How to evaluate this most influential leader? Looking uniquely from an executive coaching perspective the following picture emerges: Julius Caesar’s success as a leader resulted from his ability to develop his talents into effective leadership behaviours. Where he was less effective, he managed to compensate by leveraging his strengths—although at a certain point, this strategy ultimately failed him. For irrespective of Caesar’s achievements and legacy, his career did not end well. That is because he failed to develop the one behaviour (Emotional Intelligence) that, once having reached the very top, really mattered. Rather, he continued to employ the approach that had served him well thus far: using strengths to compensate for weaknesses or changing the context to fit his strengths. Yet this very success may have made him over-confident and less open to feedback. Combined with his impatience for results, Caesar overused certain strengths, and to his detriment. More effective use of feedback could have warned him of this danger and prevented him from getting stabbed in the back.