Every organization has leaders who shine from day one, and others who need a bit more support to thrive. More often than not, a struggling leader isn’t a lost cause; they’re someone with capability who hasn’t yet had the right guidance, tools, or perspective to fully tap into it. As HR and business leaders, there are many leadership development options available to help them grow into the leaders your organization needs.
Below are six practical steps to consider when you have a leader who isn’t meeting the mark.
1. Clarify Expectations Early and Often
Sometimes underperformance is rooted in misalignment, not lack of ability. Leaders may not fully understand what success looks like in their role or how their work connects to broader organizational goals. Clear, consistent communication around expectations, priorities, and measures of success provides a solid foundation for improvement.
2. Provide Targeted Training
Skill gaps are normal. Whether it’s conflict resolution, strategic thinking, or communication, targeted training can help leaders close those gaps. Workshops and courses are helpful when the challenge is technical or knowledge-based. But remember: training alone often isn’t enough when the issue runs deeper into behavior, confidence, or mindset.
3. Pair Them with a Mentor
Mentorship provides a safe space for developing leaders to ask questions and observe how seasoned leaders approach challenges. A mentor can share hard-earned wisdom, model behaviors, and serve as a sounding board. While not a replacement for more structured development, mentoring helps leaders feel less isolated and more supported as they grow.
4. Revisit Workload and Role Fit
Sometimes leaders struggle because the role is either too much or not enough. A mismatch between responsibilities and strengths can drain energy and motivation. Reviewing workload, clarifying decision-making authority, or making small role adjustments can be surprisingly effective in helping a leader regain traction.
5. Offer Leadership Development Coaching
This is where leadership development coaching or leadership performance coaching makes a transformative difference. Unlike training or mentorship, coaching is tailored to the individual leader’s unique challenges. It helps them identify blind spots, build new skills, and get out of their own way so they can lead with valuable impact.
As a coach, I work alongside leaders to uncover what’s holding them back, whether it’s self-doubt, ineffective habits, or fear of making mistakes, and help them step into their role with confidence and clarity. Struggling leaders aren’t broken. They often just need an external partner who specializes in helping them grow.
6. Create a Culture of Feedback and Accountability
Even the best interventions will fall flat without an environment that supports growth. Leaders need regular, constructive feedback paired with accountability structures. A culture that values both support and responsibility signals that struggling leaders are not left to figure it out alone, but are also expected to take ownership of their development.
Final Thoughts
Struggling leaders don’t have to stay stuck. With the right support, they can shift from holding back the team to becoming one of its strongest assets. Sometimes that support comes from clearer expectations or training. Other times, it requires an experienced leadership development coach who can walk alongside them and help them lead with courage, authenticity, and resilience.
If you have a leader in your organization who is struggling to reach their potential, I’d love to partner with you. My coaching is designed to help leaders break through barriers, grow into their roles, and make meaningful contributions to their teams and organizations. Let’s talk about how leadership development coaching can give your leaders, and your business, the results you need.