Written By Cari Borden

Let’s address the uncomfortable truth no one wants to put on a performance review:
Most corporate “leadership development” programs aren’t developing leaders. They’re developing loyalists.
The kind who know how to manage up, play safe, and stay quiet, not the kind who challenge ideas, inspire teams, and lead transformation.

So, if you’re wondering why your mid-level bench is full but your executive pipeline is painfully dry, here’s a reality check: Your “leadership development” may just be a branding exercise for compliance, not capability.

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❌ The Top 3 Things Corporations Are Doing Wrong in Leadership Development

1. Confusing Exposure with Development
Throwing someone into a high-stakes meeting without preparation is not “stretching them”, it’s setting them up to sink or self-silence. Exposure is not the same as development. Leaders aren’t made by osmosis.

2. Prioritizing Politics Over Potential
Too often, leadership paths reward those who play the game, not those who grow the people. This creates a layer of leaders skilled in optics but allergic to accountability or coaching.

3. Creating Programs with No Follow-Through
The slides are slick. The facilitators are inspiring. The feedback surveys are glowing. But when it’s over? Crickets. No mentorship. No coaching. Just a shiny badge on a LinkedIn profile and zero behavior change on the floor.

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✅ What Corporations Should Be Doing Instead

1. Build Learning Around Real-Life Leadership Moments
Train leaders in the moment, when they’re giving feedback, making tough calls, managing conflict. Microlearning and real-time coaching build leadership muscle, not just memory.

2. Measure Leadership by Behavior, Not Title
Leadership is not a job title, it’s a behavior. Start measuring what really matters: the ability to inspire, grow others, lead through ambiguity, and model integrity.

3. Develop the Whole Human, Not Just the Corporate Persona
If you want leaders who can retain top talent and deliver with empathy, invest in emotional intelligence, psychological safety, and resilience. People lead people, not spreadsheets.

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🚨 And If Your Company Isn’t Getting It Right…

Here’s the truth: You don’t have to wait for your employer to get it together.

If you’re feeling stuck, underdeveloped, or just plain overlooked go find the mentors who will invest in your growth. They’re out there. (Spoiler: I am one of them.)

💡 Find me on Fiverr, I help leaders (and soon-to-be leaders) build the confidence, clarity, and coaching strategies they never got from their boss.

Leadership development shouldn’t be a checkbox. It should be your company’s succession plan, culture strategy, and competitive edge all wrapped into one. But if that’s not your reality, don’t let it be your excuse.

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