Leadership Training Template and Rollout Checklist
A ready-to-run leadership program and the rollout checklist to go with it. Develop leaders at every level, then see which competencies each level has actually built.
- A seven-module leadership program, from self-awareness to leading change, with audience and duration
- A ten-point program rollout checklist you can map to your own competency framework
- A competency matrix that scores each leader level on vision, influence, delegation, developing others and change
- A coaching and refresher cadence so leadership behaviours actually stick
What is inside
- A seven-module leadership program, from self-awareness to leading change, with audience and duration for each session.
- A ten-point program rollout checklist you can map to your own competency framework and mark off as you go.
- A competency matrix that scores each leader level on the five behaviours that decide how teams are led, and shows where coaching is needed.
- A coaching and refresher cadence so the behaviours stick long after the workshop.
Who it is for
Anyone who has to build leaders, or answer for how the team is led.
- L&D and leadership development leads
- HR business partners
- People managers and team leads
- Directors and senior managers
- VPs and heads of function
- Talent and OD teams
- Founders and COOs
- New and aspiring leaders
The leadership training program template
Seven modules covering the behaviours that separate a manager who holds a team together from one who lets it drift. Run the full set for new leaders, then use the refresher and level-specific modules through the year.
| Module | Audience | Duration | What it must cover |
|---|---|---|---|
| 1. Leadership foundations and self-awareness | All leaders | 40 min | The shift from managing tasks to leading people, understanding your own style, and its impact on others. |
| 2. Vision and setting direction | All leaders | 35 min | Translating strategy into a clear team direction, priorities and goals people can rally behind. |
| 3. Influence and communication | All leaders | 35 min | Influencing without authority, communicating with clarity, and building trust across the team and peers. |
| 4. Delegation and empowerment | All leaders | 30 min | Delegating outcomes not tasks, matching work to strength, and letting go without losing control. |
| 5. Developing and coaching others | All leaders | 40 min | Coaching conversations, growth plans, and stretching people so the team gets stronger, not just busier. |
| 6. Leading change | Mid and senior | 35 min | Taking a team through change, handling resistance, and keeping people steady through uncertainty. |
| 7. Decision-making and accountability | All leaders | 30 min | Making calls with incomplete information, owning outcomes, and holding the team to standards fairly. |
Delivering the program and its knowledge checks through an LMS gives you dated, scored completion per leader and per level, the evidence a talent review or succession plan actually needs.
The program rollout checklist
Ten steps to take a leadership program from a competency framework to measured behaviour change. Tick items to track your own rollout, it stays in this browser. The download has the same list with an owner column.
- Leadership competency framework agreed by levelDesignBefore launch
- Leaders baselined with a self-assessment or 360AssessmentBefore launch
- Cohorts and leader levels definedDesignBefore launch
- Modules mapped to the competencies they buildContentBefore launch
- Manager coaching cadence set between sessionsCoachingOngoing
- On-the-job practice assignment for each moduleApplicationPer module
- Peer or cohort learning group runningCohortOngoing
- Competency scored by level, not just company-wideGovernanceQuarterly
- Behaviour change measured, not just attendanceMeasurementQuarterly
- Refresher and stretch assignments scheduledGovernanceAnnual
The step most programs skip is the second last one. A company-wide completion figure can still hide a whole level of managers who never learned to delegate, and that is where teams quietly stall.
Leadership competency at a glance
The checklist tells you whether the program ran. This matrix tells you which competencies each level of leader has actually built. Score every level on the five behaviours that decide how teams are led. In Excel the readiness and gaps calculate as you type.
| Leader level | Leaders | Vision | Influence | Delegation | Developing others | Leading change | Ready |
|---|---|---|---|---|---|---|---|
| Directors | 12 | 2 | 2 | 2 | 2 | 2 | 100% |
| Senior managers | 28 | 2 | 2 | 1 | 1 | 2 | 80% |
| Mid managers | 46 | 1 | 2 | 1 | 1 | 1 | 60% |
| Team leads | 60 | 1 | 1 | 1 | 2 | 0 | 50% |
| New managers (0 to 6 months) | 22 | 0 | 1 | 0 | 1 | 0 | 20% |
| Coverage at required | 40% | 60% | 20% | 40% | 40% | 62% |
The exposure here is delegation and developing others in the lower levels. Team leads and new managers score weakest exactly where their own teams need them most, so promising talent gets managed instead of grown.
The leadership development calendar
| Timing | Action | Owner |
|---|---|---|
| On appointment | Modules 1 to 5 in the first two months, with a practice assignment each. | L&D |
| Fortnightly | Coaching one-to-one with the manager on one leadership behaviour in focus. | Line manager |
| Monthly | Cohort or peer learning group to work through a real challenge together. | L&D |
| Quarterly | Review competency scores by level and refresh a priority behaviour. | HR and L&D |
| For senior levels | Deeper modules on leading change and enterprise decisions. | L&D |
| Annual | Re-baseline with a 360 and refresh individual development goals. | HR |
How to run it
- Agree the competencies first
Define what good leadership looks like at each level before you pick any content, so training maps to behaviour.
- Baseline every leader
Use a self-assessment or 360 so you can show the shift after training, not just attendance.
- Run it by cohort and level
New managers, mid managers and directors face different challenges and need different depth.
- Coach between sessions
The behaviour change happens back on the job, so pair modules with manager 1:1 coaching and practice.
- Score competency by level
Roll it up per level so a gap in delegation or developing others is visible before it costs you retention.
- Review the behaviours quarterly
Competency scores, manager and team feedback, and completion by cohort, reviewed every quarter.
Disprz drives up to 50 percent gains in productivity and engagement.
Common mistakes this pack prevents
- A one-off offsite with no coaching or practice afterwards, so the behaviours fade within weeks.
- A company-wide attendance number that hides a whole level of managers who never learned to delegate.
- Training every leader identically, when a new manager and a director face completely different challenges.
- Measuring completion but never the behaviour change it was meant to produce.
- No competency scoring, so coaching goes to the loudest problem instead of the real leadership gap.
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 should a leadership training program include?
How do you make leadership training actually stick?
Can I adapt the modules and competencies?
Does the Excel tracker work in Google Sheets?
Do I have to fill the form three times?
More from the leadership library
Leadership training only works if the behaviour changes and you can see it. That is the part we run.
Bring your people leaders to a 30-minute working session. We will show how Disprz delivers leadership development in short mobile modules, ties it to on-the-job coaching, and rolls competency up by level, so your next talent review is a two-minute export.