What to do about ineffective leadership.....

If leadership is ineffective in an organization, they typically don't know it or don't care to do anything about it. It often falls upon the shoulders of other departments (HR, Training & Development, or other) to make the case for change at the leadership level.

The first step in this situation is clearly identifying the problem or challenges facing the organization via opinion surveys, personality profiles or organizational assessment. The results from these mechanisms can prove to be a powerful tool in delivering factual, anonymous data to the leadership team. This impartial data can serve as a starting point for discussions about what it really going on in the organization and how it might be detrimentally affecting the bottom line.
Once you have taken an assessment of the organization (in whatever form), the next step is to prioritize the findings and present a business case for change, whatever that change needs to be. This business case needs to be supported by the assessment results in combination with industry research and aligned to corporate goals and objectives.

Often times simply detailing current challenges measured against corporate mission, values and beliefs is powerful enough to call the ineffective leadership to action.

In short, if leadership is ineffective then those most concerned with improving leadership need to make that team (or individual) care enough to make a change.