Josh Gibson MD

Most leadership development programs fail for one hidden reason: your organization treats leadership as a training event, then sends people back into a work system that rewards the old behavior. When incentives, decision rights, meeting rhythms, manager habits, and performance pressure stay unchanged, any new skill gets squeezed out by Monday morning reality. This article shows how to spot the “system beats skills” failure pattern early, how to design leadership development that transfers into daily execution, and how to measure behavior change without turning development into paperwork. You’ll also get practical moves to lock learning into the workflow using reinforcement, manager enablement, and accountability that leaders actually respect. What Is The Hidden Reason Most Leadership Development Programs Fail? The hidden reason is misdiagnosis. You keep treating leadership as an individual capability problem, when it’s usually a work design problem. Training can upgrade language, tool...

The most effective mentoring platforms develop leaders by combining structure, accountability, and measurable progress rather than relying on informal guidance. If leadership readiness matters to your organization, these platforms consistently outperform ad-hoc mentoring approaches.  Modern leadership development requires scale, consistency, and visibility. This article breaks down five mentoring platforms that organizations actively use to prepare future leaders, explains why each platform works, and shows how they support leadership growth at different organizational stages. 1. Chronus — Enterprise Mentoring Built for Leadership Pipelines Chronus is designed for organizations that treat mentoring as a strategic leadership system rather than a discretionary benefit. You use it to create structured programs aligned with succession planning, leadership competencies, and internal mobility goals. The platform supports large-scale deployment without sacrificing consistency across dep...