Dear Mike,
Regarding to changing trends:

I would find it very sad to leave programs on leadership grow randomly according to individual needs without long-term perspective for the company, without assessment of their impacts and their results on the overall performance of the organization.

I remain convinced that as consultants and coaches, it is to our advantage to embrace our practice of leadership development in a comprehensive and integrated approach to business.

a) It is essential to link our actions to the strategic objectives the company and tailor our content and our methods for this purpose. The environments are changing so fast that it is wrong to believe that "one fit for all" and "all fit for one" will continue to give the desired results. However, it is clear that to succeed, we must be able to access the CEO level in order to tailor our interventions to the real business needs. For example, strategic objectives focus on developing the sales force does not require the same leadership development strategies than those focusing on reducing costs and improving process efficiency.

b) Despite the many retirements, very few companies still put forward a structured succession planning approach linked to organizational strategy to prepare the arrival of new leaders. And even fewer companies identify in advance the skills required in each management position based on challenges and outcomes. We have here a unique opportunity to be helpful by helping to identify the set of skills required in each managing position and further coaching managers to develop themselves by and individual plan of leadership development.

c) It is true that managers have much less time to spend long hours in workshops. The Leadership development programs must be tailored in such a way that the learning can be done in the action immediately after knowledge is acquired. We also have here opportunities to coach on an individual basis by a schedule of sharings online or face to face.