As leaders, we often find ourselves frustrated with team performance. It’s easy to assume the issue lies with the team member—believing they’re incapable or unmotivated. But to address performance problems effectively, we must first look inward, evaluate the situation objectively, and identify the root cause. Is the challenge rooted in a knowledge gap, a skill gap, or a culture gap?]
1. The Knowledge or Skill Gap
Sometimes the problem isn’t your team member’s ability to succeed; it’s the lack of training or a mismatch in qualifications from the start.
• Knowledge Gap: Does the team member lack information or context to perform their role well? If so, the solution lies in improving onboarding processes, providing resources, and offering clear guidance.
• Skill Gap: Did you assign tasks that require competencies the person simply doesn’t have? It’s crucial to set team members up for success by aligning their roles with their abilities and filling skill gaps through coaching or upskilling initiatives.
In either case, leadership must take responsibility. Were expectations clear? Were workflows well-defined? Have you provided the necessary tools and resources?
2. The Culture Gap
When team members exhibit disengagement, lack initiative, or fail to problem-solve, you may be dealing with a culture gap rather than a capability issue.
• A culture gap is more about attitude than aptitude. The individual might lack enthusiasm, drive, or alignment with the team’s core values.
• If this arises, it’s an opportunity to restate your team’s mission, values, and expectations. Are you reinforcing a culture of ownership, enthusiasm, and accountability?
• Sometimes, even after these efforts, the fit just isn’t right. In such cases, removing someone who doesn’t align culturally may be necessary for the team’s long-term success.
3. Optimizing Performance: Reality Check on Expectations
Another leadership blindspot occurs when we expect perfection. Remember this rule of thumb:
The average hire will likely operate at 70-80% of your own performance—but that’s still a win.
Here’s why:
If your time is worth $50 per hour, it’s inefficient to spend it on tasks someone else can complete at 70% for $10 an hour. Perfection is costly; smart delegation is about creating value through time leverage.
4. Diagnose Before You Act
Before deciding what steps to take, assess which gap you’re dealing with:
• Knowledge Gap: Invest in better training and resources.
• Skill Gap: Reevaluate hiring processes to ensure qualifications match the job’s demands.
• Culture Gap: Reinforce values, lead by example, and be willing to make tough decisions when fit is lacking.
Final Thought
Leadership is about understanding your team’s needs and limitations while holding yourself accountable for their success. By identifying whether the problem lies in knowledge, skills, or culture—and acting accordingly—you’ll create a stronger, more aligned team while freeing yourself to focus on higher-value work.
Great teams aren’t born—they’re built through clarity, training, and a shared vision.
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