LEADERSHIP DEVELOPMENT
Development that works, based on individualized need.
Most leadership programs teach the same skills to every cohort. INDx builds development experiences around individual data, so leaders aren’t just learning frameworks; they’re building individualized insights that translate into their day-to-day leadership.
WHO IT’S FOR
INDx Leadership Development is designed for cohorts of emerging managers, mid-level leaders, and high-potentials, the leaders whose development trajectory has the most direct impact on organizational performance over the next three to five years.
For leaders growing into greater complexity.
Emerging and first-time managers finding their footing
New to leading people, navigating the shift from individual contributor to team leader. The behavioral self-awareness from assessments, at this stage, shapes how these leaders develop in the years ahead.
Mid-level managers and directors stepping into a broader scope
Leading through others, managing up and across, held accountable for outcomes they don’t fully control. The demands of the role have changed, and the development approach needs to keep pace.
High-potentials being prepared for senior leadership
Identified for the next level and being developed toward it. This stage is about building the behavioral foundation that the more senior role will require, before the transition, not after.
Organizations building a leadership pipeline with intention
Not just reacting to gaps as they appear; investing ahead of them. A cohort-based program gives the organization a shared development language and a measurable picture of who is ready for what.
Of organizations report that their leadership development programs are not very effective at preparing leaders for future challenges.
5x
— WHY IT MATTERS
Leadership development works best when it starts with the individual.
Programs that skip the behavioral foundation, that teach skills without establishing who each leader actually is, tend to produce change that doesn’t hold past the program itself. Self-awareness isn’t a soft outcome. It’s the mechanism that makes development sustainable.
75%
Leaders with high self-awareness are five times more likely to be rated as effective by their direct reports and peers.
40%
Of new managers fail within their first 18 months, most often because of behavioral factors, not technical or functional skill gaps.
Most organizations invest in leadership development at the program level: curriculum, modalities, and delivery format. Those choices matter. But the variable that most reliably predicts whether development translates into changed behavior is whether leaders have accurate, validated knowledge to begin with. INDx builds that foundation before the first session, so every module, conversation, and group exercise lands on something real.
FULL PROCESS & DELIVERABLES
Leadership Development One-Page Overview
Every phase, every deliverable, and what your organization receives, all in a single shareable document designed for the people making the decision.
HOW IT WORKS
Delivery
Facilitated sessions combining structured content, behavioral application, and grounded reflection. Each session connects the participant’s individual assessment data. In-person, virtual, or hybrid sessions.
From organizational context to measurable development outcomes.
Design
Each participant completes an assessment. INDx analyzes the cohort’s collective behavioral profile, identifying shared development themes, individualized strengths, risks, and motivations. The curriculum is then developed around what the cohort needs.
Discovery
INDx conducts a scoping conversation with the stakeholders to understand the business context, the cohort’s current level, development goals, and organizational dynamics. This informs both the assessment focus areas and curriculum.
At program close, INDx provides stakeholders with a program outcomes report covering cohort-level development themes and recommendations to sustain momentum.
Outcomes
PROGRAM FORMATS
Modular. Bespoke when needed.
INDx offers two program formats depending on how clearly defined your organization’s development goals are and how much customization the cohort’s situation warrants.
Modular Program
A structured development experience built from INDx’s established library, topics selected and sequenced based on cohort assessment data and organizational priorities. The core is consistent, the specific modules, emphasis, and examples are shaped by what this cohort actually needs. Best suited for organizations with clear development goals who want a rigorous, evidence-based program without starting from scratch.
DURATION
COHORT SIZE
DELIVERY
Typically 3-6 months ∙ 4-8 sessions depending on scope
8-20 participants
In-person, virtual, or hybrid; determined during scoping
Bespoke Program
A fully custom-designed leadership development experience built from the ground up around your organization’s specific context, culture, strategic priorties, and the behavioral profile of your cohort. Every element, from the learning sequencing to the facilitation approach, is purpose-built for this engagement. Best suited for organizations with complex or highly specific development challenges, or where the cohort’s situation doesn’t fit the a modular structure.
DURATION
COHORT SIZE
DELIVERY
Scoped per engagement ∙ typically 6-12 months
Flexible; scoped during discovery
In-person, virtual, or hybrid; determined during design
— FAQ
Questions we hear most often.
If you don't see your question here, bring it to the consultation. We are happy to talk through any aspect of the engagement before you get started.
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Executive and Leadership Coaching is a 1:1 engagement working through a structured development plan. Leadership Development is a cohort experience: a group of leaders going through a designed program together, with each participant’s data shaping their engagement with the shared content. Both are grounded in the same business psychology methodology; however, their structure, dynamics, and scope differ.
Individual coaching is also available as a program enhancement within a Leadership Development engagement for participants who want deeper 1:1 support alongside the group experience.
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First, it gives each participant an objective picture of how they naturally operate, their strengths, tendencies under pressure, and the values that motivate them. That self-awareness makes the group content land differently; leaders aren’t just absorbing general frameworks, they’re filtering everything through an individualized lens.
Second, it gives INDx a cohort-level view before the program begins, so we can see where the group clusters, where there’s a meaningful range, and which development themes to prioritize. That’s what allows the curriculum to be tailored rather than generically applied.
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INDx’s modular library covers the core behavioral domains that matter at the leadership level: self-awareness and behavioral agility, managing and developing others, sustaining performance with self and others, navigating organizational complexity, leading through change, derailment awareness and risk management, and communicating with influence.
Module selection and sequencing are determined by the chort’s assessment profile and the development priorities identified during scoping. The specific modules used, and how they’re delivered, are shaped by what your cohort actually needs.
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The program outcomes report provided to the sponsoring stakeholders covers cohort-level themes; patterns observed across sessions, engagement, and development recommendations for the group and organization.
Individual participant assessment data, debrief content, and session participation specifics are kept confidential. Participants know what the sponsor receives before the program begins, so there are no surprises about what gets shared.
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Yes. A Calibration engagement can identify high-potentials who become part of the cohort. Individual coaching add-ons within the program give specific participants more depth than the group experience alone provides. INDx is designed to work as an integrated system, not as standalone products.
LET’S START A CONVERSATION
Ready to build a development program that changes how your leaders lead?
A 30-minute consultation with an INDx Talent senior practitioner. No pitch, no obligation. We’ll discuss your cohort, your goals, and what a well-designed program would look like for your organization.