Let’s get honest. Most leadership problems aren’t mysterious. They’re patterns—things we keep doing (or not doing) that quietly slow us down.
After coaching hundreds of founders and CEOs, we’ve seen the same six issues come up again and again. These aren’t high-level theories. They’re the real, everyday habits that stall growth.
The good news? Every one of them is fixable.
Here’s what might be happening in your leadership—and how to shift above the line, starting today.
1. You’re too busy to think.
You’re in back-to-back meetings all day. When do you actually think?
If you don’t carve out time for strategy, you end up stuck in reaction mode. You’re managing the day, not leading the business.
Shift: Block 90 minutes a week for deep, uninterrupted thinking. No calls. No Slack. Just white space. This is non-negotiable CEO time.
2. You’re running on fumes.
You say self-care matters… but your calendar says otherwise. You’re exhausted, snacking at your desk, and telling yourself you’ll rest “after the next big push.”
Here’s the truth: your team takes cues from your energy. If you’re burnt out, they’re just surviving too.
Shift: Build in rejuvenation. Walks. Prayer. Food. Sleep. Sweat. Fun. Think of your well-being as part of the business plan—not a side project.
3. Your meetings are just status updates.
You send your meeting packet the morning of (or not at all). Then you spend the whole meeting explaining what’s in it.
Meanwhile, big strategic questions go untouched.
Shift: Send updates 48 hours ahead. Label them “required pre-reading.” Use meeting time to solve 1–2 meaningful problems—together.
4. You’re hiring for the wrong stage —out of reactivity.
You hire someone super senior… but they won’t get their hands dirty. Or you hire someone scrappy… but they can’t grow with you.
Now you’re micromanaging or stuck with someone who’s in over their head.
Shift: Get brutally honest about what the role needs today—and what it will need in 12 months. Hire for both now and next. Prioritize capability AND character.
5. You’re avoiding the conversation.
There’s someone on the team you’re frustrated with. Or a cultural issue no one’s naming. You’ve been meaning to say something… for weeks.
The longer you wait, the harder it gets—and everyone feels the tension.
Shift: Have the conversation. Use a framework. Be direct and kind. Don’t let discomfort become dysfunction.
6. No one knows the real plan.
If you asked your team to explain the vision, would they say the same thing you would?
If not, you’re leading through fog. And in fog, people hesitate.
Shift: Write your vision and tell it in a compelling story. Clear. Memorable. Share it until everyone knows it by heart and understands how they contribute to the bigger vision.
Final Thought
You don’t need to fix all six of these right now. But you do need to pick one and start.
The most powerful CEOs I coach don’t have fewer challenges—they just face them head-on. That’s what it means to lead above the line.
Which one are you working on this week? Drop a comment or reach out anytime at
hello@carmenohling.com—let’s talk it through.
