Inovati

WHAT WE DO

Working with you - on the following areas - to create game-changing customer experiences and sustainable values via solid leadership and an innovative, agile and sustainable culture

• Leadership develoment

  Together with our clients, we design and deliver strategically anchored leadership development processes that create measurable results.

  Leadership development has the potential to transform individuals, teams, organizations, cultures and society. Our aim is to create lasting results through our leadership development programs. Our programs aim to enable strategic goals. In addition we often design processes that support cultural change, promote increased customer satisfaction, develop innovative and agile cultures, enable performance or aim to realize a deeper organizational purpose.

  
  

  WHAT WE DO

  We start by understanding the context in which the leader operates, for example the organizational culture and strategy, client needs or stakeholder expectations and subsequently design our programs based on the understanding we gain. For the most part our programs target all levels of the organization; executive management teams, middle management and employees. In several cases clients/end users and the board of directors are also involved. Our strength is that we see leadership development and the development of organizational culture  as two sides of the same coin. Our programs are experiential and based on the context and reality of the participants.

  EXAMPLE OF TOPICS ON OUR PROGRAMS

  • Coaching as a leadership skill
  • The leader as a role model and a cultural architect
  • Expectation management
  • Difficult (or necessary) conversations
  • Innovation management
  • Change management
  • Agile leadership
  • Emotional intelligence
  • 360 leadership evaluation (qualitative and quantitative)
  • Cross functional leadership
  • Leader shadowing
  • The leader as facilitator
  • Performance management
  • Faciliting constructive meetings
  • My Mission Statement
  • My 100 day project

  
  

  One of our basic consepts on our leadershipdevelopment programs is Daniel Ofman's Core qualities

  

• Cultural change

  We encourage the development of organizational cultures that attract clients, enable people to thrive, enhance performance and boost results.

  Culture will make or break your strategy. Customer focus, employee engagement, performance, innovation and psychological safety are all elements of organizational culture that also determine the long term health of your company. Managing organizational culture is possible, highly complicated and has been at the core of our business since 2002. 

  
  

  WHAT WE DO

  • Create awareness around the culture as is and what needs to be done to push the culture in a desired direction
  • Work with leadership to create high performance cultures that align the organization’s entire ecosystem 
  • Address both the need for great leadership and for dedicated employeeship
  • Use a flexible framework for transforming your organizational culture
  • Help motivate and allow for learning throughout the change process Create a collection of cultural adjustment and transformation stories in collaboration with our brave and persistent clients

  EXAMPLES OF TOOLS AND MODELS 

  • Dave Snowden’s Sensemaker tool 
  • Qualitative interview based culture surveys to reveal positive drivers and dysfunctional constrainers in the culture
  • Quantitative innovation culture assessment: InnovationOne assessment tool
  • Primed to perform approach by Doshi & MacGregor
  • Culture analysis based on Core-quality quadrants approach by Daniel Ofman
  • Leading across boundaries approach by Chris Ernst and Donna Chrobot-Mason
  • Large group methodology
  • Mindset transformation – Puzzle Piece versus Player based on Roald Nygaard

  A flexible framework for working with cultural change

  

• Change, complexity and agility

  We support clients in building the ability to quickly reconfigure strategy, structure, processes, culture and people so that they can capitalize on value enhancing opportunities

  The crystal ball management teams used to look into in order to understand the future and make strategic choices is no longer available. The challenges of today are not defined by simple causality, but rather by their complexity and volatility. Rapid changes in competition, technology, and regulations have made it more important than ever for organizations to be able to respond and adapt quickly to the context of their operations. Today, the need for incremental change and agility is extremely important because most organizations operate in a fast-paced world where ever changing skillsets and processes are needed. In this context, a higher level of interaction with those involved in implementing change and those affected by change is needed.

  
  

  WHAT WE DO

  • Support the development of more agile cultures
  • Train leaders in facilitating change processes and dealing with resistance to change
  • Provide leaders with an agile change tool box
  • Facilitate change labs
  • Co-create change processes
  • Facilitating the cultural dimension of mergers and strategic alliances 

  
  

  EXAMPLES OF TOOLS AND METHODS

  • Complexity framework - such as Cynefin by Dave Snowden (see illustration below) and Stacey’s Complexity Model
  • Agile leadership
  • Design thinking methodologies
  • Road to Commitment
  • Four Rooms of Change
  • The power of recognizing resistance to change
  • The change leader’s toolbox
  • Change lab methodology

  
  

  
  

  
  

• Team development

  Develop your team’s ability to outperform itself

  Teams are as important as people. We support teams to ensure that how they operate, what they create, and the impact they have is intentional, strategically aligned and adds value to the organization. On the executive team level we often support teams in finding deep internal alignment, enabling their role as a united strategic and innovative engine. On lower organizational levels we often help teams understand their mandate and ensure that the team works together towards team goals using the combined potential of the team.

