slow down their thinking, recognize patterns, and evaluate tradeoffs more clearly. Instead of reacting, leaders learn to respond with intention.
This shift is especially powerful when answers aren’t obvious (and when decisions carry cultural, operational, or reputational weight).
Executive coaching helps leaders see how their behavior, communication style, and assumptions land on others.
That awareness often leads to:
And when self-awareness is increased across all leadership, we see:
The leader hasn’t changed who they are, but they’ve refined how they lead.
Many leaders perform well when things are stable. Coaching helps leaders remain steady when things are not.
Through coaching, leaders develop habits that support:
Over time, that consistency becomes visible to the organization.
Clarifying what coaching isn’t is just as important.
Coaching isn’t about outsourcing thinking; it’s about strengthening your internal bench’s thinking.
Leaders who benefit most from coaching tend to:
Coaching works best when it’s viewed as an ongoing leadership discipline, not a short-term intervention.
Unlike training programs, the impact of executive coaching shows up over time.
Organizations often see:
These gains compound over time as improved leadership behaviors become embedded in how the organization operates.
No. Coaching is most effective when used proactively by capable leaders who want to stay sharp.
Mentors share experiences and advice. Coaches facilitate thinking, awareness, and behavior change.
Coaching engagements vary, but meaningful change usually requires consistency over several months.
Yes. Coaching is especially valuable during transitions, ambiguity, and increased responsibility.
Executive coaching is not an expense justified by short‑term fixes. It is a leadership infrastructure investment—one that strengthens how decisions are made, how leaders show up under pressure, and how performance scales across the organization.
For organizations navigating complexity, growth, or change, coaching is not about adding something new. It is about ensuring the leaders who matter most are operating at their highest level—consistently, intentionally, and with measurable impact.
For leaders who are curious about what’s possible next (whether that’s refining their leadership approach, strengthening decision-making, or preparing for greater responsibility), executive coaching can be a powerful investment.
At Robertson Lowstuter, executive coaching is designed to meet leaders and their organizations where they are and support meaningful, sustainable leadership growth over time.