You could say that while all leaders are likely managers, not all managers are leaders. In most business settings, the two distinctions are blurred and turned into the same thing. In fact, as Fox Business contributor Michael Lee Stallard noted, this led to a whole generation of supervisors who led via "management by wandering around." They would walk down the halls of their companies, using raw intuition to assess the status of the workplace and try to identify any potential problems.

As such, businesses have identified a leadership gap. They have many managers who can oversee daily activities and ensure objectives are being accomplished, but these individuals are not leaders. They simply give directions, they do not inspire motivation or have any meaningful influence over their peers and other employees. This can be troublesome, as conflicts can arise within a workplace of managers but few leaders – employees may become disengaged and cynical. For this reason, companies must address leadership gaps within their organizations effectively and promptly.

While many managers learn leadership from personal idols and through experience, leadership training can also be used to kick​-start the process. This training teaches managers how to be leaders and truly build relationships with others.

How can companies identify whether leadership gaps exist within their walls? One possible solution is via workplace surveys, Fox Business suggested.

Why surveys work
Employee surveys are pivotal in identifying leadership gaps because they are more effective at garnering truthful responses from workers. If asked to their faces, few employees would feel comfortable criticizing managers, even if it would otherwise help companies drive meaningful change.

"Common blind spots include a manager's difficulty expressing appreciation to employees who do good work, leading conversations with criticism, insufficient time spent with employees, or insufficient clarity and frequency communicating to employees (to name a few)," the news source added. "The vast majority of managers who don't take time to engage the people they are responsible for leading do so because they don't see a clear link between employee engagement and superior performance results."

While surveys are effective for identifying weak points and gaps in leadership, they are equally as effective for identifying strong points. If employees note particularly strong individuals as being role models, mentors or leaders, businesses can act on this insight and assign these individuals more managerial positions. If they are already managers, enterprises could find ways of better recognizing their efforts, or perhaps encouraging them to work with managers who need to improve on that leadership aspect.

Many companies suffer leadership gaps, but that is not something to fear – it is just a reality. Leadership gaps are addressable problems that firms can fix through training programs and by encouraging managers to work with more experienced leaders to develop those skills.