Mid-level faculty leaders need coaches to help them cope with rapid change in higher education. Too often they are unprepared to deal with the many challenges that confront them in leadership jobs. To respond, faculty developers, deans, and other senior leaders need to get creative. Institutions can leverage existing resources or affordably develop new ones that can help close this "coaching gap." This article lists four promising approaches to expand coaching services and provides examples of successful programs. The author concludes that senior leaders should make the relatively small investments needed to produce significant gains in coaching availability and leadership effectiveness.