The reason that this occurs is that people do not understand what leadership training and management training are and how they should work. In many cases this failure begins with a lack of clear goals and quantifiable plans. Instead of real plans the company has a series of vague goals for training that have no bearing on reality.

1. The Failure of Leadership and Management
Training and how to Avoid It
Let’s face it most management and leadership training efforts are
dismal failures. The money and resources devoted to them is usually
wasted and the knowledge and skills learned are often superficial and
pointless.
The reason that this occurs is that people do not understand what
leadership training and management training are and how they
should work. In many cases this failure begins with a lack of clear
goals and quantifiable plans. Instead of real plans the company has a
series of vague goals for training that have no bearing on reality.
Before you organize a training effort you need to set down and set a
series of goals for it. The SMART goals methodology is often a good
place to start. SMART goals are Specific, Measurable, Attainable,
Realistic (or Relevant) and Timely. They come with a schedule and a
means of measuring them.
A SMART training program would have a series of goals that everybody
understands and knows about. More importantly it will come with a
built in methodology for quantifying the training program and its
successes. One way to do this will be to test the employees’
knowledge of the management program and its goals.
Another would be to measure the number of people who actually
become managers after attending the program. Measuring such things
as employee engagement, operational efficiency and customer
satisfaction can show managers is there have actually been
improvements in the organization or not.
Making training programs SMART can lead to improvements
throughout all aspects of an organization and help it actually create
the leaders and managers that it actually needs.