Other than being world-renowned coaches, what do Bill Belichick (6 Super Bowls), Jill Ellis (2015 and 2019 U.S. Women’s National Team, FIFA Women’s World Cup), Sir Alex Ferguson (13 Premier League titles and two UEFA Champions League titles with Manchester United), and Scotty Bowman (9 Stanley Cup Championships) all have in common?
Despite being elite coaches, none of them reached the same levels of success as players that they later helped others achieve as coaches.
Recently in a therapy session, I was reminded of the phrase, “You can't take someone further than you've been yourself”, and it resonated with me. It felt right, like really sound wisdom. How could someone lead someone else where they themselves have never been before?
But then it caught me. What does that mean for a coach? Is a coach only qualified if they themselves have achieved what they are coaching others to do? When it comes to professional development, there’s a common assumption: the best coaches must have excelled at the highest levels themselves. After all, if you’re looking to take your career to the next level, wouldn’t you want guidance from someone who has already been there?
But to dig deeper, it becomes clear that this belief doesn’t always hold true. Some of the most effective coaches—from a variety of fields—aren’t necessarily those who have reached the top of their game, but those who have mastered the art of developing others.
For those considering hiring a coach, it’s essential to recognize the distinction between professional experience and coaching expertise. While both are valuable, they serve different purposes in the journey toward growth.
1. The Power of Observation and Analysis
Great coaches excel in the ability to observe, analyze, and offer insights. In the corporate world, a coach may not have been a CEO, but they can identify inefficiencies in your leadership style, help you develop your emotional intelligence, or guide you toward more effective communication.
This is a fundamental difference between top performers and top coaches: performers focus on execution, while coaches focus on observation. The ability to break down behavior, identify areas for improvement, and communicate actionable strategies is a skill in itself—distinct from the ability to perform at a high level.
In coaching, a coach who can diagnose your blind spots and communicate a clear plan for growth is far more valuable than one who has simply held a more senior title. When evaluating a coach, consider this: do they have the analytical skills and insight to recognize and help address my professional challenges? Do they communicate in ways that resonate with me?
2. The Coaching Mindset vs. The Performance Mindset
While high-performing professionals focus on their own results—how to excel in their roles, hit their targets, and climb the corporate ladder—coaches take a broader perspective, focusing on how others can reach their full potential. The coaching mindset requires patience, the ability to communicate effectively, and a commitment to understanding others’ unique journeys.
A top-level executive might have achieved impressive success through their own hard work, but that doesn’t necessarily mean they know how to develop others. Coaching requires a different mindset: it’s about guiding others to see their own path, not replicating the coach’s success.
When you engage a coach, you need someone who focuses on you—your strengths, weaknesses, and goals. A coach who has spent time developing their ability to mentor, challenge, and nurture will often be more valuable than someone whose primary experience has been their own career progression.
3. Emotional Intelligence and the Mental Game
One of the most important aspects of coaching is helping professionals manage the emotional and mental side of their careers. Whether you’re a manager, an entrepreneur, or an emerging leader, the way you handle stress, build resilience, and maintain confidence can significantly impact your career trajectory.
Here, emotional intelligence becomes key. Coaches with high emotional intelligence can help you recognize and manage your emotions, especially in high-pressure environments. They can help you understand your triggers, build better relationships, and maintain perspective when challenges arise.
The leadership expert Sir John Whitmore once said, "I am able to control only that of which I am aware. That of which I am unaware controls me." This highlights the role of a coach in increasing your self-awareness—helping you see blind spots, both in your behaviors and in your thought processes.
When evaluating a coach, ask yourself: Do they understand the emotional complexities of leadership and career growth? Can they offer tools and strategies for managing stress, building resilience, and navigating the mental challenges that come with professional development?
4. Not All Top Performers Become Great Coaches
It’s important to remember that being a high-level performer doesn’t necessarily translate into being an effective coach. The skills that make someone successful—like determination, focus, and personal ambition—don’t always translate into the ability to mentor or guide others.
Many top performers instinctively know what works for them, but struggle to break it down in a way that others can understand. On the other hand, some coaches who may not have reached the top themselves are highly skilled in developing and communicating frameworks for success.
The best coaches often have a deep understanding of the science of development, even if they haven’t personally reached the highest ranks. As someone looking to hire a coach, you should prioritize a coach’s ability to facilitate your growth over their own past achievements.
5. Coaching Is About You, Not the Coach
Ultimately, the most effective coaches focus on one thing: helping you succeed. Whether you’re seeking a coach for career development, leadership, or personal growth, the focus should always be on your journey, not on the coach’s resume.
Many people mistakenly seek out coaches with high-level titles or notable career achievements, assuming that past success guarantees coaching effectiveness. But the reality is that the best coaching relationships are centered on your goals, with the coach acting as a guide, not a model to replicate.
When deciding whether to engage a coach, look for someone who demonstrates the ability to help you grow. Are they invested in your development? Do they have the skills to offer strategies and frameworks that align with your goals? Can they provide the accountability and support you need to reach your potential?
Conclusion
The adage that "you can’t take someone further than you’ve been" doesn’t always apply in coaching. The most effective coaches don’t need to have achieved the same level of professional success you’re aiming for—they need to have the insight, empathy, and tools to help you get there.
As you consider engaging a coach, look beyond their career history and focus on their ability to observe, analyze, and develop others. Ask yourself: are they truly equipped to help me reach my goals? Are they skilled in the art of coaching, not just the art of performing?
A great coach helps you unlock your potential, not by replicating their own success, but by guiding you to achieve your own.
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