If you’re tired of investing in leadership development with no lasting impact, it’s time to rethink the entire approach.
Organizations spend billions annually on leadership development, yet many still struggle with the same problems: underperformance, communication breakdowns, and lack of accountability. If your leadership training isn’t translating into visible, measurable behavior change – don’t blame the leaders. Blame the unrealistic expectations and the outdated model of leadership development.
1. The illusion of progress
We’ve all seen it. A charismatic facilitator. An energized room. A workbook full of aha moments. Then… silence. Back to business as usual. Traditional workshops often create an illusion of progress–emotional engagement without behavioral follow-through. Why? Because one-time events don’t create new habits. They spark awareness, not transformation.
2. Theory Without Traction
Off the shelf, “Training in a box” often sounds good in theory but lacks real-world application and lacks coaching expertise. Leaders walk away with ideas but no way to implement them in their daily context. Without access to real expertise, it’s like learning college algebra. It makes sense in the classroom, but doing homework alone, you’re lost in the woods.
3. The Talking Head Trap
Organizations hire facilitators who are polished presenters but lack the experience or credibility to guide real behavior change. Yes, they’re great speakers, and they have enthusiasm. They might even be “certified” in a course, but their deep understanding is limited at best. The result? Inspiration without transformation.
4. Firehose Learning = Shallow Results
When a workshop dumps too much content in too little time — with no reading, no follow-up or study — it overwhelms rather than empowers. One-off retreats without coaching are just expensive offsites.
5. Champagne Expectations, Soda Budget
Organizations often want premium outcomes on a shoestring budget. No budget + No time + Great expectations is comedy and drama. I used to say, “just get a clown and throw a pizza party” rather than pretend you’re developing your leaders. There’s no shortcut to deep learning.
6. No Coaching, No Change
Most trainers train, but they don’t necessarily coach or advise. Trainers and facilitators may know the material but can’t draw outside the lines of the teaching. Unfortunately, even great training won’t stick without structured support afterward. Coaching and advising bridges the gap between knowing and doing–without it, new skills fade fast.
7. Wrong Focus
What you focus on expands. You may get great metrics from a lousy training program. Here’s why: The focus is on the wrong things. Don’t ask questions like, “Did you enjoy the session,” and “Was the room temperature right?” Stop focusing on entertainment and comfort, and instead focus on setting the environment for growth. What are you measuring? What are you trying to improve? We measure the gap from where we were to where we are now building confident leaders, collaborative relationships and accountable cultures.
In short: No matter how inspiring the season, if it doesn’t change behavior, it’s not leadership development –it’s theater.
The Shift from Event-Based to Ecosystem-Based Learning
We need to replace the old model of “train and hope” with a layered learning approach — one that mirrors how people actually build skill. My Performance Coaching Model is an eco-system, or a layered approach using principles of real behavior change:
- The book, From Conflict to Courage is used in an onsite book club.
- Participants are given a video book review to get them ready for the book club.
- A virtual kickoff to set the expectations for what’s expected and what’s to be learned.
- A baseline assessment.
- An onsite half day to discuss, explore, learn and have some engaging and intellectual stimulation.
- Six months of access to the PCM, online Performance Coaching Model.
- Cohort coaching to address issues, make distinctions and polish learning that’s being put into practice in the real world.
- Post briefing with post assessment.
Conclusion
If your current leadership development programming isn’t delivering this, it’s time to upgrade the model. Stop wasting time and budget on leadership training that feels good but goes nowhere.
Instead, invest in a layered, strategic approach that empowers leaders to grow over time — aligned with your culture, your vision, and your business outcomes. Get on my schedule to explore further.
