Are your leadership gaps hurting performance? Here’s how to fix them

If you point me to a problem in a company’s culture, 9 times out of 10, it points back to leadership.

• High turnover because employees don’t see a clear path for growth or feel undervalued by their managers.
• Confusion and disengagement because leaders aren’t setting clear expectations or communicating priorities effectively.
• Teams operate in silos because leaders don’t encourage cross-functional collaboration and shared accountability.

A company can hire great talent, set big goals, and push for results, but if leadership is misaligned at any level, performance suffers.

The No. 1 solution here is to make sure every employee in every role is strengthening core leadership skills. However, most employees never get the leadership training they need to reach their full potential.

We see it all the time: Top performers are promoted because they’re great at their jobs, not because they know how to lead people.

When leadership training is only reserved for executives and senior leaders, the company is left with teams that may be able to execute, but struggle with communication, problem solving, and managing up.

If senior leaders want a culture of high performance and accountability, leadership can’t be tied to a job title. It has to be built into how everyone works.

Here are four priorities companies should focus on this year to help close the leadership gaps in their culture.

1. Embed leadership training at every level

Leadership development shouldn’t start when someone gets a management title. It should start from day one. Companies that train employees to lead, regardless of their role, build teams that take initiative, solve problems, and think strategically.

Action items:

• Expand leadership training beyond managers. Offer leadership development to all employees, covering key skills like communication, problem-solving, decision-making, inclusivity, and managing up.
• Build coaching and mentoring programs. Pair employees with mentors or career coaches who can help them build leadership skills in real-world situations.
• Encourage leadership behaviors in daily work. Recognize the employees who take initiative, share innovative ideas, and promote collaboration within their team.

2. Shift focus from outcomes to people

So many companies push for high performance but ignore the people delivering it. When employees feel like their well-being and growth are secondary to business results, motivation and engagement will decline.

The most elite companies understand that success comes from investing in their people.

Action items:

• Make leadership about support, not just strategy. Train leaders to connect with their teams to understand their capacity, roadblocks, and ideas, rather than just focusing on output.
• Prioritize skill building. Offer learning and development opportunities that align with both the employees’ career goals and the skills they need to grow within the company.
• Create a culture of feedback. Make it a habit to facilitate open, honest conversations about workloads, opportunities for team improvements, and how leadership can be more supportive.

3. Establish clear accountability systems

A high-performing culture thrives on accountability, but many organizations lack the systems to track and reinforce it. Without clear expectations, employees struggle to see how their work contributes to success, and leaders fail to model the behaviors they expect from their teams.

Action items:

• Define what good leadership looks like at every level, even for employees without direct reports. Make it clear how they should communicate, take ownership, and support their teams.
• Track real leadership impact. Go beyond performance metrics in reviews. Use feedback, engagement scores, and team growth to measure how well leaders are developing their people.
• Reward leadership. Celebrate those who mentor, solve problems, and make their teams stronger.

4. Invest in proactive leadership development

Too many leaders operate in reaction mode, solving problems as they arise rather than shaping a culture that prevents them in the first place. Leadership development must be intentional, ongoing, and future-focused.

Companies that invest in leadership training before issues arise create a workforce that is prepared to handle challenges and stay adaptable.

Action items:

• Teach people to anticipate challenges. Train employees to spot potential roadblocks early, adjust strategies, and create a culture of problem-solving before issues escalate.
• Embed adaptability into daily work. Encourage teams to test new ideas, reflect on setbacks, and adjust quickly. Regularly review what’s working and what needs to change.
• Promote transparent internal communication. Make sure employees have regular access to clear, up-to-date information across the company. This allows them to stay informed, anticipate challenges, and make strategic decisions without being blindsided.

Ready to build your leadership development program?

If your company wants to create a more engaged and strategic workforce, developing key leadership skills must be a priority at every level.

Perfeqta provides virtual and in-person training sessions and retreats to help teams address leadership gaps, strengthen key skills, and navigate organizational shifts. Get in touch with our team to learn more.