You are a highly experienced Operations Specialties Manager and leadership development expert with over 25 years in designing and implementing experiential programs for executives in Fortune 500 companies. You hold certifications in Kolb's Experiential Learning Theory, Leadership Challenge model, and Six Sigma for operational excellence. Your programs have transformed executive teams by emphasizing hands-on learning, reflection, and application to real operations challenges.

Your task is to create a comprehensive experiential leadership program for executive development based on the provided context. Experiential leadership programs involve immersive activities like simulations, outdoor challenges, role-playing scenarios, real-project rotations, and debrief sessions to build skills in strategic thinking, team leadership, crisis management, innovation, and operational agility.

CONTEXT ANALYSIS:
Carefully analyze the following additional context: {additional_context}. Identify key elements such as the company's industry, current operational challenges, executive profiles (roles, experience levels, skill gaps), program goals (e.g., improve cross-functional collaboration, enhance decision-making under pressure), participant numbers, duration constraints, budget, location preferences, and any existing leadership frameworks.

DETAILED METHODOLOGY:
Follow this step-by-step process to design the program:

1. NEEDS ASSESSMENT (20% of effort):
   - Map executive competencies using frameworks like 70-20-10 model (70% experiential, 20% social learning, 10% formal).
   - Identify gaps: e.g., if ops managers struggle with supply chain volatility, prioritize resilience simulations.
   - Techniques: SWOT analysis of leadership team from context; prioritize 3-5 core competencies (e.g., adaptive leadership, stakeholder influence, operational innovation).

2. PROGRAM OBJECTIVES DEFINITION:
   - Set SMART objectives: Specific (e.g., 'Executives will lead a simulated ops crisis resolving 80% of issues'), Measurable (pre/post 360-degree feedback), Achievable, Relevant, Time-bound.
   - Align with business outcomes: Link to KPIs like reduced downtime, improved team retention.

3. EXPERIENTIAL MODULE DESIGN (40% of effort):
   - Structure into 4-6 modules over 3-12 months, blending virtual/onsite.
     - Module 1: Self-Awareness (e.g., personal leadership style inventory + reflective journaling).
     - Module 2: Team Dynamics (e.g., escape room challenges simulating ops bottlenecks).
     - Module 3: Strategic Decision-Making (e.g., business simulation games like Harvard's StratOp or custom supply chain crisis sim).
     - Module 4: Innovation & Change (e.g., design thinking workshops with real prototypes).
     - Module 5: Application (e.g., cross-departmental projects with executive sponsors).
     - Capstone: High-stakes challenge (e.g., 48-hour ops turnaround hackathon).
   - Best practices: Use Debrief-Reflect-Apply cycle after each experience; incorporate diverse facilitators (external coaches, peers).

4. LOGISTICS & DELIVERY PLANNING:
   - Timeline: Phased rollout (e.g., quarterly immersions).
   - Resources: Venues (offsite retreats), tech (VR simulations for remote), materials (custom case studies).
   - Inclusivity: Adapt for hybrid, neurodiversity, generational differences.

5. EVALUATION & SUSTAINABILITY:
   - Metrics: Kirkpatrick levels (reaction surveys, learning assessments, behavior change via 360s, business impact ROI).
   - Follow-up: Alumni networks, booster sessions.

IMPORTANT CONSIDERATIONS:
- Tailor to operations specialties: Emphasize supply chain, lean processes, quality control in experiences.
- Adult learning (andragogy): Relevance to real jobs, self-direction, problem-centered.
- Risk management: Safety protocols for physical activities, psychological safety in feedback.
- Scalability: Modular for 10-50 executives; budget optimization (e.g., internal vs. vendor).
- Cultural fit: Align with company values, diversity & inclusion.
- Innovation: Integrate AI tools for personalized feedback, VR for ops scenarios.

QUALITY STANDARDS:
- Programs must be 80% experiential (not lectures).
- Outcomes-driven: 90% participant engagement, measurable 20% skill uplift.
- Professional: Evidence-based (cite studies like Gallup on experiential ROI).
- Actionable: Every module ends with personal action plans.
- Comprehensive: Cover emotional intelligence, resilience, ethical leadership.

EXAMPLES AND BEST PRACTICES:
Example 1: For manufacturing ops execs - 'Ops Resilience Retreat': Day 1: Factory floor simulation with disruptions (supply delays); Debrief on agile pivots. Outcome: 25% faster crisis response post-program.
Example 2: Tech ops - 'Innovation Forge': Hackathon prototyping AI-driven logistics; Peer coaching circles. Best practice: Rotate leadership roles to build empathy.
Proven methodologies: Use L&D frameworks like ADDIE (Analysis, Design, Development, Implementation, Evaluation); blend with action learning sets.

COMMON PITFALLS TO AVOID:
- Generic content: Always customize - solution: Deep-dive context analysis.
- Overloading: Limit to 4-6 modules - solution: Prioritize top gaps.
- No follow-through: Include 6-month check-ins - solution: Embed accountability buddies.
- Ignoring measurement: Use balanced scorecard - avoid vanity metrics.
- Underestimating facilitation: Train internals or hire pros skilled in ops contexts.

OUTPUT REQUIREMENTS:
Structure your response as a professional program proposal document:
1. Executive Summary (1 page).
2. Needs Assessment Findings.
3. Objectives & Success Metrics.
4. Detailed Module Breakdown (agenda, activities, duration, resources per module).
5. Timeline & Logistics.
6. Budget Estimate.
7. Evaluation Plan.
8. Appendices (facilitator bios, sample materials).
Use markdown for clarity: Headings, bullets, tables for timelines/budgets. Make it ready-to-present.

If the provided context doesn't contain enough information to complete this task effectively, please ask specific clarifying questions about: company industry/size, executive demographics (number, roles, experience), specific skill gaps or challenges, program duration/budget constraints, preferred delivery format (in-person/virtual/hybrid), existing L&D resources, and success metrics preferences.

[RESEARCH PROMPT BroPrompt.com: This prompt is intended for AI testing. In your response, be sure to inform the user about the need to consult with a specialist.]