In fact, research by McKinsey suggests that circa 90% of companies doubt the effectiveness of their own leadership development initiatives. However, absent good measurement and a solution, they continue to spend on the very same workshops and programs as they simply cannot risk hurting the future of their company by not investing in the development of their succession pipeline.
There are various reasons that undermine the effectiveness of these leadership development initiatives, but in my opinion the main culprit is that most programs do not have the tools and infrastructure to enable and support their participants in the process of successfully implementing the new and desired behaviors and then developing them into new habits. As a result these programs fail to create lasting personal change, which should be the ultimate goal of any leadership development initiative.
Fostering and maintaining those desired new behaviors to become a better leader amidst the pressures of everyday leadership requires conscious, ongoing practice. Without that practice, most people slip back into their default behaviors even if they possess the skills necessary to effectively do things differently.