Why Career Coaching is Essential for Mid-to-Senior Talent

How many hidden leavers are in your organisation? 

 

In today’s tough job market, holding on to mid-to-senior talent has never been trickier. That’s why career coaching for mid-to-senior talent is becoming a must-have: it gives your experienced people the support and clarity they need to stay engaged and move forward with confidence.

I can’t remember the first time I heard the phrase “war for talent”. 

It was certainly decades, not years, ago. And even though we are living in times of unprecedented change and uncertainty where the whole employment landscape is undergoing a huge transformation, that particular “war” still seems to be with us.

I’ve read many reports recently that say that between 20% to 25% of UK workers are actively thinking of leaving their current employer. (The Worker’s Union, 2024)

Why is that? 

According to Culture Amp’s latest research, it’s what happens when leadership and management development don’t quite hit the mark – especially for experienced professionals and senior managers. 

When both leadership and management are rated highly, employee commitment to stay is 94%. If there is a good manager but poor leadership, commitment drops to 35%. With both poor leadership and poor management, commitment plummets to just 19%. (Culture Amp, 2024)

Employees do not feel they and their employer are on the same track.

Chiumento’s own Exit Interview data shows the same trend. 

The biggest single factor that influences leavers’ decisions is “Direction”. (Something our Executive Chairman, Ian Gooden, also write about in “Streamlining Career Coaching: Occam’s Razor for HR Success“.)

This is where we ask whether the career path you offer matches the aspirations of the individual.

There are other factors that play a part, especially “Culture” but, overwhelmingly, our data shows that employees are voting with their feet if they feel their employer is unable to provide the career destination they are looking for.

 

The Overlooked Middle

 

Most organisations do a great job with graduate and entry level development programmes. There’s plenty of investment at the top, too: executive coaching for senior leaders is almost a given. (We’ve written before about how to retain executive talent during change.)

But what about the experienced professionals in the middle? 

The specialists, the senior managers who keep things running but don’t always make a fuss? 

Too often, they’re the ones who leave without fanfare and by the time they’re gone, it’s too late for a conversation.

You’ll know the cost of losing good people. 

Taking a proactive and contemporary approach to retaining mid-level talent through personalised coaching programmes for experienced professionals can mitigate that cost and keep your best people on board.

 

The Hidden Crossroads

 

At some point, every professional hits a crossroads. Maybe they want to grow where they are. Maybe they’re quietly looking elsewhere. 

They could have been over promoted and are now out of their depth. We see this a lot. Rising stars who suddenly reach a role too far. Or maybe they’re just feeling stuck and can’t quite put their finger on why.

I seem to be having more conversations with People Leaders about how to unlock some of these very real talent issues.

I also remember a conversation with a Senior Manager from a global tech company who went through one of our career coaching programmes for mid-level talent. She told me,

“The 1-2-1 approach, lack of judgement and willingness to help was amazing. My coach was lovely to chat to but, more importantly very really professional and experienced. She helped me get much more clarity about where I am heading and what |I need to do to get there.” 

And that is what our Career Navigator service is all about. 

 

Why is Career Coaching Essential for Mid-to-Senior Talent?

 

Career Coaching gives people the space to reflect, plan and take action before they reach the point of no return. It helps them rediscover what motivates them, clarify what they want and build the confidence to move forward – whatever that looks like.

I think there are five reasons to invest in career coaching for your top talent.

• You don’t know who’s at risk
  High performers don’t always shout about their frustrations. Coaching gives them a safe, impartial space to talk things through before they hand in their notice.

• You’re losing potential, not just people
  That specialist who could lead a function? The senior manager ready for a strategic shift? Without support, they plateau or, worse, assume their only option is to leave.

• Generic programmes aren’t enough
  Off-the-shelf training doesn’t cut it for seasoned professionals. They need personalised guidance, not just another e-learning module.

• Support signals you care
  Offering career coaching programmes shows you value people – not just for what they do now, but for who they could become.

• It builds culture
  Embedding career coaching into key career moments builds trust in your HR and L&D teams. It creates a culture where development is continuous, not just a reaction to problems. 

This isn’t about keeping people at all costs. 

It’s about giving them clarity, and letting the organisation benefit from whatever comes next. If career coaching helps someone stay, it’s because they want to – and they’ll be more committed to it. 

If it helps them transition out of the company, the process is smoother, with less disruption and a better handover. 

Either way, you’ve supported the individual, protected the team, and enhanced your HR and L&D reputation.

 

Final Thoughts

 

Not everyone needs career coaching. 

But for those at a crossroads, it can be a real game changer. Offer career coaching early (proactively, not reactively) and you’ll move from firefighting to future-shaping. 

And that’s a win for everyone.

Get in Touch With Us to learn more about our Career Navigator programme for mid-level talent today. 

 

Professional Coaching FAQs

 

What are the benefits of career coaching for mid-level talent?

Career coaching for senior and mid-level managers and experienced professionals delivers tangible results. It helps individuals clarify their strengths, career goals, and development opportunities, leading to greater self-awareness and confidence. 

For organisations, this means more engaged, motivated, and high-performing talent in the roles that matter most.

 

How does coaching improve retention and engagement?

Career coaching is a proven way to boost both retention and engagement, especially for mid-level talent. Career coaching gives people the support and space to tackle challenges, develop new skills, and see how their work connects to the bigger picture. When employees feel their growth is valued and supported, their commitment and engagement soar—directly benefiting your culture and bottom line.

 

What are the costs of losing mid-level employees?

Losing senior managers, mid-level managers and specialists is costly—far beyond recruitment fees. You lose institutional knowledge, disrupt team dynamics, and often see a dip in morale and productivity. The hidden costs include time spent onboarding replacements, the loss of potential future leaders, and the impact on client relationships. Studies show that organisations with strong coaching cultures not only retain more talent but also outperform their peers financially: organisations with strong coaching cultures report a median return of seven times the initial investment. (ICF, 2024)

 

How can organisations proactively support experienced professionals?

Proactive support starts with recognising that mid-level talent needs personalised development, not just generic training. Offer personalised career coaching programmes, schedule regular check-ins, and create clear pathways for growth and progression. Encourage open conversations about career aspirations and provide access to resources, mentoring, and leadership development opportunities. By investing in coaching and ongoing support, you show experienced professionals that they’re valued—and you’re far more likely to keep them engaged, productive, and committed for the long haul.