Are Your Leadership Challenges
Will or Skill?

Lisa Pustelak, NWIRC, Culture Development Manager

At NWIRC, we’re fortunate to work with manufacturers of all shapes and sizes, and one of the most common challenges we see centers around leadership. The old command-and-control style no longer works. Employees don’t just show up, take orders, and perform at their best. That world is gone.

Today, leaders must create an environment where people want to come to work. It’s still an employee’s market—there are plenty of places to earn wages, but younger generations want more than a paycheck. They’re seeking purpose, growth, and meaningful development. So here’s the question: When you look at your leadership team (yes, that includes you), are they (you) unwilling to do what’s needed to shift the culture, lead by example, and inspire performance? Or do they simply lack the skills to do so?

This distinction matters. A ‘will’ problem and a ‘skill’ problem require very different solutions. ‘Will’ issues are tough. If someone isn’t open to change or growth, it may be time for them to move on. You can’t force someone to care or evolve. We can only control ourselves—and if someone’s heels are dug in, there’s little you can do to shift them.

‘Skill’ issues, however, are full of potential. As the saying goes, “The biggest room in the world is the room for improvement.” If someone is willing to learn and has the capacity to grow, they can absolutely improve. The challenge is finding the right person to teach them. Many leaders are promoted because they were good at their jobs—not because they’re good at teaching others. That’s a critical distinction. We need mentors who not only understand the work but can guide others in doing it well. If you’ve identified a skill gap in your leadership team, the next step is support. Ideally, you have internal mentors who can coach, guide, and model strong leadership. If not, there are plenty of external resources—books, videos, online courses, and yes, services like those offered by NWIRC. The key is ensuring that learning translates into action. Ask your leaders what they’re working on, what they’ve learned, and where they need help. Show them what ‘good’ looks like.
We make assumptions every day. Don’t assume whether someone’s struggling with ‘will’ or ‘skill’—ask. Have the conversation. If it’s a will issue, help them find a role where they’re motivated to grow. If it’s a skill issue, invest in their development.

Your company’s success hinges on leadership. If you’re seeing high turnover, especially at the entry level, it’s not just about the employees it’s about how they’re being led. If your leadership team is full of will issues, it’s time for change. But, more than likely, it’s a skill gap. Start teaching your leaders how to communicate clearly, navigate tough conversations, and hold people accountable. And if you’re not sure how to model that yourself, consider bringing in outside support for the whole team.