Upon completion of this course, participants will be able to:

• Align **Leadership Development** strategy directly with the organization's business strategy and future talent needs.
• Design tiered **Leadership Development Programs (LDPs)** tailored to the specific needs of emerging, mid-level, and executive leaders.
• Master the use of the 70/20/10 model to create robust development experiences (experiential, relational, formal).
• Integrate leadership competency models, 360-degree feedback, and coaching into the **LDP** design.
• Develop and utilize rigorous evaluation methods (e.g., Level 4 Business Results) to measure **LDP** impact and **ROI**.
• Lead the selection, assessment, and management of internal and external participants for program entry.
• Manage the budget, vendor relationships (coaches, content), and executive sponsorship for the **LDP**.
• Ensure the **LDP** supports succession planning goals, diversity, and cultural transformation efforts.

• HR Leaders and Directors of Talent Management and **L&D**
• C-Suite Executives and Board Members overseeing leadership strategy
• Organizational Development and Effectiveness Specialists
• HR Business Partners supporting executive and senior management teams

• Group exercises designing a complete tiered **LDP** structure (content, modality, duration) for a case study organization.
• Workshops on developing evaluation metrics and a Level 4 measurement plan for a leadership program.
• Case studies analyzing the design and impact of renowned corporate leadership academies.
• Role-playing scenarios presenting an **LDP** proposal and **ROI** justification to a simulated Board subcommittee.
• Individual exercises creating a talent segment profile and selection criteria for a high-potential **LDP**.

Unit 1: Strategic Alignment and LDP Design Principles

• Defining the leadership competencies and style required to execute the organization's future strategy
• The critical role of executive sponsorship and ownership in the success of **LDPs**
• Designing tiered **LDPs** (e.g., Emerging Leaders, High-Potential) with clear program objectives
• The **LDP** as an engine for cultural change and values reinforcement

Unit 2: Content and Experiential Methodology

• Mastering the 70/20/10 framework: balancing job experience, developmental relationships, and formal training
• Designing high-impact experiential learning components (e.g., Action Learning Projects, stretch assignments)
• Integrating developmental tools: 360-degree feedback, assessment centers, and personalized executive coaching
• Strategies for selecting and curating high-quality, relevant leadership content and faculty

Unit 3: Participant Selection and Management

• Developing objective selection criteria and a fair assessment process for **LDP** entry
• The role of the talent review process and succession planning in nominating participants
• Strategies for managing participant expectations, time commitment, and engagement throughout the program
• Ensuring diversity, equity, and inclusion are embedded in the participant selection and program content

Unit 4: Evaluation and Measuring ROI

• Applying advanced evaluation techniques (e.g., Level 4 Business Results, control groups) to measure program success
• Developing metrics related to leadership behavior change, engagement scores, and internal fill rates
• Calculating the **Return on Investment (ROI)** and justifying the cost of the **LDP** to the Board
• Strategies for translating evaluation data into actionable program improvements and leadership insights

Unit 5: Sustainability and Program Governance

• Establishing a robust governance structure for the **LDP** (Steering Committee, Executive Sponsor)
• Integrating **LDP** graduates into succession planning and alumni network activities
• Managing the external vendor and coaching network with clear performance expectations
• Developing a communication plan to showcase **LDP** success stories and impact internally and externally