  
  

  WHAT WE DO

  • Resolving team conflicts 
  • Managing dispersed teams 
  • Defining team goals
  • Ensuring effective meetings
  • Innovation in teams
  • Creating agility in teams/project teams/adhoc teams 
  • Increasing the strategic focus of top level management teams 
  • Creating effective team communication  
  • Bridging/collaboration between teams 
  • Balancing the functions in the team 
  • Developing sufficient relational robustness in the team
  • Managing diversity in teams  

  
  

  EXAMPLES OF TOOLS AND MODELS

  Profitable team communication- Losada & Heaphy. 

  Research shows that there is a strong correlation between what topics teams discuss, how they discuss them and teams’ financial results. We use their model on profitable team communication to create awareness around communication and to train team members to acquire the skills they need in order to increase the quality of team communication. 

  SPGR – Endre Sjøvold (see illustration). 

  SPGR represents a synthesis of the most influential theories within organizational and team research. The SPGR comprizes a set of tools and methods that are used in team development. Inovati has made the SPGR approach central to our understanding of  team dynamics.

  

• Innovation and creativity

  Placing customer driven innovation at the core of your culture

  While innovation culture is almost universally desirable and an easy aspiration, it is hard to realize because organizations are not built for innovation, they are built for ongoing operations. Part of the key to creating an innovation culture is to provide the organizational skills and stamina needed over time to reach innovation goals. Doing so should be high on the agenda because an innovation culture is crucial to sustaining continued competitiveness.

  WHAT WE DO

  • Design methods for gathering and making sense of user stories and user needs
  • Create awareness about what it takes to make the customers delighted (both internal and external customers)
  • Measure innovation to benchmark and to determine where the organization’s potential lies
  • Prime organizations for change and innovation by analyzing and focusing on: a. strategy/business model b. leadership c. processes d. structures e. mindset f. metrics and incentives g. enabling technology
  • Train leaders in leadership skills for innovation
  • Facilitate design sprints
  • Help to release creativity in leaders by building on neuroscience
  • Design and support cultural change processes
  • Implement relevant design thinking tools in the organization

  EXAMPLE OF TOOLS AND MODELS

  • Design thinking methodology
  • Design sprint
  • Reframe by THNK. The art of thinking differently  http://reframe.thnk.org/hallofreframes
  • My Mirrored Innovation Image - a 360 degree tool that provides feedback to individuals on their perceived skills as innovation leaders
  • Design 4 Delight – a tool that describes the stages in user driven innovation (see model above)
  • InnovationOne – assessment tool to determine the innovation culture of your company by determining where you stand on 6 traits

  
  

  
  

• Cross cultural communication

  Making diversity and cross-cultural collaboration an asset

  Diversity is our reality and gives any organization that uses its potential an edge over others. We create the space where people who are different can engage with different people with curiosity and without fear. According to an article in McKinsey.com, multidimensional diversity and inclusion is one of the top themes in HR trends today. (Hagen, Pollner, Tryggestad, Woxholth) Make sure you are on the top of this game!

  
  

  WHAT WE DO

  •Differenciating between surface diversity & deep diversity
  •Making diversity an asset in your organization
  •Bringing those who are the outside/marginalized in the organization back in
  •Understanding and training for intercultural communication
  •Training global leadership skills •Dealing with intercultural conflict
  •Using diversity strategically

  
  

  EXAMPLE OF TOOLS AND MODELS

  IDI - Intercultural Development Inventory

  The Intercultural Development Inventory® (IDI®) assesses intercultural competence, specifically the capability to shift cultural perspective and appropriately adapt behavior to cultural differences and commonalities. Intercultural competence has been identified as a critical capability in a number of studies focusing on overseas effectiveness, international business adaptation and job performance and international transfer of technology and information. With the IDI as a starting point, we facilitate learning, insight and development to enable more constructive and more effective intercultural collaboration on an individual, team, project or at an organizational level. (Inovati consultants are certified in using this tool)

  Diversity Icebreaker 

  The Diversity Icebreaker is a tool that can be used as a team building and awareness tool for starting a dialog about differences in interaction and problem-solving styles. Inovati consultants are certified in using this tool. (Inovati consultants are certified in using this tool)

  ICS - Intercultural Conflict Style Inventory  

  When the parties in a conflict have different conflict styles the conflict often seems exceedingly difficult to solve. The ICS gives insight into own conflict and communication preference. It provides guidance as to understanding the responses and styles of other people making it possible to bridge the gaps between different conflict styles in a culturally appropriate way. (Inovati consultants are trained in using this tool)