Why Most Leadership Programs Don’t Work (And What Actually Does)
Intro: You’ve probably been there: a high-potential leader attends a training, comes back energized, and then… nothing changes. Weeks later, the same habits resurface, and the ROI feels murky at best.
It’s not because your leaders lack potential. It’s because most programs stop at the surface.
In this episode of the Leaders Rising Podcast, we unpack the structure, story, and strategy behind B-SPOKE, a leadership development experience that doesn’t just inspire growth; it walks leaders through it.
From Awareness to Action: The Intentional Multiplication Framework
Designed by Jim Lee, B-SPOKE cohorts utilize the Intentional Multiplication model, a four-part rhythm that grows leadership capacity the same way top performers build skills: through progressive, supported practice.
- Inform: Make the invisible visible. Introduce the concept and name what’s currently blind.
- Train: Add clarity. Break down what “good” looks like and help leaders imagine new behaviors.
- Coach: Walk with them. Create safe space for reflection, feedback, and recalibration.
- Apprentice: Cement the habit. Reinforce the skill until it becomes second nature.
Most companies stop at Inform and Train. But transformation lives in the coaching and apprenticeship zones.
What Astrid Learned and What the Bank Measured
Astrid Benedetto wasn’t just a participant in a B-SPOKE cohort. She was also the program administrator at her previous company. That gave her a dual perspective: experiencing the growth firsthand, while also building the case for the program’s strategic value.
She partnered with People Analytics and L&D Operations to build a measurement system that tracked the true impact of the B-SPOKE program. Together, they created:
- A Net Impact Score, built from learning application, NPS, and program quality
- A Career Mobility Tracker, which followed leaders for 18 months post-program
The results were undeniable:
- 3x higher promotion rates than other internal leadership programs
- 2x the retention rate of comparable cohorts
That’s not just a good story. That’s a strong business case.
Why You Need Cross-Functional Partnership
One of Astrid’s biggest lessons wasn’t about content—it was about collaboration. Leadership development doesn’t live in a vacuum. She intentionally partnered with managers, HR, and analytics teams to:
- Help managers reinforce learnings in 1:1s
- Make growth part of performance conversations
- Ensure long-term visibility into outcomes
Without that ecosystem of support, even the best programs struggle to show lasting results.
What One Month in a B-SPOKE Cohort Looks Like
Wondering how all of this plays out in practice?
Jim walks through how each month focuses on one skill:
- Leaders start by watching a short video (Inform)
- Then they gather in a live session to unpack the tool and common challenges (Train).
- A few weeks later, they return for coaching and peer feedback (Coach)
- This is followed by one-on-one sessions that support deeper growth and reflection (Apprentice).
Each stage reinforces the last. Growth is cumulative. And no one is left alone to figure it out.
A Final Thought: Don’t Just Inform. Transform.
If you’re tired of one-off trainings and invisible impact, Bespoke is different. It doesn’t replace your leaders—it unlocks them. It gives them language, tools, and the support to become the kind of leaders your culture needs.
Slow down. Ask better questions. Build a better rhythm.
Take the Next Step
- Nominate a high-capacity leader for our upcoming Next Level Leaders cohort, a collaborative cohort with B-SPOKE and Leaders Rising Network.
- See where you stand: Start with the 3 minute Leadership Culture Wayfinder to see what stage you’re in.
Your everyday actions are shaping culture. Let’s make them count!
