We help teams across your organization — not just in HR — build the skills and confidence to tackle complex challenges through human-centered innovation.
Innovation isn’t a one-time workshop — it’s a capability that must be nurtured and practiced. We work with your teams to build both the mindset and the methods needed to innovate sustainably and inclusively.
Our seasoned facilitators are trained in the IDEO, Sprint, and Luma Institute methods and teach human-centered design at Northwestern University.
Your Key Challenges
We are told “to do something with AI” - how do we clarify what to focus on without losing the human in the process?
We want our teams to be more innovative — where do we start?
We’ve done workshops before, but nothing seems to stick — how do we make innovation part of how we work?
How can we equip our teams with design thinking skills that deliver real business results?
How do we scale innovation capability across functions and geographies?
HOW We Help
AI Strategy & Transformation Advisory
We conduct AI problem framing workshops to enhance strategic focus and journey mapping to identify AI opportunities in organizational workflows.
Innovation System Gap Analysis
We conduct a gap assessment of your current innovation system and co-create a roadmap for how to address barriers to innovation.
Design Thinking Cohorts & Leadership Sprints
We bring diverse teams together in immersive sprints that build design thinking confidence and capability through practical experience.
Train-the-Trainer Programs
We empower internal facilitators to lead innovation efforts using our proven design thinking framework and tools.
Coaching for Innovation Leaders
We provide ongoing guidance for leaders embedding innovation practices in their teams.
FEATURED CLIENT STORY: Design THINKING COHORT
Challenge: A financial services client conducted a culture and inclusion survey and found that employees perceived a lack of transparency around why and how key decisions were made and a lack of understanding of who was involved in making various decisions. There was also a sentiment that decisions were made without regard for or input from those impacted. The leadership team concluded that this was a space that might benefit from including employees in the solutioning process using a design thinking approach.
Approach: We guided a cross-functional, diverse group of employees through a three-step design thinking process – from problem definition to concept design. The opportunity the group decided to tackle was the annual organizational planning process framed as “How might we... create a transparent organizational planning process that ensures alignment at different levels of the organization?”
Impact: The result was a concept for more participatory annual planning which key decision makers embraced and added to the annual planning process that was just about to commence.
“Thank you for a wonderfully informative, skillfully guided journey through the design thinking process. The employees really enjoyed the learning, the process, and the output.”
Let’s build the innovation muscle your organization needs to thrive.