By: Devin Lemoine

Are great leaders born or made?

At Success Labs, we’ve spent decades coaching and developing high impact leaders at every level—from talented individual contributors to high-potential managers to future CEOs. One question we’re often asked is:

It’s easy to imagine that some people are just “natural leaders.” And yes, some come with confidence, charisma, or quick decision-making baked in. But we believe great leadership is learned. Over and over again.

In our experience, the highest-impact leaders are the ones who commit to their own growth. They reflect, stretch, and practice. They’re not afraid to ask, “What do I need to do differently to lead better?” and then do the work.

What Separates High-Impact Leaders?

At Success Labs, we often frame leadership development through three lenses:

• Build on a strength. Double down on something you do well and make it exceptional.
• Close a gap. Identify a weakness or challenge that is limiting your effectiveness—and work on it.
• Develop for the future. Learn something new that you’ll need to lead well 1–2 years from now.

This mindset shifts development from reactive to intentional—and creates momentum.Of course, that requires time to think and practice. And that might be the real game-changer: the leaders who step back, reflect, and intentionally adjust are the ones who keep growing while others plateau.

The Biggest Barrier to Growing Leaders? Time (or Lack of It)

The #1 barrier we see to leadership growth inside organizations isn’t lack of talent—it’s lack of space.

Leaders are overwhelmed. Organizations are operating in reactive mode. Development gets pushed to “when things calm down,” which (spoiler alert) never really happens.Building strong leaders takes intention. It doesn’t require a massive program or budget, but it does require a commitment to development that’s consistent, not just episodic.

How to Spot Leadership Gaps Before They Get Costly

Leadership gaps rarely show up all at once. Most of the time, they simmer. You just have to know what to look for:

• Decisions getting stuck or delayed
• Lack of ownership or accountability
• Tension or silence where collaboration should be
• Emerging leaders leaving for other opportunities
• No one clearly ready to step into next-level roles
• Managers burned out and unclear on how to lead in change

If any of these are starting to show up in your team or organization, it’s a sign: it’s time to invest in your leaders—before you lose traction, talent, or trust.

What I’m Working on Right Now

Personally, I’m working on flexing my creative and strategic muscles—especially as we refine and evolve our leadership frameworks for a world that’s only getting more volatile, uncertain, complex, and ambiguous (VUCA).

We’re asking: What will leadership need to look like in an environment where change isn’t an event we manage—it’s the medium we live in and lead in? What competencies actually move the needle in this environment? How can we equip leaders to stay steady and agile?

It’s challenging and energizing work—and it’s pushing me to think beyond what’s worked in the past toward what leadership needs next.

At Success Labs, we believe leadership is a journey—personal, practical, and always evolving. Whether you’re building your next generation of leaders or working on your own growth, we’d love to help you chart the path forward.

📌 Follow along with us on YouTube, LinkedIn, and Instagram to continue learning and growing as a leader.