At Invista, we speak to dozens of you in our community every year--business owners, executives, and HR professionals.  One of the most common issues you bring is about the challenge of recognizing and developing your own internal high potential employees and new leaders.  Every organization has talent and many potential leaders, if only they were recognized and given some training and support to grow into their roles.  Invista developed the Inside Out Leadership Development program for you--a series of modules that cover all the essential mindsets and behaviors that make a foundation for newly developing leaders.  This program is perfectly suited for high potentials, leads and supervisors who may have never experienced any formal training.


Invista’s Leadership Development Model provides an organized, comprehensive approach to developing leadership skills that are applicable to both new and seasoned leaders.  The program focuses on the Mindsets and Capabilities foundational for leaders - providing critical knowledge and skills that support and develop leaders as individuals, leaders of teams and leaders who build capacity in others and their organization.

Leadership Development Model



Mindsets are the distinguishing internal mental qualities and characteristics needed to be developed as a leader no matter the task, situation or interaction.  Mindsets are ways of thinking and being that influence our relationships with others and our work.  Below are the leader mindsets Invista believes are foundational for leaders to develop.

Curiosity    A strong desire to learn or know something more, to seek new information and experiences and explore novel possibilities.  Curiosity is the state of being curious: inquisitive, wondering, ready explore and solve problems.

Curiosity is important in leadership because it encourages leaders to generate alternatives, view tough situations more creatively, focus on alternative perspectives, share information more openly and listen more carefully.

Resilience    The process of adapting, learning and growing well in the face of adversity, challenges or significant sources of stress.  Resilience requires self-awareness and a belief that you will work through difficult situations.  Resilience also requires a commitment and optimism for building healthy relationships and solving critical problems.

Resilience is important in leadership because it not only helps leaders get through difficult times personally, it also is an opportunity for a leader to show their emotional strength, courage and professionalism during the most trying times.

Flexibility    Demonstrating an openness to change.  Rapidly adapting to new information, changing conditions, or unexpected obstacles.  It is about recognizing and drawing from available resources and respecting necessary changes in direction.

Flexibility is important it allows leaders to more readily match their thoughts and actions the reality of a situation – maintaining positive momentum in their work and relationships even during periods of transition or chaos.

Integrity    Living and working in with high moral standards.  Being consistent in demonstrating your values in relationships with coworkers, customers, and stakeholders. At the heart of integrity are honesty and trust.

Integrity is important in leadership because people are drawn to and want to put forth their best effort for those who are ethical.  They know that if their leader acts with integrity, that leader will treat them right and do what’s best for the organization.

Learning Agility    Being willing to continually able to give up skills, perspectives, and ideas that are no longer relevant, and learn new ones that are.

Learning agility is important in leadership because it encourages leaders to seek out and learn from unfamiliar experiences and then apply those lessons to succeed in the next new situation. Learning agility helps leaders be strategic about what to do even when the future is not clear.


Capabilities are the critical competencies (knowledge, skills and abilities) needed to develop as a leader.  These are competencies that focus on the individual leader, the leader’s interactions with others and the work the leader and his/her team is being tasked to do.

Capabilities have been organized into the following three elements of leadership:

  1. Develop Self
  2. Lead Others
  3. Build Capacity

Develop Self

Developing Self is about understanding who you are, as well as understanding the mission of the organization and your role in it.   It is about becoming self-aware and having self-discipline.  Self-awareness includes:  being aware of strengths and weaknesses; understanding your limitations and creating appropriate boundaries; knowing your “hot-buttons”; and honing your “gut instincts”.  It is about becoming intelligent and self-disciplined in your thoughts, emotions and actions – both personally and professionally.  Developing a keen sense of self-awareness also helps leaders gain confidence in their abilities and results in them modeling the behaviors they are trying to grow in their team.

Lead Others

After focusing first on individual development, the model focuses on Leading Others.  New leaders must take their understanding of the organization’s mission and model that for the members of their team.  They must further their capabilities in communication, influence and motivation, learning to ask questions and actively listening to the people around them.  They must proactively address conflict and solve problems when they arise and have the capacity to make good decisions.  In addition, leaders must consider future needs and opportunities, be forward thinking, and lead their people through change.

Having the opportunity to study, practice and debrief with peers and others who have more experience is critical to the healthy development of a new leader.

Build Capacity

Capacity building is the process of developing the strength, effectiveness and sustainability of an individual, team or organization. It is essential to an organization’s continued growth.

New leaders who are committed to their own professional development have the opportunity to share what they are learning with members of their team. They can work together with those they lead to identify strengths, challenges, and areas of interest. In addition, they must know how to give feedback and coach the members of their team so that together they can achieve necessary goals. Developing relationships by investing in others fosters a sense of ownership and empowerment in the work and the mission of the organization. It strengthens confidence, skills, knowledge and the experiences available to the team and organization.


The Inside Out learning modules are organized into 4 categories and 22 modules.  Each module is three-hours in length.  The total program takes 66 hours.  However, you are free to customize the program by selecting only the modules relevant to your leadership development goals and objectives.