Why Smart Leaders Still Struggle: The 3 Levels of Growth

By Scott Drake
Founder

You've read the books. Listened to the podcasts. Followed the advice.

You've done the work to grow as a leader. You're not winging it. You're trying.

But if you're honest, it still feels like something's missing.

You're doing your best... but you're not getting the clarity, confidence, or consistency you expected.

It's not because you're lazy. It's not because you're not cut out for this.

It's because most leadership training stops at the first level—and real growth has three.

The 3 Levels of Leadership Growth

Leadership isn't just something you know, it's something you do.

Level 1. Understand It

This is where most people begin—and stay. You've read about delegation. You've seen the diagrams for coaching conversations. You've watched the videos on agreements versus expectations.

You understand what good leadership looks like.

But that understanding doesn't always show up when it counts—under pressure, in the moment, when it's messy.

Level 2. Want to Do It

Even when you know what to do, you might not want to do it.

Maybe feedback feels uncomfortable. Maybe delegating feels like losing control. Maybe coaching feels like it takes too long.

If you resist doing what you know, there's usually a belief or mindset in the way.

Level 3. Do It Consistently

You want to coach... but you lose patience and fix.

You say you'll prepare for 1:1s... but it slips again.

You understand the power of clear meetings... but you never quite get the agenda written.

This is where the gap becomes obvious: you know what to do, and even want to do it—but you're not doing it consistently.

You're not following through.

This is the hard part. And it's where most leadership development falls short.

How to Grow Through Each Level

Once you know where you're stuck, you can take practical steps to move forward. Here's how to make progress at each level:

If You're Stuck at Level 1: Understanding

You're not sure what "good" actually looks like. You've heard the buzzwords—delegate, coach, lead with clarity—but they feel vague.

Here's how to get unstuck:

• Find examples, not just definitions. Look for articles, videos, or mentors that show what this looks like in action—not just talk about it. You're not looking for theory. You're looking for language, behavior, and structure you can try.
• Think about the best manager you've worked under. What did they do? How did they run meetings? How did they respond when something went wrong? What behaviors made you trust and respect them?
• Talk to someone you respect. Ask: "How do you delegate in your role?" or "What did it take to get comfortable giving feedback?" Most leaders are willing to share what helped them.
• Get clear enough to experiment. Don't aim for mastery—just get clear enough to try one version of the behavior this week. Then reflect, tweak, and try again.

You don't need a giant course. You need a clear model and a way to try it—then reflect and adjust.

If You're Stuck at Level 2: Motivation

You understand what to do—and probably even agree with it—but part of you still avoids it. This isn't a skill gap. It's a belief gap.

Maybe it feels safer to do the work yourself. Maybe giving feedback feels risky. Maybe coaching seems too slow. You're not wrong to feel that tension—most people do. But you can't grow through it unless you face it.

Here's how to get unstuck:

• Name the resistance clearly. What's the real reason you don't delegate more? Is it fear of the outcome? Control? Past experiences? Leadership requires self-awareness before self-improvement.
• Ask: What story am I telling myself? Maybe it's "I don't have time," or "They'll never do it right." But is that true—or just familiar?
• Compare short-term discomfort to long-term cost. Yes, it might be awkward to give feedback now. But how much time and trust does silence cost later?
• Reconnect with your identity as a leader. Are you operating like the expert you used to be—or the leader you're trying to become? What would a confident leader do here?
• Look for emotional wins. Delegation isn't just productive—it gives others pride and ownership. Feedback isn't just corrective—it's how people grow.

Your mindset is the gate. When it shifts, action becomes easier. Start with honesty. Growth follows.

If You're Stuck at Level 3: Follow-Through

You understand the behavior. You even want to do it. But when the moment comes, you default to the old way.

This is an environmental problem, and sometimes a fear-of-discomfort problem. Real follow-through requires friction management.

Here's how to get unstuck:

• Shrink the action. Don't try to "run better meetings." Try writing one sentence about the purpose of the next meeting. Don't "be more strategic." Ask three better questions this week.
• Pair the behavior with something that already happens. Add a 15-minute 1:1 prep block after your weekly leadership meeting. Create a coaching checklist that lives in your notepad. Make it easier to follow through than to forget.
• Give yourself a cue or trigger. A sticky note on your monitor. A calendar ping. A commitment to a peer. The reminder matters more than the intention.
• Reflect weekly. Ask yourself: What did I say I wanted to try? Did I do it? If not, why not? Consistency isn't about getting it right every time—it's about reviewing and re-centering.
• Recognize the win. If you followed through once this week, that's progress. Celebrate it. The goal is traction, not perfection.

Leadership growth happens after the learning and beyond the decision. It lives in the reps. Build the reps, and the behavior becomes who you are.

Where to Go from Here

If you feel stuck, overwhelmed, or like something isn't clicking yet, ask:

• Do I understand it?
• Do I want to do it?
• Do I follow through consistently?

If the answer breaks down at any point, you know exactly what to work on.

Most times, you don't need another book, article, or podcast. You need clarity and reps.

That's exactly why I built Leadership Made Real—to help leaders like you close the gap between knowing and doing, one behavior at a time.