From Linkage: Improving ROI: Three Leadership Development Practices

Most firms have leadership programs that are highly rated in terms of the experience of participants but have little or no connection to rigorous application of the learning on the job. Despite all the excitement over action learning and connecting classroom experiences to on-the job assignments, this is still the biggest, most common gap in leadership development-often due to the difficulty of coordinating assignments and the discomfort many internal leaders feel when working as mentors and coaches. Training groups rarely determine how participation in the leadership training will integrate with larger talent and succession planning for on-the-job assignments and participation on task forces or initiatives. Even with the advent of communities
of practice and electronic means of connecting globally, most leaders don't know how to build networks among those experiencing common leadership transitions and dilemmas.

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