I’ve worked with a lot of capable people. Smart, skilled, experienced, and more than able to do the job. And yet, many of them still struggled to perform consistently.

Over time, I’ve come to believe that most people are not held back by a lack of ability. They are held back by a lack of engagement and confidence. Some research even suggests that a large portion of performance gaps are driven more by motivation and confidence than by skill alone.

This shifts the leadership conversation in a powerful way.

Competence Isn’t the Real Divide, Confidence Is

Too often, leaders focus on skills: what people can or can’t do. But what if the real barrier to performance isn’t can they? but will they? or do they feel confident enough to even try?

This is where Situational Leadership offers a helpful lens. The model shows that individuals move through stages (from unsure and unmotivated to confident and capable) and each stage calls for something different from the leader. Often, people aren’t stuck because they don’t know what to do. They’re stuck because they’re not emotionally ready to do it.

That’s a leadership insight worth leaning into.

What People Really Need from Leaders

When someone seems disengaged or hesitant, reminders about deadlines or tasks rarely make a lasting difference. What they need, at the core, is human affirmation and connection.

Here are the truths that inspire action:

➡️ You are valued here.
People need to know that their contributions matter and that they are seen as a meaningful part of the team, not just a cog in a machine.

➡️ Your work matters.
Leaders have the opportunity and responsibility to connect the dots between daily effort and impact. When people see how what they do makes a difference, motivation rises.

➡️ You are capable.
Confidence is contagious when it comes from someone who believes in you. A leader’s trust isn’t just a nicety: it’s fuel for performance.

Leadership Isn’t Just Managing Tasks

It’s easy for a manager to say, “I’m here to get results, not to babysit motivation,” and to a certain extent that’s true. But leadership isn’t just about systems, it’s about people. People aren’t controlled, they’re influenced. And influence happens when people feel understood, supported, and connected to the work and to the leader guiding them.

That’s where tools like Compassionate Accountability® (balancing drive for results with relationship intelligence) and Process Communication Model (PCM) (understanding individuals’ communication and motivational needs) become game changers in leadership development. These frameworks help leaders do exactly what this insight calls for: meet people where they are and help them rise.

The Heart of Leadership

In the end, leadership is more than strategy and execution. It’s about confidence, connection, and creating environments where people feel both capable and committed. Great leaders don’t just assign tasks, they spark belief.

If you want to grow engagement, confidence, and performance more deeply in your team, start with this shift: don’t just help people do their jobs, help them believe they can succeed at them.

Want to learn more about how to help the leaders in your organization engage more and become more confident? I’d love to chat! Reach out here.