How do you deal with the talented manager whose perfectionism paralyzes his or her direct reports? Or the high-performing expert who disdains teamwork under any circumstances? What about the sensitive manager who avoids confrontation of any kind? Do you ignore the problems? Get rid of the managers? Or do you coach them? Coaching requires understanding someone’s problem behavior in context, deciding whether the problem can be remedied, and encouraging the person to adapt. Coaching—helping to change the behaviors that threaten to derail a valued manager—is often the best way to help that manager succeed.