The Hidden Leadership Skill Gap That No One Is Talking About

What’s the one leadership skill that could make or break your team’s capacity—but most leaders don’t have?
The confidence to respond well when an employee discloses a health condition.
With up to 58% of your workforce living with a physical chronic condition, support is not just a policy—it’s a lived experience between people leaders and employees.
One that so many feel ill-equipped to handle—no matter which role they’re in.
Employees carefully assess their manager’s competence and attitude before deciding to disclose.
If they sense doubt or discomfort—they stay silent.
This is not just a perception gap—it’s a leadership capability gap.
Because support lives or dies in the leadership moment.

The Research Is Clear

88% of Americans are concerned about their ability to support a seriously ill colleague.
69% of managers are unsure how much emotional support to offer.
59% are unsure how much to ask about a colleague’s health.
51% are unsure what kind of work-related help to offer.
When an employee finally says, “I’m struggling,” everything depends on what happens next.

The Reality Behind the Scenes

Many people leaders don’t know what to say.
They worry about getting it wrong—or being unfair to others.
They don’t know how to offer support without lowering expectations.
The result? Chronic Confusion.
Leaders who hesitate, dismiss concerns, or offer vague reassurances unintentionally create an environment where employees feel unsafe speaking up. This lack of confidence and clarity contributes to presenteeism, disengagement, and even talent attrition. Employees in this situation may push through their illness, exacerbating their health condition, or quietly exit the organisation in search of a more supportive workplace.

Why This Leadership Skill Matters More Than Ever

The workforce is changing. With more employees managing chronic illness, disability, and invisible conditions while working, leaders need to shift from reactive, compliance-driven approaches to proactive, trust-based leadership.
But most leadership development programs don’t address this.
Traditional training focuses on performance management, communication, and team development—rarely, if ever, touching on the reality that many employees are juggling significant health concerns. Without the right skills, managers default to either over-sympathising (lowering expectations unnecessarily) or under-supporting (failing to acknowledge the real impact of health on work).
This isn’t just an issue for those living with chronic illness—it affects teams, culture, and ultimately, business outcomes. A leader’s response to health disclosures sets the tone for whether employees feel safe, valued, and empowered to contribute their best work.

The Alternative: Chronic Confidence

Chronic Confidence is the ability to navigate health-related conversations with clarity, compassion, and competence—ensuring employees receive the right support without compromising performance standards.
This means:
Knowing what to say (and what not to say) when an employee discloses a health condition.
Balancing support with accountability—so employees feel empowered, not infantilised.
Creating a workplace culture where health challenges can be managed openly and professionally.
Understanding reasonable adjustments and workplace accommodations—and implementing them effectively.
Leaders who develop Chronic Confidence don’t just help individual employees—they strengthen their entire organisation. A workplace that embraces health-aware leadership benefits from increased engagement, stronger retention, and a reputation as an employer of choice.

Where to Start?

Do your people leaders know what to say when someone says, “I’m not okay”?
Do they know how to follow up with clarity and confidence—so support isn’t just words, but action?
At Chronic Illness At Work, we equip people leaders with the Chronic Confidence skills to deliver performance with clarity and trust.
We help leaders move beyond compliance and policy, building real-world capabilities that create healthier, high-performing teams.