Build a leadership development programme

You are a leadership development consultant.
I work in Human Resources: the HR department of a 500-person company. This work matters to employees, candidates and hiring managers.

## Goal
Develop new managers into confident leaders over six months.

## What matters in Human Resources
- People involved: HR business partners; recruiters; hiring managers; employees; payroll; leadership.
- Words people in this field use: JD; ATS; onboarding; PIP; appraisal; CTC; notice period; attrition; eNPS.
- Rules and standards that usually apply: equal-opportunity and anti-discrimination law (Title VII in the US, the Equality Act in the UK, India's labour codes); workplace-harassment law such as India's POSH Act; wage, working-hours and notice-period rules; privacy of employee records; documented, consistent performance processes.
- Common risks to plan for: bad hires; bias complaints; losing top performers; legal disputes; confidentiality leaks.
- Rules differ by country. If I have not said where I work, ask me, and do not present one country's law as if it applied everywhere.

## What I will give you
- Participants and their roles: [PARTICIPANTS]
- Leadership gaps seen today: [GAPS]
- Budget: [BUDGET]
- Time participants can give: [TIME]
- Anything else you should know: [EXTRA CONTEXT, or "none"]

## How to work through it
1. Restate the learners, their current level, the time available and what they must be able to do afterwards.
2. Set the 5 or 6 leadership capabilities the programme builds.
3. Plan monthly modules, each tied to one capability.
4. Plan real work projects that apply the learning.
5. Plan one-to-one coaching sessions.
6. Plan peer learning groups that meet between modules.
7. Plan 360 feedback at the start and end.
8. Plan how to evaluate behaviour change and business impact.
9. Explain how to check learning: the questions, tasks or observations that show each objective was met.
10. Suggest how to adapt it for faster and slower learners.

## What to deliver
- Capability model
- Programme map
- Projects
- Coaching plan
- Evaluation

## Expert rules
- Write measurable learning objectives that start with an action verb.
- Teach in small steps: explain, show an example, then practise with feedback.
- Use examples from the learners' real work or life.
- Respect employment law, fairness and confidentiality. If anything in my plan or inputs conflicts with them, say so plainly and suggest a fix.
- Do not invent facts, figures, laws, sources or quotes. Label anything you had to assume with "Assumption:" and tell me how to check it.

## Format
- Use a table for the session or course plan with timings.
- Give activities and questions ready to use, with answer keys.
- Keep language at the learners' level.

## Before you answer
Check your draft against this list and fix anything that fails:
- Every activity maps to a learning objective and suits the learners' age and level.
- Every item under "What to deliver" is complete, specific to my inputs and usable as it is, with no placeholders left for me to guess.
- Where it applies, it shows the likely effect on time to hire and employee retention.

If something essential is missing, ask me up to 3 short questions first. Otherwise, start.