A study conducted by a consultancy reveals why leadership programs fail in companies

Leadership development programs are essential tools for corporate growth and success, but many still fail to achieve their objectives. According to the study "The New Era of Leadership Development," conducted by Innoscience, a consultancy specializing in innovation, five recurring problems compromise the effectiveness of these initiatives: isolated training, misalignment with the company's reality, rigid organizational structure, lack of involvement from senior leadership, and lack of practical opportunities to apply learning.

The research indicates that when learning isn't aligned with the company's context and doesn't allow for practical application, knowledge transfer is compromised and the expected results aren't achieved. Furthermore, the study highlights that rigid hierarchical structures and a lack of senior leadership sponsorship contribute to program stagnation. Without direct support from senior leaders, participants tend to disengage and view development as a formality rather than a strategic priority for the organization. "It's common to see training focused solely on theoretical content, with no connection to the business reality or real opportunities for experimentation. This creates leaders who are unprepared to deal with the challenges of everyday corporate life," he states. Maximiliano Carlomagno, partner at Innoscience.

To overcome these challenges, the Innoscience advocates a more integrated approach, tailored to the needs of each company. "It's crucial to customize leadership development programs and ensure they align with the organization's strategic objectives. Only then will it be possible to develop leaders capable of generating real impact," he concludes. Charlemagne. The study also presents practical ways to transform leadership development into a competitive advantage. Proposed solutions include personalized learning with AI, tailored paths adapted to each leader's profile and real-world challenges, promoting greater engagement and applicability. Immersive learning uses methodologies such as virtual reality and leadership bootcamps to simulate real-life situations and accelerate the practice of critical skills.

Other analyses also reinforce integration with the business routine and strategy – programs are no longer one-off events but become part of the workflow, focusing on measurable results. Mentoring and social learning, encouraging peer learning, and creating internal communities of leaders to share experiences and accelerate development. Continuous impact measurement, using KPIs and ROI models, evaluates the transformation generated by programs in behavior, performance, and organizational results.

These approaches, already adopted by companies like Google, Unilever, and Microsoft, show that it's possible to reinvent how organizations develop their leaders, and that the results can be tangible. All insights, are available at the link.