The Leadership Gap

Everywhere you look, the conversation about leadership feels urgent. Organizations are investing billions in training, coaching, and development—and yet, the “leadership gap” persists. 

What is this gap? It’s the growing distance between what organizations need from leaders in today’s environment and what many leaders feel equipped to deliver. 

The Changing Context 

The demands on leaders today are unlike any we’ve faced before: 

• Constant change and uncertainty—shifting strategies, markets, and expectations. 

• Hybrid and distributed work—requiring new ways to build trust and alignment across distance. 

• Diverse, multi-generational teams—each bringing unique motivations and communication styles. 

• The human factor—burnout, disengagement, and the rising call for workplaces that support well-being, not just output. 

The gap emerges when leaders are promoted for technical expertise but lack the people-centered skills to navigate this complexity. 

Where the Gap Shows Up 

• Clarity vs. Certainty: Leaders often feel pressure to have all the answers when their real job is creating clarity, even when the path forward is uncertain. 

• Command vs. Connection: Traditional “command and control” models leave little room for empathy and trust, yet those are the very qualities people crave from managers today. 

• Short-Term vs. Sustainable Growth: Urgency for quick results can crowd out the practices—feedback, coaching, development—that build lasting performance. 

Closing the Gap 

Bridging the leadership gap doesn’t require superhuman leaders—it requires deliberate investment in the right skills and mindsets: 

• Emotional intelligence—understanding yourself and your impact on others. 

• Coaching and feedback—developing potential, not just correcting mistakes. 

• Change navigation—guiding teams through uncertainty with steadiness and trust. 

• Culture-building—recognizing that leadership is less about individual heroics and more about shaping the environment where others can thrive. 

Why It Matters 

Gallup’s research shows managers account for at least 70% of the variance in employee engagement. When managers lack the tools to lead well, organizations pay the price—in turnover, disengagement, and missed opportunities. But when the gap closes, the payoff is powerful: stronger performance, healthier cultures, and teams that feel connected to purpose. 

The leadership gap won’t close by itself. It requires organizations to prioritize manager development—not as a one-time course, but as an ongoing practice. It requires leaders at every level to embrace learning, reflection, and growth. 

Because the truth is, leadership isn’t a title. It’s a daily practice. And in this moment, closing the gap between what’s needed and what’s possible may be the single most important investment any organization can make. 

Where do you see the leadership gap in your organization—or in yourself? What’s one step you can take this month to close it? I have an idea...check out our course calendar here.

Let’s close that gap together, 

DeEtta