What We Believe About...
- Creativity
- Leadership
- Organizational Change
- Organizational Learning
- Consulting
- Our Core Values
- 6 Conditions that Enable Change
What we believe about Creativity
Creativity is our natural ability to invent new solutions to the challenges and opportunities we face or design for ourselves. When we apply our creativity to generate new value - we produce innovation.

The fact that we are all essentially creative does not mean that we all use our creativity effectively. Creativity is a highly sensitive process - and is influenced by three kinds of factors:
  • Internal factors such as self-esteem, expertise, knowledge, and beliefs.
  • External factors such as available assets & collaborators, culture, technologies, and environmental constraints.
  • Constraints and opportunities driven by the nature of the task we are working on.
Because it is an essential ability, we do not "teach" creativity. Rather, we work with people and groups to enhance creative performance, by:
  • Unlocking inherent creative potential within individuals and groups - and reducing the "internal" barriers to taking creative action.
  • Addressing "external" factors to build a culture that fosters creativity, experimentation, and the capture of opportunities.
  • Getting crystal clear on why creativity is important to achieving desired aims.
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What we believe about Leadership
We view leadership as a social, dynamic process - rather than the right of a formal position or the result of personal attributes like charisma or courage.

The fact is power positions alone do not make someone a leader. Nor does a set of specific "leadership characteristics." People make someone or some group a leader when they are inspired and moved to align with a vision and direction which is meaningful.

We work with clients to enhance the way:
  • Leaders and followers inspire and motivate each other through communications, decision-making processes, delegation and development.
  • Leaders gain and sustain commitment and credibility.
  • Leaders work with each other across an enterprise: how they communicate with each other, balance the rights and duties associated with their roles, and how they envision and capture new opportunities.
Optimizing the "leadership dynamic" in an organization requires systemic interventions that improve the way our client's leadership works together - and with their teams - as a community.

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What we believe about Organizational Change
Think about the following scenarios:
  • A competitor erodes your core revenue stream.
  • You are asked to cut your budget for the upcoming fiscal year by 12%.
  • Your division is divested to an overseas competitor.
  • 10,000 employees need to learn how to use new technologies.
In each of these scenarios and countless more, change is required. Sometimes the change is unexpected, other times we plan and promote it for strategic reasons. And in most cases the change means we have to not only act differently - we have to think differently as well.

We believe that sustaining organizational changes requires change at the individual level. That's why we work with clients to:
  • Clarify exactly what is changing.
  • View these changes in a systemic way that takes into account the organizational, environmental and individual aspects of the change.
  • Engage people to identify resistance and find out what change means to peoples' day-to-day work, skill-levels and their personal values and beliefs.
  • Ensure that six specific conditions are met that enable individual change.
  • Set up criteria to measure how successful people are in making required changes.
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What we believe about Organizational Learning
Whether it's two or two hundred people, effective workplace learning takes place when learning activities are linked to what people do on a day-to-day basis, what they care most about, how they interact with others, and to their sense of identity.

In any learning initiative, it is important to strike the optimal balance between online/self-facilitated resources, face-to-face sessions, on-the-job activities, coaching/mentoring, and the use of social technologies/media.

And its critical to diagnose and address the external and workplace factors which will impact whether learning sticks.

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What we believe about Consulting
We believe that every consulting engagement provides a unique opportunity for clients and consultants to inspire and motivate each other for excellent results.

Our work with clients is most effective when:
  • You are looking for systemic solutions.
  • Leaders within your organization demonstrate a commitment to innovation, diversity, learning, and employee development.
  • Sustained business/organizational success depends on people bringing all their smarts, ingenuity, and potential to the challenges they face.
We are committed to helping our clients create meaningful, sustainable change in ways that produce value. Ultimately, in every engagement, we strive to become a valued business partner, to exchange expertise, and to build a relationship characterized by trust and open communication.

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Our Core Values
Fast-paced innovation, information sharing, high-performance teaming, and dynamic leadership are at the heart of competitive advantage.

In every alliance, partnership and consulting engagement, we strive to:
  • Provide experiences, services, and programs that inspire people to be curious, take action, and make a difference.
  • Deliver agreed-upon deliverables on time and within budget.
  • Design down-to-earth solutions that improve performance now and on into the future.
  • Integrate new initiatives and interventions with business goals and activities, ongoing initiatives and existing programs/frameworks.
  • Invest time and energy to become a valued business partner - building a relationship characterized by trust and open communication.
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Six Conditions That Enable Change
Based on research and on our experience working on organizational change efforts, we have identified six specific conditions that, if present, encourage people to make desired changes:
  1. People are involved in and empowered in the change process.
  2. People understand what the change means - now and in the future.
  3. People believe there is a safe, supportive environment to address concerns and issues related to the change.
  4. People see leaders walk the talk - demonstrating new behaviors and ways of thinking.
  5. People communicate openly and feel that they have appropriate context, information, tools and support.
  6. People have sufficient time for adjustment, and opportunities for developing new skills.
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