3 Critical Skills Leaders Lack—and How Companies Can Bridge the Gap

From emerging technology to hybrid and remote working models, to an increased focus on the employee experience, today’s leaders face an increasingly complex job. They must be equipped to navigate uncertainty, adapt to new challenges, and connect with and inspire a multigenerational workforce.

As they seek to upskill and hone their existing skill set, they need to know where to focus their efforts.

The recent TalentLMS leadership development survey pinpoints where today’s leaders are lacking. Only 8 percent of managers surveyed say their company’s leadership development initiatives measure up.

They further reveal which skills leaders in their organizations need to build. The top three?

1. Embracing feedback (45 percent)

2. Leading by example (42 percent)

3. Demonstrating self-awareness and empathy (40 percent)

These skills are central to inspiring confidence and creating a thriving, inclusive workplace.

Understanding why these skills matter—and why leaders are suffering in these areas—will help you bridge the gaps.

1. Embracing Feedback

Feedback gives leaders a deeper understanding of their strengths, weaknesses, and potential blind spots. It provides valuable insights, helping leaders make more informed and effective decisions. Actively seeking and considering constructive criticism also fosters trust. It builds stronger relationships with team members, peers, and superiors.

Unfortunately, many executives, especially new leaders, struggle to embrace feedback for several reasons, including:

• Fear of criticism

• Worries about appearing vulnerable

• Lack of emotional intelligence (the ability to understand, manage, and express emotions)

The way feedback is delivered can also create resistance. Ineffective feedback tools or a culture that doesn’t support open communication can make feedback feel like a personal attack.

How you can bridge the gap: Lower your leadership’s defense by encouraging a feedback culture. Offer targeted training through learning management systems, especially for new managers. Learning skills for active listening, empathy, and offering constructive criticism will normalize open conversations around feedback.

Create safe spaces for open communication. Encourage healthy and productive feedback through 360-degree feedback surveys or regular performance reviews.

2. Leading by Example

When employees see the people in charge working hard and demonstrating commitment, they are more likely to model those behaviors.

Further, leaders who lead by example build a strong reputation for themselves and their organizations.

What keeps leaders from modeling a company’s values or ideal behaviors? They may not be informed of or aligned with initiatives or values the company wants to promote. Lack of accountability from their own managers can also lead to inconsistent behavior.

How you can bridge the gap: Ensure managers and executives model the behaviors they want to see in their teams by making expectations clear. Prepare them to “walk the talk” through leadership development programs that educate them on company values and procedures.

Make it personal with mentorship. Pair leaders with more seasoned colleagues who can model the right behaviors and offer individualized coaching.

A little recognition also goes a long way. Publicly acknowledge and reward leaders who demonstrate exemplary behavior.

3. Demonstrating Self-Awareness and Empathy

Self-awareness helps leaders understand their own communication style and tailor their message to their audience. It allows them to identify and mitigate cognitive biases that can cloud judgment. Empathy helps them make emotional connections with others, building stronger relationships.

Many leaders struggle to be aware of their own impact on their teams or to show empathy due to busy schedules, lack of emotional intelligence training, or stress from the pressure to reach company goals.

How you can bridge the gap: Make self-awareness and empathy a priority in your leadership learning and development strategy. Offer workshops on topics like emotional intelligence, communication skills, and conflict resolution.

Encourage self-reflection through regular one-on-one meetings with leaders to discuss their strengths or areas for growth.

Use tools like the Myers-Briggs Type Indicator (MBTI) or StrengthsFinder to help managers understand their personality traits and how they impact their leadership style.

Nurturing Leaders Drives Organizational Growth

Leaders who embrace feedback, lead by example, and demonstrate self-awareness and empathy inspire and encourage their team members. But their influence doesn’t end there.

Supporting your leaders through training and development creates a ripple effect, improving the overall culture, performance, and long-term success of your organization.

Employees who feel valued and motivated are more engaged and productive. They’re also more satisfied with their jobs, which means less turnover.

Self-aware leaders make informed decisions based on data and feedback. Better strategic planning and execution mean your organization is prepared to meet the challenges of a changing workplace.

By equipping your leaders with the skills to navigate challenges and inspire their teams, you’re directly shaping a workplace that’s adaptable, innovative, and built for sustainable success.