Leadership training programs fail often when they are focused on information instead of behavior change. Most people don’t learn by being talked at; people learn by doing. Of course, participants of these programs may leave with new ideas, but lasting, impactful results require ongoing practice, reinforcement, accountability, and support from organizational leaders. We also see leadership development programs less effective when the content isn’t customized to an organization; their industry, culture, challenges, mission, or leadership expectations.

On the flip side, the most successful leadership training programs are the ones that align with business goals, provide opportunities to apply new skills in real-work world situations, and include follow-up coaching or accountability. The most successful programs aren’t one-time events, rather they’re ongoing efforts that require commitment from the leaders and the organization as a whole.