Navigate Strategic Change and Improve Workplace Effectiveness

Workplace Effectiveness Strategic Change Culture Development & Integration Strategic Planning

Organizational development is a critical process for enhancing the effectiveness and health of an organization. It is essential for any organization looking to thrive in today's dynamic and competitive business environment. It helps build a resilient, agile and high-performing organization that can effectively respond to internal and external changes.

Innolect is known for helping clients “Think Differently”

We understand that when companies and leaders truly innovate, there will inevitably be brushes with failure. If leaders never make mistakes, they’re not taking risks, and that means the company chooses to maintain the status quo. We help leaders cultivate courage to pursue innovation.

Innolect helps build the foundation for employees to bring their best selves to their work. Our Innovative Intelligence^® tools and techniques make it easier and more fun to generate creative ideas and solve problems.

All client services are customized… “one-size does not fit all.”

We exist to build creative, high-integrity workplaces that:

lead with purpose and clarity
attract and retain top talent
thrive in times of uncertainty
outperform the competition
engage employees to grow and put their strengths to work

Growing Organizations Blogs

Unwritten Rules: Courage to ACT

By Kittie Watson | June 18, 2013

Good leaders understand and play by the written rules of their organization. Yet, a company’s unwritten rules are the ones that most influence employee behavior.

The Blame Game

By Kittie Watson | August 16, 2012

Headlines are filled with accusations casting blame for misfortune. An unfortunate and unintended consequence of leaders who place blame and fail to tolerate mistakes is that they create cultures that stifle experimentation, innovation, risk-taking and initiative.

Leadership on the Edge…Courage to Fail?

By Kittie Watson | July 11, 2012

Without the courage to take risks, few would achieve high levels of success. While most executives believe that risk-taking is good, they often communicate that failure is bad. This dichotomy confuses employees.