Why Leadership Training Rarely Works (and What You Can Do Instead)

Unpacking the Real Reasons Behind Stagnant Workplace Engagement

It’s a familiar story: a company invests thousands in leadership training, employees attend workshops, fill out feedback forms, and for a brief moment, optimism soars. But months later, little has changed—engagement is flat, and the same old problems persist. Why do so many leadership programs fail to deliver?

Pfeffer’s 'Leadership BS' provides a sobering answer: most programs are designed to make people feel good, not to create lasting change. They focus on inspiration, storytelling, and surface-level skills, but rarely address the deep-rooted systems and incentives that shape real behavior. Instead of measuring whether engagement or performance improves, organizations often judge success by how much participants enjoyed the experience.

The problem is compounded by a lack of accountability. In many organizations, there are no clear metrics for what good leadership looks like, and no consequences for failing to improve. This creates a cycle where ineffective practices are repeated year after year, with little incentive to try something new.

So what can be done? The answer lies in shifting to evidence-based leadership: using data to guide decisions, setting clear goals, and holding leaders accountable for results. This means tracking real outcomes—like engagement, retention, and performance—not just satisfaction with the training itself. It also means being willing to learn from failure, adapt quickly, and reward those who drive real progress.

For individuals, the lesson is to take ownership of your own development. Seek out mentors who challenge you, build a network of peers, and focus on skills that are proven to matter. Don’t wait for the system to change—start advocating for yourself and your colleagues today.

By demanding more from our leaders and our organizations, we can begin to break the cycle of ineffective training and build workplaces that truly engage and inspire.