Look at some of the latest books on leadership. Most still provide prescriptions for success, but a few condem leadership training. Gary Hamel, Barbara Kellerman, and even some older work by Pfau and Kay. If that's not convincing, then look at the struggte getting people to leadership develpment programming. 

In 1995 I woke up one morning and realized that in the last twelve years that I had utlized the competency feedback, not one person said, "thank you." Not one CEO asked me to provide this for them...I just assumed it was a good idea. Then I realized, I couldn't tie organization performance to any of my work. What's an HR consultant supposed to do???

I stopped all the approaches I was using to develop people. I decided they didn't work for me. So I created a dramatically different approach. If you interested I will explain what it was another time. But for now let me share some newer work. 

One of the major principles I uncovered as I wrote my first book was the power fo paradox to influence change, reduce silos, improve leadership etc. I interviewed a number of C-level leaders and found many didn't really know what a paradox was and that there were tools to address them. That's an amazing finding since most of the work of CEOs is to address the complexities of paradox. 

My new book, Getting Unstuck: Using Leadership Paradox to Execute with Confidence provides the language, tools, and methods to find and subsuqently address what likely is the organization's most long-standing and complex challenges. Let me know what you think of the book. I am interested in whether you think this will be hepful for you.  You can find it at Amazon

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