Ask an Executive Coach: What Do I Do When Someone is Coasting?

Ask an Executive Coach

Dear Monica,

I have a direct report who’s technically strong and gets the job done, but they don’t show much drive for anything beyond the basics. They’re not failing, but they’re also not growing. I don’t want to push them unfairly, but it’s frustrating to see them settle for the status quo. What do I do when someone is ok with coasting?

Dear Leader,

Ah yes, coasting. Not crashing, not thriving. Just being very … average.
Here’s the truth a lot of leaders can’t understand: Not every team member dreams of the next big role. I know, shocking! And not everyone is as ambitious as you once were or still are. I know, you’re like WHAT? WHY NOT?!?!

But as foreign as these mindsets seem to you, as a leader, you’re right to address it when someone is capable of more. To see someone choosing comfort over contribution can be frustrating. Especially in fast-moving environments or on teams where engagement and initiative impact culture, it’s important to explore what’s happening.

Here are a few options of how to lead when facing a coasting mindset:

1. Get curious before you get critical.

   It’s easy to assume someone’s lost their spark, but assumptions are shortcuts that rarely lead anywhere good. If you’re frustrated by a lack of drive, start with curiosity. You may discover they’ve never been asked to name what growth even looks like for them, or they’ve been burned by leadership that didn’t know how to support it.

   Try this:
   “Can I ask, what does growth look like to you right now? Are there parts of the work that feel energizing or challenging lately?”

   Remember, you’re not interrogating, you’re inviting more discussion. And that alone can create discoveries.

2. Name the plateau.

   Sometimes people don’t realize they’re stuck. Sometimes they do, and they’ve decided it’s safer to stay there. Either way, part of your job as a leader is to help people see what’s possible beyond their current role, even if they’re not actively reaching for it.

   Say this:
   “You’re strong in your current role. But I wonder — do you ever think about what’s next for you? Not necessarily a new title, but something that stretches you or builds your influence?”

   That question plants a seed. Seeds need time to grow. But, remember, it won’t grow at all if it’s never planted.

3. Redefine growth beyond the promotion path.

   Not everyone wants to climb. That doesn’t mean they’re out of the growth game. But if you stop the conversation at, “I’m not looking to move up,” you miss the chance to talk about expanding—in skill, presence, or impact.

   Try this:
   “If upward isn’t what you want, what would broadening look like? Would you be open to mentoring someone, leading a project, or influencing in a new space?”

   When people understand that growth doesn’t mean becoming someone else, it just means becoming more of themselves, they tend to lean in and listen.

One more thing

Helping someone move from coasting to engaged isn’t about pushing, it’s about partnering. That’s where structure helps. Frameworks like CLEAR and programs like our Modern Leadership Lab give leaders a shared language for expectations, development, and growth.

Because sometimes, the right mindset, knowledge, and skills are what turns, “I’m fine where I am” into, “I didn’t realize I could go further.”

Connect with us to learn more.