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The choice that best describes a leadership development program incorporating job rotations and coaching from external consultants is characterized by being highly structured. In such programs, there is usually a clear framework guiding the specific roles, responsibilities, and timelines for participants. Job rotations ensure that individuals gain diverse experiences and exposure to various aspects of the organization, while the involvement of external consultants provides expert guidance and feedback, enhancing the learning process.

Highly structured programs often prescribe specific paths or stages that participants must follow, ensuring that all necessary competencies are covered systematically. This structure helps to align the development of leaders with the organization's strategic goals, creating a comprehensive approach to skill enhancement and leadership readiness.

Other options may suggest varying levels of structure or focus. For instance, semi-structured programs involve some degree of flexibility but do not have the same rigorous framework as highly structured ones. Structured development programs have defined components but may lack the depth and external coaching aspect typical of highly structured initiatives. Ad-hoc training is typically unplanned and less formal, which does not align with the systematic approach indicated in the description. Therefore, the element of intentionality and the comprehensive nature of coaching and rotations indicate that a highly structured leadership development approach is the most appropriate classification.