Nurture Talent, Not Flaws

Coach Your Best For Lasting Impact.

An evening with friends recently made me reflect deeply. These were people whose careers I'd tracked—and even some of them shaped—for over 15 years. Amid laughter and stories, I noticed something significant: the ones thanking me weren't always those I'd coached the longest. Instead, they were influencers and top performers who had absorbed every drop of guidance. Their gratitude was rewarding, yet it left me wondering: Where were the others? What had happened to them?

Those I'd chased after—through late nights, endless feedback sessions, and tireless efforts—weren’t present. Their empty chairs spoke volumes about missed opportunities. I'd poured myself into people who weren't ready or willing to grow, expecting change that never came. This realization wasn't just personal; it represents a common leadership trap. Escaping it unlocks extraordinary potential.

For decades, we've believed we should first fix what's broken. A 2012 Robert Half study found that managers spend 89% of coaching time on struggling employees and just 11% on top performers.¹ McKinsey research shows managers spend nearly a third of their time on low performers, rarely seeing real improvement.² Gallup's 2020 data confirms only 1 in 10 employees significantly improve after intense coaching. ³ Stars seldom rise from the ashes.

Managers dedicate 89% of their coaching time to struggling employees, while only 11% goes to top performers."

— Robert Half International, 2012 Survey

Meanwhile, solid middle performers—the backbone of most teams—often get overlooked, quietly losing motivation and opportunities to grow. Even top talents can dim if neglected. This approach traps us in mediocrity rather than driving excellence, providing minimal returns from misplaced effort.

The mistake is treating everyone alike and expecting uniform growth. Each person has unique strengths; forcing conformity dulls individual brilliance. True success requires balance: ignite excellence while thoughtfully supporting everyone.

Imagine shifting your coaching toward your top performers. Pair them with inspiring mentors, offer meaningful challenges—like leading innovation projects or exploring new markets—and watch them flourish. Years ago, I trusted a high performer with a leadership role he hadn't sought; he overcame challenges, navigated difficult relationships, forged collaboration, and transformed a struggling team into a thriving one. High achievers don’t just accept coaching—they amplify its impact across the entire organization.

Yet quieter successes matter, too. Some of those absent friends eventually found success elsewhere once they were provided the proper support. Excellence inspires; consistent care sustains. These together shape a culture that attracts talent and encourages everyone to shine. Ultimately, leadership isn’t merely about fixing what's broken—it's about recognizing and nurturing the unique brilliance within your team.

Those empty chairs taught me that pursuing mediocrity keeps us anchored in the past. Real success comes from nurturing our brightest sparks while helping everyone discover their own place. True growth isn't about just constant repairs; it’s about amplifying what already shines.

Investing in Excellence and Supporting Growth:

1. Spot Your Sparks: Identify individuals who show passion, influence, and potential beyond their current roles. Give them challenging opportunities and inspiring mentors.

2. Activate the Core: Offer middle performers targeted workshops, peer coaching, and clear pathways to unlock their hidden potential.

3. Lead with Compassion: Provide underperformers clear, strength-based feedback. If they’re consistently stuck or mismatched, kindly help them find roles better suited to their strengths.

4. Nurture a Growth Mindset: Celebrate risk-taking, acknowledge small wins, and foster a culture where mistakes become valuable lessons.

5. Connect and Mentor: Encourage top performers to mentor others, and invite younger or newer team members to mentor upward—cross-sharing wisdom lifts everyone.

6. Spotlight Success: Publicly celebrate achievements to inspire and energize your entire team.

7. Frame Coaching Positively: Position coaching as recognition of potential, not as a remedy for failure.

8. Measure Progress: Track productivity, creativity, and morale changes to clearly show your efforts' impact.

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Take some time to reflect on your leadership.

• Whose empty chairs haunt you—the people you've poured into without results?

• What might happen if you shifted that energy toward your strongest performers instead?

• How could your team evolve if you balanced empowering top talent with thoughtful support for everyone?

• What fears or habits hold you back from making these changes?

Leadership isn’t about fixing every issue. It’s about seeing the potential and making it real. Put your heart where it matters: push your best to soar, wake up the strengths in your steady crew, and lift the ones who stumble with care. This turns a tired team into one that’s alive and kicking. Growth isn’t endless patching—it’s betting on what’s already strong. Do this, and you’ll see everyone rise, turning one win into a team triumph.

1. Robert Half International, “Survey: Managers Spend Nearly 9 in 10 Coaching Hours on Underperformers,” 2012.

2. McKinsey & Company, “The People Power of Transformations,” February 2020, https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/the-people-power-of-transformations.

3. Gallup, “State of the American Workplace,” 2020, https://www.gallup.com/workplace/238085/state-american-workplace-report-2020.aspx.