You know that moment when you step into a leadership meeting, glance around the room, and realize everyone has a different idea of success? Or what about when you begin to engage these same people and realize they explicitly believe the organization cannot thrive without them? It’s not just frustrating; it’s the silent killer of high-performing executive teams.
Every C-suite wants to believe they’re operating at peak performance, but our latest survey revealed some hard truths.
37% of leaders admit they struggle with change management, which means adaptability isn’t as strong as it should be.
30% aren’t managing their time efficiently, impacting productivity at the highest level.
35% acknowledge that delegation is weak, leading to unnecessary bottlenecks.
48% believe diversity and inclusion are lacking at the executive level.
It’s not that these leaders don’t care. Many just don’t realize how these gaps affect their ability to lead effectively.
So, what’s holding back executive teams from being the high-performing, visionary leaders they aspire to be?
The Leadership Gap: Where Executives Are Falling Short
Many executive teams think they have leadership figured out. After all, they didn’t land in these roles by accident. However, my survey uncovered a leadership blind spot.
78% of leaders agree that a distinctive C-suite creates a strong, high-performance culture, yet when asked about execution, the confidence drops.
Only 35% believe their leadership team effectively communicates a clear vision to employees.
And the biggest kicker? Delegation remains one of the most significant struggles.
That last one is particularly telling. Leaders who hold onto tasks, thinking they need to be involved in every decision, often end up overworked, ineffective, and unable to focus on authentic strategic leadership.
So what happens when executives don’t delegate?
- Their teams don’t develop the decision-making skills they need.
- Bottlenecks arise because everything has to go through one person.
- The C-suite becomes more about creating empires than driving transformation.
The solution is trusting your team and knowing when to step back. But that’s easier said than done.
Leadership challenges rarely exist in isolation. When delegation is weak, it’s often tied to poor communication. When adaptability falters, it usually signals a more profound resistance to change or fear of losing control. Our report discovered that many executive teams aren’t struggling because of a lack of effort but because of recurring blind spots that compound over time.
The following issues consistently came up across responses and interviews. While they might appear separate on the surface, they’re deeply interconnected, each one reinforcing the others in a cycle that limits leadership potential and organizational momentum.
Lack of a clear strategic vision
When executive teams aren’t fully aligned on what success looks like, it becomes nearly impossible to delegate confidently. Without a shared definition of “the goal,” leaders default to micromanaging or duplicating work. Clarity doesn’t just make planning easier, it enables trust, efficiency, and focused execution.
Resistance to change
Our data showed that 37% of leaders struggle with change management; that’s more than one in three. In today’s environment, where pivots are constant and disruption is the norm, hesitation at the top slows down the entire organization. Leaders need to model strategic agility, not just endurance.
Overloaded decision-making
Too often, executive teams fall into the trap of thinking they must sign off on everything. The result? Sluggish execution, lack of ownership down the chain, and senior leaders consumed by minutiae instead of strategy. The strongest C-suites empower others to decide and only step in where they add unique value.
Misalignment on diversity and inclusion
Nearly half of the respondents noted that their leadership teams lack diversity and inclusivity. This isn’t just a social issue; it’s a strategic one. Without varied lived experiences and perspectives, executive decision-making becomes narrow, repetitive, and disconnected from the people it’s meant to serve.
These aren’t isolated leadership challenges. They’re symptoms of a deeper issue: teams stuck in operational mode when they should be leading at the enterprise level. The good news? Once these patterns are visible, they can be addressed with intention, support, and commitment to doing things differently.
What High-Performing C-Suites Do Differently
When you strip everything else away, the pressure, the pace, the politics, what sets excellent executive teams apart isn’t just how well they manage the business. It’s how intentionally they shape the future.
They don’t just execute. They lead with clarity, humility, and boldness. And while no two organizations are the same, the patterns among high-performing C-suites are remarkably consistent.
Here’s what those teams are doing that others aren’t:
They delegate with purpose
They understand that holding onto every decision slows the entire system down. Instead of micromanaging, they create space for others to lead. This allows the executive team to focus on long-term strategy while building organizational capacity.
They embrace complexity
These leaders know there is no such thing as a perfect plan. They don’t wait for the stars to align. They move forward with what they know, adapt quickly when things shift, and resist the urge to oversimplify complex challenges.
They prioritize transparency
Communication isn’t something they do once a quarter. It’s woven into everything. With just 35% of executives in our survey saying their leadership team communicates company direction, it’s clear that silence isn’t golden. High-performing C-suites actively align the organization, from vision to execution, so that everyone knows what matters most.
They build diverse, well-rounded leadership teams
They don’t just talk about diversity. They build it into the DNA of their decision-making. By bringing various perspectives into the room, these leaders challenge assumptions, spark innovation, and create solutions that reflect the complexity of the people they serve.
Strong executive teams don’t just maintain performance. They make it sustainable. They understand that if the leadership table is clear, cohesive, and future-focused, the rest of the organization has a much better chance of thriving.
Making the Shift from Dysfunctional to Distinctive
The data reveals one thing: high-performing executive teams are not built by accident. They don’t just show up, fall into alignment, and operate at peak performance. These teams are shaped with intention. They are led by individuals willing to take an honest look at what’s working, what’s not, and where the team needs to grow.
If your executive team is operating well but not entirely thriving, here are some places to start:
- Reevaluate leadership priorities – Are executives focused on strategy and long-term vision, or are they constantly pulled into day-to-day operations? If so, it’s time to shift the workload and reallocate responsibility.
- Improve delegation and accountability – Leaders should regularly ask themselves: What am I doing that someone else on my team could take on? Who needs an opportunity to lead? Clear delegation supports both performance and growth.
- Strengthen executive alignment – A shared, clearly communicated vision is non-negotiable. When everyone is working toward different definitions of success, execution slows down. Alignment brings clarity and purpose to every decision.
- Invest in leadership development – The strongest leaders are always learning. Whether it’s coaching, feedback, or targeted development, continuous growth improves adaptability, communication, and team culture.
- Commit to inclusive leadership – Diversity isn’t a wish or a goal. It’s a business imperative. Companies with diverse leadership teams are more innovative, better at problem-solving, and more connected to the people they serve.
Small, intentional shifts in these areas can have a big impact. Over time, they create the kind of executive team that doesn’t just function well but leads in a way that transforms the entire organization.
Leadership That Lasts
The difference between a high-performing C-suite and a dysfunctional one isn’t skill but a mindset.
- Are your executives leading proactively or reactively?
- Are they focused on big-picture strategy or daily execution?
- Are they empowering their teams or holding onto too much?
If you’re ready to strengthen leadership at the highest level, now is the time to act. Building an intentional, high-impact executive team doesn’t happen overnight— it starts with making the decision to lead differently.
Want to learn more about how to transform your leadership team? Download the State of the C-Suite Report 2025 and get the insights you need to build a distinctive executive team.
