Stop Coaching Your Top Performers

Have you ever watched a coach during practice? They don’t spend most of their time with the star player perfecting an already impressive jump shot. Instead, they’re working with the player who’s struggling with basic fundamentals—because they know that’s where the biggest gains happen.

As leaders, we often do the opposite. We naturally gravitate toward our highest performers, investing our development time in pushing our 8s and 9s toward perfection. It feels logical—work with your best people to make them even better. But here’s the truth: this approach yields diminishing returns while overlooking your biggest opportunity for impact.

Your struggling team members—your level 2 players—represent your greatest potential for transformation.

The Mathematics of Impact

Consider this: when you take someone operating at a skill level of 2 and help them reach a 4, you’ve doubled their effectiveness. That’s a 100% improvement in performance. Meanwhile, moving your star performer from an 8 to a 9 requires significantly more investment for just a 12% improvement.

The math is compelling, but the real-world impact goes beyond numbers. That level 2 player who becomes a level 4 contributor transforms from someone the team works around to someone who actively contributes. They shift from being a bottleneck to being a building block.

I’ve seen teams where one struggling member required constant support from others, creating a ripple effect that slowed everyone down. After focused coaching, that same person became self-sufficient and began contributing meaningfully—freeing up the entire team to operate more effectively.

Focus Your Energy Where It Counts

Your high performers deserve recognition, opportunities, and continued growth. Here’s what I’ve learned throughout my career: your stars will likely excel regardless. They’re self-motivated, they seek out learning opportunities, and they often improve simply by doing the work.

Your level 2 players need you more. They represent untapped potential that can dramatically shift your team’s overall performance. When you invest your coaching energy here, you strengthen your entire foundation.

Think of it like building a structure. Strengthening that foundation creates stability that supports everything else.

The Ripple Effect of Growth

I recently worked with a team where one member consistently missed deadlines and delivered incomplete work. The manager’s instinct was to focus coaching time on the high performers to compensate. Instead, we invested that same energy in understanding why this team member was struggling and provided targeted support.

The transformation was remarkable. Their performance improved dramatically, and team morale improved as well. The other team members gained relief from carrying extra weight, while the struggling member gained confidence that translated into better collaboration.

Here’s what surprised everyone: as this person’s skills developed, they brought fresh perspectives that others had missed. Someone who has struggled with a challenge can offer insights that experienced performers might overlook.

Building Resilience Through Inclusive Growth

By focusing on your level 2 players, you create something powerful—a more resilient team where everyone contributes meaningfully. You eliminate single points of failure and build bench strength. When your foundation is solid, your entire team can handle bigger challenges and adapt more quickly to change.

This approach also creates a culture of growth and support. Team members see that you invest in everyone’s development, including those who need it most. This builds trust and loyalty while demonstrating that you value each person’s potential.

The Path Forward

Start by identifying your level 2 players—those who represent your greatest opportunity. What specific skills or knowledge gaps are holding them back? What support do they need to move from struggling to contributing?

Dedicate time to understanding their challenges. Often, what looks like poor performance is actually a skill gap, unclear expectations, or a mismatch between their strengths and their responsibilities. Address these foundational issues, and you’ll often see rapid improvement.

Your high performers will continue to excel—they always do. Your level 2 players represent your greatest opportunity to transform team performance through focused investment.

Which approach creates more value for your team—making your best performer 12% better, or doubling the effectiveness of your struggling team member? The answer might reshape how you think about leadership development.