Leadership Development Training Template and Program Checklist
A ready-to-build development pipeline and the program checklist to go with it. Grow leaders at every tier, then see which tier is actually ready to step up.
- A seven-module program that builds a leadership pipeline, from framework to succession readiness
- A ten-point program build checklist covering IDPs, 70-20-10, cohorts and measurement
- A pipeline readiness matrix that scores each tier on self-awareness, IDPs, experience, mentoring and succession
- A development rhythm so growth is continuous, not a once-a-year course
What is inside
- A seven-module program that builds a leadership pipeline, from competency framework to succession readiness.
- A ten-point program build checklist covering IDPs, the 70-20-10 blend, cohorts, mentoring and measurement.
- A pipeline readiness matrix that scores each tier on the five things that decide who is ready to step up.
- A development rhythm so growth is a continuous system, not a once-a-year course.
Who it is for
Anyone who has to build a leadership bench, or answer for who is ready next.
- L&D and leadership development leads
- Talent and OD teams
- HR business partners
- Succession and workforce planners
- Heads of people and CHROs
- Learning program managers
- Mentors and program sponsors
- High-potential leaders in the pipeline
The leadership development program template
Seven modules that turn scattered courses into a pipeline. Run them as the backbone of the program, then let each tier and each person follow their own development plan through the year.
| Module | Audience | Duration | What it must cover |
|---|---|---|---|
| 1. Program design and competency framework | Program owners | 40 min | Defining tiers, the competencies at each, and how development connects to the next role. |
| 2. Assessment and baselining | All tiers | 35 min | Self-assessment, 360 and manager input, to place each person against their tier honestly. |
| 3. Individual development plans | All tiers | 35 min | Turning gaps into an IDP with goals, stretch work and a review date, owned by the individual. |
| 4. The 70-20-10 blend | All tiers | 30 min | Weighting development toward experience and exposure, with formal learning as the smaller part. |
| 5. Cohort learning and peer coaching | All tiers | 35 min | Running cohorts, action learning on real problems, and peer coaching that builds a leader network. |
| 6. Mentoring and sponsorship | Mid and senior | 30 min | Matching mentors and sponsors, making the relationship productive, and opening real opportunities. |
| 7. Measurement and succession readiness | Program owners | 35 min | Tracking IDP progress, readiness by tier, and building a succession picture leadership can trust. |
Running the program and IDPs through an LMS gives you dated progress per person and per tier, so readiness and succession coverage are a live view rather than a spreadsheet someone rebuilds each year.
The program build checklist
Ten steps to build a leadership pipeline that measures who is ready, not just who attended. Tick items to track your own build, it stays in this browser. The download has the same list with an owner column.
- Tiers and competency framework definedDesignBefore launch
- Talent baselined against each tierAssessmentBefore launch
- Individual development plans created for allPlanningPer person
- 70-20-10 blend designed, not just a course listDesignBefore launch
- Cohorts and action-learning groups formedCohortPer intake
- Mentors and sponsors matchedMentoringPer person
- Stretch assignments and exposure agreedExperienceOngoing
- IDP progress reviewed with managersGovernanceQuarterly
- Readiness scored by tier, not just completionsMeasurementQuarterly
- Succession coverage reviewed with leadershipGovernanceAnnual
The step most programs skip is the 70-20-10 one. If development is all courses and no stretch experience, leaders learn the theory and never get to practise it where it counts.
Pipeline readiness at a glance
The checklist tells you the program is built. This matrix tells you which tier of your pipeline is actually ready to step up. Score every tier on the five things that decide readiness. In Excel the readiness and gaps calculate as you type.
| Pipeline tier | People | Self-awareness | IDP in place | 70-20-10 active | Mentoring | Succession-ready | Ready |
|---|---|---|---|---|---|---|---|
| Successor pool | 8 | 2 | 2 | 2 | 2 | 2 | 100% |
| Senior leaders | 16 | 2 | 2 | 1 | 2 | 1 | 80% |
| Mid managers | 40 | 1 | 2 | 1 | 1 | 1 | 60% |
| First-line leaders | 72 | 1 | 1 | 1 | 0 | 0 | 30% |
| High-potential ICs | 34 | 1 | 0 | 0 | 0 | 0 | 10% |
| Coverage at required | 40% | 60% | 20% | 40% | 20% | 56% |
The exposure here is the bottom of the pipeline. High-potential ICs have no development plan and no mentor, so the people you most want to grow are the ones the program is not yet reaching.
The development program rhythm
| Timing | Action | Owner |
|---|---|---|
| Per intake | Baseline the cohort, set IDPs, and match mentors and sponsors. | L&D and talent |
| Fortnightly | Cohort action-learning session on a real business challenge. | Program facilitator |
| Monthly | IDP check-in between the individual and their manager. | Line manager |
| Quarterly | Review readiness scores by tier and refresh stretch assignments. | Talent and L&D |
| For senior tiers | Sponsorship conversations and exposure to enterprise decisions. | Executive sponsor |
| Annual | Succession review and a new intake into the pipeline. | CHRO and leadership |
How to run it
- Define the tiers and competencies
Set what leadership looks like at each tier of the pipeline before you design any learning.
- Baseline talent and build IDPs
Assess each person against their tier and give everyone an individual development plan, not a generic curriculum.
- Design the 70-20-10 blend
Weight development toward stretch experience and exposure, with formal learning as the smaller slice.
- Run cohorts and mentoring
Pair peer cohorts with a mentor or sponsor so leaders learn from real challenges and each other.
- Score readiness by tier
Roll it up per tier so you can see who is ready for the next step and where the bench is thin.
- Review the pipeline quarterly
Readiness scores, IDP progress and succession coverage by tier, reviewed with leadership every quarter.
Disprz customers see up to 8X training ROI.
Common mistakes this pack prevents
- A course catalogue with no pipeline, so development never connects to the next role.
- Counting completions instead of readiness, so a leadership opening still catches you with no one ready.
- All formal learning and no stretch experience, ignoring the 70 in 70-20-10.
- Generic curricula for everyone, instead of an individual development plan owned by each leader.
- No mentoring or sponsorship, so high-potential talent has the skill but never the opportunity.
Which format should you use?
| Format | Best for | What is inside | Editable | Size |
|---|---|---|---|---|
| Sharing and print | The full template, formatted to print or circulate | No | 55 KB | |
| Word | Editing the wording | Every section as editable text you can adapt | Yes | 86 KB |
| Excel | Filling it in live | The grid and scoring set up as a working spreadsheet | Yes | 65 KB |
Questions people ask
What is the difference between leadership training and leadership development?
What is the 70-20-10 model?
Can I adapt the tiers and competencies?
Does the Excel tracker work in Google Sheets?
Do I have to fill the form three times?
More from the leadership library
A leadership pipeline is only real if you can see who is ready. That is the part we run.
Bring your talent and L&D leads to a 30-minute working session. We will show how Disprz runs a tiered development program in short mobile modules, tracks IDP progress, and rolls readiness up by tier, so your next succession review is a two-minute export.