The business objective of leadership development is to improve individual and organizational performance. Employees attending Leadership Development programs can apply the new content, skills, and ways of thinking to their current job. They can also assess their personal strengths and weaknesses and improve upon these areas through personal development programs. Based on these positive benefits Leadership Development must be a good practice for organizations to continue, right?

Unfortunately, the answer is not necessarily. Empirically, it has been difficult to establish whether a Leadership Development program leads to improved organizational performance.

So why are traditional Leadership Development Programs not delivering on their promise?

In this article, we will explore the issues around traditional Leadership Development Programs and how to overcome them.

Large-scale change success rates are average at best and often worse. This is confirmed by decades of research that analyzed numerous large-scale changes at companies. Often times, introduction of new practices or methodologies quickly stall after the initial introduction or halfway into the implementation.

However, there are a few companies that successfully implement large-scale changes rather well it is not the norm. Why do only a few companies succeed when most others have not?

In this article, we will explore why large-scale changes have failed in the past and provide tools on how you can improve the success rate of these changes at your company.