Why Leadership Programmes Don’t Work

Leadership programmes can feel a lot like a sugar rush. They promise a burst of energy and inspiration, but without the right follow through, the effect quickly fades. I’ve been on some incredible leadership programmes throughout my career, and I’ve seen the difference between those that had lasting impact and those that didn’t. The main factor? How tailored the programme was to my needs, and the presence of an ambassador - someone who helped drive accountability, because let’s face it, we get busy, and when we’re busy, personal growth often takes a back seat.

One-Size Doesn’t Fit All
Leadership isn’t a one-size-fits-all situation. I’ve been on programmes where the content felt like it was designed for everyone, and while some of it resonated, other parts just didn’t hit home. When a programme applies the same formula to everyone, it misses the chance to make a real impact. Personalising leadership development is essential. In my experience, the most valuable programmes took the time to understand where I was as a leader - my strengths, my values, challenges, and growth areas - and then shaped the learning to meet those needs. It made all the difference in how relevant and effective the experience was for me.

Theory Needs Action
Theories and frameworks can be helpful, but they don’t always translate into action. Leadership development needs to be practical. I’ve been on programmes where I left feeling inspired but without a clear path to apply what I’d learned. It wasn’t until I got the chance to put that knowledge into real-life situations - like tackling a tough team challenge or improving my communication - that I truly began to integrate the learning into my leadership style. The key is giving leaders hands-on experiences that bring the theory to life.

Short-Term Fixes Don’t Work
We’ve all had that sugar rush moment, haven’t we? You leave a programme feeling motivated, but after a few days, the enthusiasm fades. Leadership development takes time and consistency. I’ve learned that the programmes that had lasting impact weren’t just about giving me new skills, but about setting me up for ongoing growth. This is where having an ambassador comes in. Whether it’s a coach, mentor, or someone internal, they’re the ones who help keep the accountability alive, especially when things get busy. They make sure that the learning doesn’t just fade into the background. Without accountability, it’s easy to slip back into old habits, and that’s a fact.

Self-Awareness is Key
I can’t stress enough how important self-awareness is in leadership. It’s like building a house on solid ground - you need to know your own strengths, weaknesses, and values before you can lead others effectively. The programmes that made the biggest difference in my career encouraged deep self-reflection. They helped me explore what kind of leader I wanted to be, not just what I needed to do. Tailoring the learning to support this personal discovery is essential for leadership development to stick.

Follow-Up is Essential
What we learn today can easily be forgotten tomorrow. We get busy, and our new knowledge slips away. This is where the 72-hour rule comes into play - research shows we forget up to 70% of what we’ve learned within the first 72 hours unless we actively reinforce it. For me, the most impactful leadership programmes were those that built in regular follow-up. That’s why, as a coach, I make it a point to meet with clients after a programme to check in and ensure that the learning is being applied. Without follow-up, that new knowledge quickly fades, and we don’t see the lasting change we want.

The Power of an Ambassador
Having an ambassador - someone to guide and support you throughout the development process - is a game-changer. I’ve been that person before, helping others stay accountable after a programme and driving long-term growth. An ambassador is there to support you when the going gets tough, remind you of your goals when you lose focus, and encourage you to keep moving forward, even when life gets in the way. Without that support, even the best leadership programme can feel like it’s missing a crucial piece.

Culture Matters
Leadership development isn’t one-size-fits-all, especially when it comes to organisational culture. What works for one company or team won’t necessarily work for another. The best programmes I’ve been part of were those that aligned with the specific culture and values of the organisation. When leadership development speaks to the context in which you operate, it becomes far more relevant and impactful.

Moving Beyond Sugar Rushes
Leadership development shouldn’t just be about a quick burst of inspiration. To create lasting change, programmes need to be tailored to the individuals, rooted in real-life application, and supported by ongoing accountability. Having an ambassador who helps you stay on track and reinforcing new knowledge within the first 72 hours are key to making leadership growth stick.

When leadership development is done right, it has the power to create real, lasting change, empowering leaders to grow and thrive.