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Leadership Projects Model for High Potential Leaders

With the Leadership Projects Model, Crux Move Consulting uses real executive projects to educate “high potential leaders” and develop leadership skills and cross-functional relationships.

After an initial kick-off team development session, project teams are provided with a real issue, challenge, or opportunity facing the company. Each team works together over the course of three or four months to research, develop a solution or set of recommendations, and then present their findings to the executive leadership team.

Throughout the process, teams are provided access to an executive team member who acts as a team mentor and to a Crux Move facilitator to ensure that leadership development lessons continue to be acknowledged and leveraged.

Upon completion of the presentation, feedback provided by the executive leadership team helps to focus and crystallize both leadership lessons and critical thinking on the project and recommended solution. Project teams typically get feedback on whether the company will move forward with their recommendations and whether any members of the team will participate in implementing solutions when appropriate.

The Crux Move Experience

Crux works with your internal resources (often senior leaders and HR or OD professionals) to identify and select high potential participants within your company and divide them into project teams. Teams are built with the intention of representing the real challenges of being an executive at your company. For example, these projects are being accomplished in real time while they are doing their “day job”, just like your company’s executives need to. And if you are a global company, it might be structured that team members represent all the regions, languages and time zones that mirror the reality of your circumstances.

Your selected leaders will:

Step 1

Attend an intensive three-day kick-off focusing on compressing and accelerating the team development process. Often multiple project teams go through this process together, exploring concepts of team and leadership development that can be applied to their project teams and their current role, and building relationships across this unique group of high potential leaders. Eventually smaller project teams are broken off to begin the focused work of their team.

Step 2

Each project team designs their own process and schedule for researching the topic and meeting together as a project team. A senior leadership team member is assigned to each team as a potential coach and support to provide them with information, and to help them maneuver the complexities of gaining access to key resources.

Step 3

Each team attends a Crux-facilitated mid-point check-in meeting to explore and evaluate their current level of functioning, relationships, and the outcomes being generated. This meeting provides each team the opportunity to address and acknowledge key leadership lessons to date, explore their ongoing group dynamics, and make last-minute adjustments and re-alignments prior to their presentation.

Step 4

Make their presentation to members of the executive leadership team. Executive team members can ask questions regarding their presentation and lessons learned throughout the process.

Step 5

Attend a Crux facilitated post-program meeting with project team members to enhance development and ensure key development feedback is captured. Each team member completes an in-depth, 360 emotional intelligence self-assessment and provides feedback for each of their project teammates.

The final team meeting provides an opportunity to debrief the results of the 360 assessments and the developmental feedback and discuss the application to their current and future role in the company.


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