V1 Beyond diversity general

How to develop inclusive leadership skills and identy to make individuals and teams grow.

Beyond Diversity

Psychological Safety, Motivational Drive, & Cognitive Diversity

#F2F2F2

#D9D9D9

#999999

#1D3944

#262626

#FFA321

What we understood:Like many international companies acting worldwide, leaders within Wacker face challenges on how to deal with differences in personality and culture, and how to deal intelligently with them in a win-win situation.

• What is ICQ Global?
• What is ICQ Global not?
• How does it work?

Our solution: Growth 1.0 and 2.0 based on the assessment and alignment of cognitive diversity, psychological safety and motivational drive.

People do what they consider right based on what they consider true to get the best outcome they think they can.

Stephen Hawking

“Intelligence is the ability to adapt to change.”

• what we think we need and what we actually need
• what our environment considers normal

CULTURE(normal)

Our behaviour is driven by:

• what we consider right and true (values and beliefs)

PERSONALITY(natural)

Clashing values

Poor leadership

Personality clashes

The Golden Rule

60-80% of all difficulties in organisations or teams happen because of:

Common sense

As expressed by cultures around the world

(McKinsey, 2016)

82% of employees think they are not.

86% of leaders see themselves as inspiring.

The Golden Rule

Bridging the Mindset Gap

(Salesforce)

Only 8% of customers agree with them

80% of CEOs consider their customer service outstanding

The Golden Rule

Bridging the Mindset Gap

(The 7 Hidden Reasons Employees Leave)

Only 12% of them leave because of that.

89% of leaders think staff leave for more money.

The Golden Rule

Bridging the Mindset Gap

(Gallup, 2016)

(Leadership IQ, 2016)

89% of hiring failures within the first 18 months are due to a poor cultural fit.

75% of employees leave managers, not companies.

The Golden Rule

Bridging the Mindset Gap

(Deloitte, 2019)

(Corporate Leadership Council, 2018)

Leadership training has improved productivity by 2% only.

$46 billion are globally invested in leadership training annually.

The Golden Rule

Bridging the Mindset Gap

Psychological Safety

a shared belief held by members of a team that the team is safe for interpersonal risk-taking, learning and contributing

Motivational Drive

the desire to learn, contribute and get things done

Cognitive Diversity

the ability to see a situation from different perspectives

There are 3 invisible forces that determine if an organisation is growing or declining. The ability to measure, visualise and optimise all of them is the key to creating high-performing, innovative and sustainable teams.

Three invisible forces

90% of strategy is execution and 90% of execution is interaction between people who think and behave differently. This personalised team coaching program is based on facts, proven best practices and the latest business insights to unlock the potential within and between people.

High-Performing TEAM COACHING

GROW

OPTIMISE

VISUALISE

MEASURE

GROWTH 1.0 Psychological Safety + Motivational Drive

13

Creating a visibly diverse group is relatively easy, turning it into a high-performing team is hard. Measure how motivated and psychologically safe your team feel as it determines if the organisation is growing or declining.

Find out where and how serious a problem is so we can help you find out what it is and how to address it.

See the break-down of questions based on 4 topics within motivational drive: Accountability, Autonomy, Mastery, Purpose

See the break-down of questions based on 4 topics within psychological safety: Courage, Vulnerability, Inclusivity, Collaboration

GROWTH 2.0™ GROWTH 1.0 + Cognitive Diversity

16

Cognitive diversity is the only layer of diversity that has proven benefit in terms of performance. The highest level of growth and performance happen in a psychologically safe, motivated and cognitively diverse environment. Measuring those 3 invisible forces reveal in which stage of growth an organisation is.

Growth

Cognitive Diversity

Motivational Drive

Psychological Safety

Stage 1: Growth

Anxiety

Stagnation

Tunnel vision

Cognitive Diversity

Motivational Drive

Psychological Safety

Cognitive Diversity

Motivational Drive

Psychological Safety

Cognitive Diversity

Motivational Drive

Psychological Safety

Stage 2: Time Bomb

Confusion

Dissolution

Rat race

Cognitive Diversity

Motivational Drive

Psychological Safety

Cognitive Diversity

Motivational Drive

Psychological Safety

Cognitive Diversity

Motivational Drive

Psychological Safety

Stage 3: Decline

Game Over

Cognitive Diversity

Motivational Drive

Psychological Safety

Stage 4: Game Over

22

6/24/2024

Cognitive diversity

GROW

OPTIMISE

#2

#3

#1

VISUALISE

MEASURE

The process

MEASURE

Psychological safety and motivational drive + GROWTH 1.0

ADDRESSING THE ROOT CAUSES

F2F workshop to address the most urgent and challenging areas based on the results: courage, vulnerability, inclusion, collaboration, accountability, autonomy, purpose or mastery.

GROWTH Zone™

Measure psychological safety and motivational drive of the team.

GROWTH 2.0

Visualising in which of the 4 stages of growth the team is based on the 3 invisible forces and discussing the next steps to level up.

AIMING HIGH

Focusing on co-creating an action plan to align vision, culture and behaviours that allow the team to turn their differences into synergy and achieve their goals faster and more efficiently.

GROWTH 1.0

Visualising the team in the apathy, comfort, anxiety or growth zone; and breaking down in which of the 8 subareas they are losing potential and why.

INDIVIDUAL DEBRIEF

Individual Global DISC™ debrief to participants.

Global DISC™

Measure cognitive diversity and blind spot of team, as well as the mindset gap between individuals.

#0

High-performing Team Coaching

c) 2 Psychological Safety and Motivational Drive d) AssessmentsAccess to Learn Hub "Unconscious Bias"

Optional second assessment and fine tuning workshop

Team development workshop(s)

PHASE 4

PHASE 3

PHASE 2

GD Debriefings

Assessments

Phases

TEAM DEVELOPMENT WORKSHOP – 2 days F2F

Integration workshop, results discussion and strategy finding. Group report.Results review, fine tuning or adjustment of strategy. Definition of group and individual commitment.

RE-ASSESSMENT AND FINE TUNING WORKSHOP (1 day)

2nd assessment of psychological safety and motivational drive to measure improvement and tendency, realign and further fine tune.

INDIVIDUAL DEBRIEFING - 60 minutes (after individual debriefing Global Disc)

Integration workshop, results discussion and strategy findingGroup report4-8 weeks later, 2nd assessment of Psychological Safety vs. Motivational Drive

ASSESSING PSYCHOLOGICAL SAFETY VS: MOTIVATIONAL DRIVE and PERSONALITY AND CULTURE

a) Global Disc Accessb) Individual Debriefing

PHASE 1

Route Map

Thank you very much for allowing us to introduce the ICUnet.Group! Your personal contact for further questions:

Emmanuel Rivera LópezSenior Talent Mentoremmanuel.rivera@icunet.group