Areas of Expertise

We specialize in many types of individual training sessions and innovation workshops. Our workshops can be tailored to meet the needs of your organization. The type of workshop depends on the size and goals of your organization. We conduct from half-day to five-day workshops, as well as six month to year long systems, for a wide range of audiences.

Lucid

HUMANgrid

 

Coaching for Success

Each one-on-one coaching opportunity is distinctly individual. By the use of our unique tools, we help you uncover your invisible elements to show how valuable you are. We review successes and challenges you face to determine the type of coaching we should provide. We work with you to design a simple path for you to apply this knowledge to move forward.

Personal Growth

We help you discover your strengths and preferences through our unique tools.  You will gain personal insight into yourself, and how you can better yourself and the world around you.

Leadership Development

We show managers how to change the way they manage and lead. Using our unique tools, we work 1:1 making visible your invisible elements, and how to apply them to develop your leadership capabilities to sustain a climate that is supportive of innovation and achieve maximum performance. ICS has a long-standing track record with leadership coaching, in fortune 500 companies. 

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ORGANIZATIONAL
INNOVATION

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Office of Innovation

As the designer of the very first successful Office of Innovation in the world, we offer an experience like no other company.  We partner with our clients working closely from six months to a year with them in their creation of new. The Office of Innovation is designed to transform ideas from concepts into tangible reality, from the bottom up and throughout the organization.  An office of innovation will bring about the very best, from your most valuable asset, your people.

The Invisible Element Course (TIE)

Innovation is one of the most important strategies in business. Based on The Invisible Element book, this unique course is designed to give innovation practitioners and leaders the tools to integrate the human elements with business and technology to create a sustainable culture of innovation.

Innovation Leadership Training Course

Our specially designed course dives deeper into the Invisible Element and targets leaders with the goal of expansionary to revolutionary innovation.  We teach them how to lead the change inside the organization and to maximize the innovation potential by leveraging the invisible diversity of its people.

Wright Brothers Problem Solving Course

Our innovation course is designed after the life of the famous Wright Brothers and how they created ideas to solve problems in the designing and building the very first airplane. We teach the process that is needed in order to create the best teams for breakthrough innovation to occur. 

Innovation Challenge Event (ICE)

The ICE activities are based on diversity of thought, trusting relationships, knowledge of domain and customer, and different innovation styles. The focus is on finding the ideas which are beyond the organizations normal risk tolerance but would be of great value.

The Innovation Challenge Event enables organizations to solicit, expand, refine, and select strong novel, valued ideas to solve issues in a targeted domain. Then by inviting passionate innovators with diverse knowledge and experience to a week-long workshop, those ideas are expanded and enhanced, distilling the idea to its essential novelty resulting in the selection of compelling ideas to further explore.

Coaching and Teaming

With a broad background from public to private sectors, and from small business to fortune 500 organizations, we coach your team for success. Using our unique tool, the Innovation Strengths Preference Indicator® (ISPI™), we work with your organization in the following areas:

  • Selecting the right person for the right role

  • Building dynamic teams to exceed your goals

  • Developing your leaders to become more dynamic and successful

  • Resolving conflict between individuals, groups, teams, divisions, and organizations

 

Diversity & Inclusion

When you embrace diversity, you create a more united world. We help people understand their individual potential, and appreciate the strengths in other people and cultures and coach them to create unity from the diversity of people. 

Mosaic Communities

The Mosaic Partnerships Program helps individuals from different social groups create bonds of friendship meant to last a lifetime.  By systematically selecting those with differing “outsides” (race, ethnicity, etc.) who are similar on the “insides” (demographics, job, ISPI results*) partner pairs are created with high potential for bonding and mutual enrichment.  Partner pairs are systematically guided through the stages of friendship from “stranger,” to “acquaintance,” to “close intimate friend.”  Through this process, friendships develop that otherwise never would have occurred.  These friendships expand into social networks that enrich social capital across racial and ethnic lines reducing the polarization of the community and creating a better society.

Appreciative Inquiry

Appreciative Inquiry (AI) can be used in many ways, to help people move towards a shared vision for the future.  This is done by engaging others into a strategic vision.  This program can be taught either in person or through online technology. 

 

 

Why Mosaic Partnerships?


