Hidden performance gaps–Let’s talk about them! You’re doing the work. Showing up. Hitting deadlines. Managing your team. 

But something still feels off—and you can’t quite put your finger on it. 

That feeling? That “Why am I still not where I want to be” frustration? 

It’s not about you hustling more. It’s about a hidden performance gap that’s quietly blocking your growth, visibility, or impact as a leader. 

Let’s name it, shall we? 

These are the seven most common performance gaps I see in high-performing leaders. There are not “you’re doing it wrong” gaps. They’re “you’ve outgrown your current way of leading” gaps. 

If you’re ready to step into a different version of your leadership, it starts with knowing what’s in the way. 

Seven Leadership Performance Gaps 

1. The Visibility Gap 

What it looks like: 
You’re delivering results, but you’re not top of mind. People know you’re solid but they don’t see you as strategic. 

You might be here if: 

• You get thanked but not tapped for bigger opportunities. 

• You rarely hear your name mentioned in leadership rooms. 

• You keep getting told, “We didn’t know you were interested.” 

How to close it: 

• Speak about your impact in business terms, not task lists. 

• Share your wins intentionally—not humbly, but strategically. 

• Build relationships with decision-makers, not just teammates. 

Real talk: Great work doesn’t speak for itself. You have to speak for it. 

2. The Capacity Gap 

What it looks like: 
You’re doing too much, reacting all day, and constantly running on fumes. 

You might be here if: 

• Your calendar controls you—not the other way around. 

• You rarely have time to think, plan, or develop your team—let alone yourself. 

• You’re exhausted but can’t slow down. 

How to close it: 

• Audit your time weekly and protect your “Strategy time.” 

• Delegate with clarity and stop saying yes to things by default. 

• Build rhythms that serve your goals, not just your inbox. 

Real talk: Burnout isn’t a badge of honor. It’s a huge red flag. 

3. The Trust Gap 

What it looks like: 
Your team’s polite, maybe even friendly—but not fully bought in. 

You might be here if: 

• Your team waits for your sign-off, even on small stuff. 

• You sense hesitation or silence during hard conversations. 

• You keep rechecking the work you already approved. 

How to close it: 

• Be consistent in your follow-through. 

• Open space for honest feedback and act on it. 

• Communicate the why behind decisions, not just the what. 

Real talk: Trust isn’t earned by title, it’s earned by behavior. 

4. The Control Gap 

What it looks like: 
You want to empower your team, but you can’t seem to stop doing it all yourself. 

You might be here if: 

• You rewrite everything. 

• You feel guilty stepping away. 

• Everything stalls unless you’re involved. 

How to close it: 

• Delegate with expectations and boundaries. 

• Coach your team through failure—not around it. 

• Build safety and structure so your team can thrive without you. 

Real talk: Leadership isn’t about being essential to everything. It’s about building systems that run without you. 

5. The Alignment Gap 

What it looks like: 
You’re busy but not fulfilled. You’re getting things done, but they don’t feel connected to who you are or what you want. 

You might be here if: 

• You’ve outgrown your role, but don’t know what’s next. 

• You feel successful and stuck. 

• Your work and your values feel out of sync. 

How to close it: 

• Define what your next level actually looks like. 

• Realign your goals with what energizes you—not just what you’re good at. 

• Make small, consistent shifts toward what matters most. 

Real talk: Hustle without alignment leads to burnout with a shiny résumé. 

6. The Results Mismatch Gap 

What it looks like: 
You’re doing all the things, but the visibility, promotions, and recognition don’t match your effort. 

You might be here if: 

• You feel undervalued or overlooked despite delivering. 

• You’re told “You’re great,” but not offered advancement. 

• You’re doing your job—and everyone else’s. 

How to close it: 

• Shift from effort to impact in how you communicate. 

• Connect your contributions to business outcomes. 

• Position yourself as a leader, not just a helper. 

Real talk: People don’t promote who helps the most. They promote who leads the best. 

7. The Decision Empowerment Gap 

What it looks like: 
You’re the go-to for every decision—no matter how small. You’re stuck in approvals, exhausted from answering every question. 

You might be here if: 

• You’re the bottleneck in your own team. 

• Your team depends on you for basic calls. 

• You feel more like a firefighter than a leader. 

How to close it: 

• Clarify what your team can own—and then let them own it. 

• Ask “What do you recommend?” before offering solutions. 

• Celebrate initiative, even if it’s not perfect. 

Real talk: You don’t scale leadership by making every decision yourself. 

 

🎯 Ready to Close the Gap? 

If one (or more) of these hit a little too close to home…Welcome to the world of an evolving leader. 

Performance gaps don’t mean you’re failing—they mean it’s time to lead differently. 

Want help identifying which performance gap is holding you back? 

➡️ Take the Leadership Gap Quiz 
It’s quick, eye-opening, and gives you specific strategies to close any performance gaps and lead with more confidence, clarity, and impact. 

Because once you close the gap, you unlock your next level.