Is It Time to Get an Executive Coach? Here’s How to Know
Most leaders I work with didn’t get an executive coach when things were going badly. They hired one when things were going well, and they had a nagging sense that well wasn’t going to be enough.
That gap between where you are and where you know you could be? That’s the signal that it may be time for you to get an executive coach.
But I hear plenty of other reasons, too. A promotion that stretched the role beyond the skills that earned it. A team that isn’t gelling. A boardroom dynamic that’s shifted. A pattern of behavior that keeps showing up in 360 feedback, the one you keep meaning to address. Sometimes it’s simpler: you’ve just hit a ceiling, and you can’t see over it from where you’re standing.
The myths that stop people from reaching out
There’s still a stubborn belief that coaching is remedial, that needing a coach means something is broken. I’d push back hard on that. The leaders I coach are not broken. They are capable, ambitious, and self-aware enough to know that having a thinking partner accelerates everything else.
The other myth is timing. “I’ll get an executive coach when things calm down.” In twenty-plus years of working with executives, I can tell you: things don’t calm down. The leaders who thrive are the ones who invest in themselves during the chaos, not after it.
Specific moments that tend to signal it’s time to get an executive coach
A new role or significant promotion, especially if you’ve moved from functional expert to people leader, or from leading a team to leading leaders.
A feedback pattern you keep seeing but haven’t cracked. If the same theme appears in more than one performance conversation or 360 review, that’s not noise. That’s data.
A relationship at work that’s costing you — with a peer, a direct report, a board member, or your own manager. Unresolved friction doesn’t stay contained. It spreads.
A decision point that feels genuinely high stakes, a restructure, a pivot, a career choice that could go several ways. Having someone in your corner who is entirely focused on your thinking (not only on the business outcome) changes the quality of those decisions.
A sense that you’re performing leadership rather than leading. That one is harder to name, but the leaders who say it out loud are usually exactly right.
You don’t have to limit yourself to one coach
Here’s something I don’t hear said enough: the idea that you should have a single executive coach is a bit like saying you should have a single doctor. Different coaches bring different expertise, different challenges, and different industries. I work with leaders who have a coach for their leadership presence, another for their board relationships, and a third focused on executive wellness. That’s not indulgence — that’s a serious investment in professional performance.
The question isn’t just whether you’re ready for a coach. It’s what kind of support would make the most difference right now.
What to do next
If you’re considering executive coaching to support your career growth, I’d encourage you to have a conversation. I offer a no-obligation, no-pressure call to explore whether coaching makes sense, and if I’m not the right fit, I’ll say so. I have a global network of coaches I trust, and I’m happy to make introductions. You can reach me at morag@skyeteam.com or book a time direct: https://calendly.com/moragb/eci
My next post in this series will be: How to Choose an Executive Coach. And if you want to make sure you’re set up to get the most from the investment, my third post, How to Be Coachable, will also be worth your time!
Frequently Asked Questions About Executive Coaching
How do I know if I need an executive coach?
The most common signal isn’t crisis — it’s a gap between where you are and where you know you could be. A new role, recurring feedback you haven’t cracked, a high-stakes decision, or a sense that you’re performing leadership rather than actually leading are all legitimate reasons to explore coaching.
Is executive coaching only for leaders who are struggling?
No — and this is one of the most persistent myths in the industry. The leaders who get the most from coaching are typically high performers who want to accelerate, not fix something broken. Coaching is an investment in performance, not a remedial measure.
Can I have more than one executive coach at the same time?
Yes, and for senior leaders it’s often the smarter approach. Different coaches bring different expertise — one for leadership presence, another for board relationships, another for peak performance. Matching the coach to the specific challenge tends to produce better results than expecting one person to cover everything.
Morag Barrett is a keynote speaker, executive coach, and USA Today bestselling author who helps leaders tackle one of today’s biggest workplace challenges: disconnection. Her work focuses on human connection at work, workplace relationships, employee engagement, and team culture — giving leaders practical tools to build trust and perform better together. Her signature keynote, Fine Is a Four-Letter Word, has been delivered to Fortune 500 companies and industry conferences worldwide. Member of Marshall Goldsmith’s 100 Coaches. She’s a regular contributor to Fast Company.
Let's Connect
