The Best Coaches Aren’t Always Your Best Employees
You’ve got an incredible coach. They know the movements inside and out, can spot a technical flaw from across the room, and bring energy that makes 5 AM classes feel like a Saturday throwdown. But behind the scenes?
They miss team meetings. They don’t respond to messages. They resist feedback. They do just enough but never go beyond their coaching role to support the business.
Sound familiar?
Coaching Excellence ≠ Business Value
The fitness industry has been guilty of equating talent with reliability. We assume that because someone is a phenomenal coach, they must also be a great employee, teammate, or leader. But these are completely different skill sets.
Here’s the reality:
Your most technical coach might be the least engaged in gym culture.
Your biggest hype person might be unreliable outside the gym floor.
Your longest-tenured coach might be the biggest roadblock to change.
And yet, gym owners keep them around because they’re "too good" at coaching to let go.
But here’s the question: Would you rather have a ‘good enough’ coach who is 100% reliable, aligned with your vision, and invested in the gym… or an elite coach who is a liability everywhere else?
The 3 Traits That Matter More Than Coaching Skill
If you want a strong team, stop hiring just for coaching talent. Start looking for these three things instead:
1. Coachability (Yes, Even for Coaches)
🚩 Red flag: They act like they know everything already.
✅ Green flag: They ask for feedback and implement it.
The best coaches never think they’ve “arrived.” They’re students first. If someone resists feedback, gets defensive, or refuses to grow, their ceiling is already set. And worse? They’ll be a nightmare when you need to make business changes.
2. Buy-In to Your Vision
🚩 Red flag: They coach their classes, then leave without engaging.
✅ Green flag: They’re invested in the gym’s culture, members, and mission.
If they’re just showing up, running the hour, and bouncing, they aren’t helping you grow, they’re just collecting a paycheck. A great coach doesn’t just lead workouts; they build relationships, support events, and contribute to the community.
3. Reliability & Ownership
🚩 Red flag: They cancel last minute, miss deadlines, or don’t communicate.
✅ Green flag: You never have to chase them down, they take ownership.
You can teach coaching skills. You cannot teach someone to be responsible. If you constantly have to remind, follow up, or pick up slack, it doesn’t matter how great they are on the gym floor, they’re costing you energy, time, and trust.
What To Do If You Have a ‘Great Coach, Bad Employee’
1️⃣ Have the hard conversation. Don’t just accept poor professionalism because they’re good at their job. Address the gaps directly.
2️⃣ Set clear expectations. If you’ve let things slide in the past, that’s on you. Lay out non-negotiables moving forward.
3️⃣ If they don’t step up, cut them loose. The hardest truth? Sometimes, the best move for your business is letting go of the ‘rockstar’ who refuses to be a team player.
Bottom Line: Don’t Let Coaching Talent Blind You
If they can’t be counted on, if they don’t buy into the business, or if they’re resistant to growth—no matter how amazing they are at coaching, it’s only a matter of time before they cost you more than they contribute.
What’s your experience with a “great coach, bad employee”? Drop your lessons learned in the comments.
