Great Coaches Create a Huge ROI

When people hear the term return on investment (ROI), they usually think about financial metrics of revenue growth, margins, or productivity gains. But one of the most overlooked drivers of ROI in business and in life is great coaching.

Recently I reflected on this while thinking about the coaching I receive on the tennis court. Like many business leaders, I spend a lot of time coaching others, helping executives and teams improve performance, communication, and leadership. But stepping into the role of coachee provides a powerful reminder of what effective coaching really looks like. Lessons from the court translate surprisingly well to the workplace.

Great Coaches Understand Why People Show Up

One of the most insightful things my tennis coach shared is that people come for very different reasons.

Some want a great workout.
Some want their day to be better when they leave.
Some want to meet people and find community.
Some genuinely want to improve their tennis.

The best coaches recognize this and adapt. They observe, ask questions, and adjust their approach so each person gets what they need.  Employees don’t all show up motivated by the same things. Some are driven by achievement, others by belonging, learning, recognition, or stability. Leaders who assume everyone is motivated the same way often miss the opportunity to unlock real performance.

Understanding why people show up is the beginning of effective leadership.

Coaching Is Often About the Person, Not Technique

Interestingly, my coach once described one of the most influential coaches he ever had. The man was older, deeply knowledgeable, and had even written books about the sport.

But here’s the surprising part.

My coach said he never even saw him hit a tennis ball.

What made him great wasn’t flashy demonstration or personal performance. It was his ability to guide, encourage, and develop others. He invested time and energy in players who cared about improving.

And the impact lasted.

Years later, seeing former students grow and hearing them talk fondly about their experience was the real evidence that something had been done right.

In business, the same principle applies. The best leaders aren’t always the most technically brilliant people in the room. They’re the ones who develop the next generation.

That’s the real ROI of coaching.

Authenticity Matters More Than Style

Every coach has a style.

Some are intense, loud, and demanding.
Others are calm and encouraging.
Some are deeply technical and analytical.

My coach uses humor, sarcasm, and good-natured teasing. He’ll be the first to admit that sarcasm isn’t always recommended, but it’s part of who he is.

And that’s an important point.

Great coaches show up as themselves.

Trying to imitate someone else’s style rarely works. What matters most is authenticity. When coaches are genuine, people trust them. When people trust them, they listen. When they listen, they improve.

This applies directly to leadership.

You don’t have to be the loudest voice in the room to be effective. In fact, different people respond to different styles. The key is knowing who you are and coaching in a way that aligns with your strengths.

Avoid Putting People in Boxes

One of the challenges every coach faces is the temptation to categorize people.

Older players might be assumed to move slowly.
Analytical players might want detailed technical instruction.
Beginners might be expected to struggle.

But those assumptions can be limiting.

Sometimes the coach miscalculates. Sometimes people say they want one thing but are seeking another. And sometimes what they want changes over time.

The best coaches stay curious. They keep adjusting.

Great leaders do the same thing. They avoid labeling employees too quickly and instead allow people to grow, surprise them, and evolve.

The Best Coaching Relationships Are Two-Way

Another key insight from the court is that coachability exists on a spectrum.

Some people aren’t coachable at all. They have all the answers, make excuses, and resist feedback.

Others are too passive. They immediately try every suggestion without thinking, rather than developing their own judgment.

The healthiest coaching relationships fall in the middle.

The coach offers ideas.
The player experiments and reflects.
Together they discuss what worked and what didn’t.

It becomes a conversation.

The same dynamic drives effective leadership in organizations. Coaching works best when it’s collaborative rather than directive.

Sometimes the Best Lesson Is Mental

In the end, the most valuable coaching advice isn’t always technical.

The single most powerful piece of wisdom my coach offered was this:

Be willing to try new approaches.
Go for it.
Learn from the results.
And then let it go.

Stay present.

What happened before matters only if you learn from it. After that, move forward.

That mindset isn’t just useful in tennis. It’s essential in leadership, business, and life.

The Real ROI of Coaching

Great coaching creates a huge return on investment because it multiplies human potential.

It improves performance.
It builds confidence.
It creates community.
It develops future leaders.

And perhaps most importantly, it makes the experience worthwhile, so people keep showing up, learning, and growing.

Whether on the tennis court or in the workplace, that’s where the real value lies.

Based on Amy’s experience with Hall of Fame tennis pro, Craig Sandvig  https://stltennishall.org/craig-sandvig/

If you are ready to take your leadership, team, or organization to the next level, coaching can be a powerful next step. Our coaching packages are designed to provide personalized support, practical strategies, and real accountability to help you move forward with clarity and confidence. If you are interested in learning more about coaching options with The Quality Coach®, we would love to connect and explore what might be the best fit for you and your goals. Reach out to start the conversation here!