Every company says they’re investing in leadership.
Most aren’t.

In reality, many leadership initiatives are just corporate theatre—lots of noise, very little real change.
If you want to cut through the buzzwords and empty promises, here are five dead giveaways you're looking at a fake leadership initiative:

1. It’s All Talk, No Ownership

If leadership development is being run entirely by HR without any direct ownership from the executive team, it’s already a red flag.
Real leadership investment starts at the top.
If your CEO isn't visibly championing it and your senior leaders aren't role modeling it, it's a sideshow, not a strategy.

2. It's One-Size-Fits-All

Leadership is contextual.
What works for a tech startup won’t work for a global pharma giant.
If your leadership program is off-the-shelf, filled with generic models and case studies that have nothing to do with your real business challenges, you’re not developing leaders—you’re wasting their time.
Fake initiatives prioritize convenience. Real ones prioritize relevance.

3. It's Classroom-Heavy, Experience-Light

You can’t PowerPoint your way to real leadership.
Endless workshops and lectures don’t build leadership capability.
Real development happens through high-stakes experiences, uncomfortable coaching conversations, and solving real problems under real pressure.
If your program feels more like school than business, you’re doing it wrong.

4. There’s No Behavioral Accountability

Here’s a brutal truth:
If you don’t expect leaders to change how they behave, you haven't actually developed them—you’ve just entertained them.
Real leadership programs demand measurable behavior change.
You should be able to point to how your leaders act differently after the program—how they communicate, collaborate, and make decisions.
If there’s no expectation of visible change, it’s fake.

5. The Business Impact is a Mystery

Ask this:
What strategic problems will this leadership initiative help us solve faster, better, or differently?
If no one can answer that without mumbling vague platitudes about "employee engagement" or "future readiness," you’re looking at a performative exercise.
Real leadership investments accelerate business performance—period.
You should see the results: better cross-functional collaboration, faster innovation cycles, stronger team performance, healthier margins.

The bottom line:

If leadership development isn’t strategic, owned by the business, embedded in real work, and tied to visible outcomes, it’s not real.
It’s marketing.

And in today’s market, fake leadership initiatives are an expensive illusion companies can no longer afford.