Why Leadership Development is a Waste of Time (Unless You Do This First)

Leadership development is a waste of time.

There, I said it. And before you close this tab or fire off an angry email, hear me out. I’m not saying leadership development can’t work—it’s just that most of the time, it doesn’t. Not because the programs are garbage, but because we’re skipping a crucial step. We’re dumping money, time, and energy into training leaders without fixing the environment they’re stuck in. It’s like trying to grow a plant in toxic soil and wondering why it keeps wilting, no matter how much you water it.

The missing piece? Culture. Traditional leadership development doesn’t stick unless you rewire the culture first. If you’re not convinced, buckle up—I’ve got numbers, research, and a contrarian take that’ll make you rethink everything.

The Hard Truth: Leadership Development Often Fails

Let’s hit the ground running with some cold, hard facts. According to a McKinsey study, only 10% of leadership development programs lead to sustained behavior change. Ten percent. Imagine betting on a horse with a 90% chance of losing—you’d laugh and walk away. Yet, companies shell out billions every year on leadership training, crossing their fingers for a miracle. When it flops, they point fingers at the program, the trainers, or the leaders themselves. But the real villain is hiding in plain sight: the culture.

Leadership doesn’t happen in a bubble. Leaders are shaped by their surroundings. You can send someone to a swanky retreat, drill them on emotional intelligence, and hand them a shiny new leadership playbook—but if they come back to a toxic, misaligned, or stagnant culture, all that fancy training evaporates faster than a puddle in the desert. It’s like teaching someone to swim and then tossing them into quicksand.

Why Culture Eats Leadership Development for Breakfast

Peter Drucker nailed it: “Culture eats strategy for breakfast.” Guess what? It also gobbles up leadership development like a midnight snack. Here’s why:

• Behavior is a system thing, not just an individual thing. You can’t expect leaders to be transparent and trusting if the culture thrives on secrecy and backstabbing. Harvard Business Review found that 70% of change initiatives fail due to cultural resistance. Leadership development? It’s a change initiative—and culture is its kryptonite.

• Culture locks in old habits. You know that “that’s not how we do things here” vibe? It’s a silent assassin. Deloitte’s research shows 94% of executives say culture is critical to success, but only 12% think their company’s culture is on point. That massive gap is where leadership development goes to die.

• Leaders reflect the culture. If the culture’s risk-averse, leaders play it safe. If it’s dog-eat-dog, they’ll sharpen their claws. You can’t train someone to be a bold visionary in a system that punishes big swings. It’s like asking a fish to climb a tree.

  
  

The Contrarian Fix: Rewire the Culture First

So, what’s the move? It’s simple but brutal: rewire the culture before you even whisper “leadership development”. Here’s how to pull it off:

1. Diagnose the mess. You can’t fix what you don’t see. Run culture audits, send out surveys, hold focus groups—figure out what’s really going on. Is there trust? Are values just wall art? Does the culture prop up leadership or kneecap it?

2. Sync culture with strategy. Culture isn’t about free snacks or foosball tables—it’s about how people act when the boss isn’t looking. If you want innovation, reward risk-taking. If you want teamwork, kill the siloed bonus structures. Make the culture a tailwind, not a headwind.

3. Get everyone in on it. Culture change isn’t a memo from the C-suite—it’s a team sport. Pull in employees at every level. Open feedback channels. Make the “why” crystal clear. Gallup says companies with engaged employees are 21% more profitable. Engagement starts with culture.

4. Leaders walk the talk. Leaders set the vibe. If they don’t live the culture, no one will. Hold them accountable for cultural alignment, not just quarterly numbers. And be real about the process—show the cracks and all.

5. Track it, tweak it. Culture isn’t a set-it-and-forget-it deal. It’s a living thing. Watch metrics like turnover, engagement, and customer vibes to see if it’s working. If it’s not, pivot fast.

   
   

Proof in the Pudding: Culture-First Wins

Need examples? Check these out:

• Netflix: They built a culture of “freedom and responsibility.” No micromanaging, just trust. Their leadership development focuses on judgment and creativity, not box-checking—because the culture supports it.

• Zappos: Obsessed with customers and employee happiness, they bake cultural fit into hiring and growth. Their leadership training works because it’s built on a rock-solid cultural foundation.

• Patagonia: With a culture tied to activism and well-being, their leaders can make bold calls that match the mission. Leadership development amplifies what’s already there.

  
  

These aren’t flukes. They rewired their culture first, then built leadership on top. That’s the secret sauce.

The Bottom Line: Culture Is the Bedrock

Here’s the truth: Leadership development isn’t a total waste. But it is if you skip the culture part. Think of culture as the soil and leadership development as the seed. No matter how premium the seed, it’s dead in toxic dirt.

If you want leaders who actually move the needle, start with the culture. Rewire it. Align it. Turn it into fertile ground where leadership can take root and grow. Only then will your investment pay off.

Otherwise, you’re just watering a plant in quicksand.

Challenge the status quo. Your organization—and your leaders—deserve it.