Most leadership training programs don't even come close to accomplishing what they were designed to accomplish, which is to develop better leaders.
The American Society of Training and Development reports that U.S. businesses spend in excess of $170 Billion dollars on leadership education, and the great majority of those funds go to 'Leadership Training'. But, when it comes to leadership, the training industry has been ineffective for a long time. Leaders aren't trained, they're developed - a subtle yet important distinction lost on many. Although leadership training is still around, it should have been disposed of altogether a long time ago.
Poor training is the cause of many fails in leadership development. Although the traditional idea is that training solves leadership issues, it rarely does. Training and development are actually two very separate concepts.
The wrong approach is to think that the system in place is the right one. The term 'best practice' often does not actually explain what is best for the company. In the modern business world, organisations need to use recent examples instead of delving too far in the past. It's also important to remember that training focuses on best practices, while development focuses on next practices. Many employees find that leadership training, much like other training methods, are outdated and a bit authoritarian. Who wants to be lectured at all day?
The outdated methods that revolve around lectures and presentations simply are not up to date with the present day concerns and do not meet the needs of most employees.
Development should be the answer. Instead of training leaders, coach them and mentor them. Development offers many actionable goals, while training is seen to be outdated.
You can't have an evolving business if the leadership stays stagnant and undeveloped.