Traditional problem-solving and intervention places focus on specific issues, which are often points of pain. This focus will often seek to gain a result by the elimination of something else. Set goals blended with training of new behaviors and expectations are how progress is pursued. From this point, focus is often on data collection and analysis of metrics. Our experience has been this approach can work but is increasingly challenging for culture transformation and trust development in global organizations and multicultural communities. Perception of another person being a good team or community member occurs when there is a depth of understanding of who the person truly is.  Sustainable shifts of behavior in people occurs by choice, at an unpredictable pace and at the level of the heart. Mosaic Partnerships by design builds in methods for the development and sharing of social capital. A culture that seeks transformation can only do so if built on the types of behaviors and interactions that precipitate change.


 
What is Mosaic Partnerships?


Mosaic Partnerships as a structured transformational program is founded based on the ideas above and presumes goodwill of people entering a change process. It utilizes a social innovation systems approach to expeditiously build interdependent relationships between diverse people within the context that change is being sought. The relationships provide the bond needed to overcome issues relating to human difference within organizations and communities.


 
What Makes Up The Program?


In the Mosaic Partnerships Program, there are three levels of relationship that are included in the design:
 
Personal: Up to 16 individual meetings between two individual partners are the heart of the program. There are a set of co-created interviews and topics that progress in depth to guide conversation for some of the meetings. The flexible model helps get the meetings started, and the materials spur conversations that increase understanding, friendship, and intimacy over time. The rest of the meeting topics are open for customization and left to the partners themselves to organize and enjoy.  Participants are voluntary and pairings consist of people who have distinct differences but an agreement of the greater goal.

 
Relational: Each partner-pair belongs to a cluster group. Cluster groups meet on a monthly basis during the term of the program and are facilitated by a pair of coaches from the community or organization. Meeting topics cover a range of topics such as culture and friendship and there are a series of “open” meetings that will reflect goals and objectives targeted to the context the program is administered in. Clusters allow pairs to process change together while laying the foundation for a culture of learning and inclusion.
 
Collective: There are two large group gatherings, one at the beginning and another at the end. The first serves as an orientation for partner pairs and a formal kick-off to the program. It’s a time for dialogue, expressed hopes and goals as well as visibility of leader ownership. A portion of the orientation is devoted to partner-to-partner and cluster group interaction. The second gathering serves as a close of this phase, opportunities for reflection and a celebration of what’s occurred and what’s to come. If appropriate, a final report may be shared highlighting the growth and achievements during the program.


Who Gets Involved?


Natural opinion leaders from the community and seeking unity in diversity of its subcultures or within an organization, senior leaders, divisions or global teams that are seeking alignment of enhanced collaboration and social capital tied to goals. It’s encouraged that trusted diverse leaders representative of a broad range of groups get involved first as they are individuals with broad influence that will stimulate a ripple effect. When a sufficient number of people are engaged on multiple levels, a shift in common values occurs and cultural transformation begins.

How Are Results Measured?


As program iterations and topics are customized, so are metrics to determine results. Results are also measured at multiple levels. There are a series of surveys administered that capture the sense of connection formed between partner pairs. A similar process occurs for cluster groups. As partner pairings are significant for developing new types of behaviors, survey results will demonstrate movement toward that end. In terms of solidarity of goals or discussion topics, leadership will have check-ins with coaches and receive updates. The most significant impact is often once the program has run its course and experiences of innovation and inclusion are traced back to stories of collaboration, new perspectives or ways of interacting
 

Positive Results in Community Might Be:

  • A change in people’s unconscious judgments of others based on culture and difference

  • Overcoming barriers to inclusion by creating bridges across human difference

  • Development of friendships, increased levels of trust, and improved communications among a diverse set of community leaders

  • Increased level of social connectedness for individuals and networks of individuals

  • Valuing diversity and increasing the understanding of how it can be a source of strength

  • Economic opportunities gained through opportunities previously unknown or not shared

  • Awareness of how issues of health, economics and education impact groups differently

  • Grassroots projects and commitments implemented to make a difference
     

Positive Results in an Organization Might Be:

  • New perspectives on connecting ideas and processes not identified before

  • Embedding collaboration and strengths language into daily interactions

  • Methods that can create or enhance structured systems such as mentoring programs

  • Activating more from talent already high-performing 

  • Scalable and repeatable methods for building and sustaining a culture of inclusion and innovation that values diversity of identity, experience and thought

  • Developing organization’s capacity to interact more effectively within global teams