Workplace Innovation helps improve performance and working lives by releasing the full range of talent, knowledge and creativity from employees at every level.

Organisational Health Check

A springboard to innovation

Our Health Checks are not about us telling you what is wrong or right with your organisation. They are about your people telling us what is wrong or right, what can be done better, what works really well and what doesn’t.

An Organisational Health Check acts as a springboard with the potential to release innovative behaviour, improve performance, enhance employee well-being and stimulate growth.

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We know the importance of listening to employees at every level in order to understand what is working and what needs to be improved.

Our reports based on employees’ own accounts of experiences at work provide boards and senior management teams with a powerful stimulus for change, and help to define priorities for action.

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Facilitating Change and Innovation

Breaking down walls and ceilings

Workplace Innovation is at the heart of performance, growth and employee well-being. Many see it but don’t know how to implement it.

We help organizations review improvement and innovation practices by breaking down walls and ceilings and creating dialogue across hierarchies and functions so that the better argument always wins.

Workplace Innovation’s facilitators work closely with leaders, managers and employees at every level, understanding their aspirations and strengths as well as what holds them back. We seek solutions co-created by all of the main stakeholders in an issue to ensure buy-in and to minimise resistance to change.

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Working with Boards and Senior Teams

Horizon-scanning, thought leadership and rehearsing the future

What will your business look like in 2024 and what will your role be in leading it?

Seeing the world in a different way should be on the job description of Directors. Change is happening and it can’t be controlled but it can be anticipated.

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Developing Emerging Leaders

From transactional to transformational

The demands of leadership are changing. At a time of significant challenge and opportunity, leaders and managers must drive improvement and innovation while motivation and energising employees. Emerging leaders must migrate from purely transactional management to proactive, transformational behaviour while current leaders must address the question of succession.

But where are the next leaders coming from and what skills and competences will they actually need?

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Interactive Theatre

Using drama to provoke thought and motivate change

Interactive theatre in the workplace is a real eye-opener. It helps to unlock employee engagement and creativity, one of the key challenges in securing successful organisational change, improving performance and enhancing working life – but it does it very differently.

You’ll see your organisations in a completely different and thought-provoking light.

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Presentations, Facilitation and Masterclasses

Stimulating, informing and resourcing innovation and change

Expert facilitation, engaging presentations, creative thinking and interactive theatre are just some of the ways we enhance and enliven conferences, time-out sessions, in-house training and team development workshops.

We can also deliver masterclasses and provide internationally recognised expert speakers covering all aspects of people centres change, employee engagement, high involvement innovation and leadership development.

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Transformational Coaching

Achieving a new culture

We know how to coach – we do it for a living. However, we are also on a mission to help managers and leaders become inspired coaches in their own right and to introduce a coaching culture to their organisations that will achieve sustainable benefits.

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Networking and Knowledge Sharing

Remember, you are not alone

Networking, knowledge sharing, the pooling of ideas and intellectual capital are the dynamics that underpin a sustainable movement of workplace innovation and provide all organisations looking to change and to challenge the future with access to the choices open to them and the experiences of others.

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Flexible ILM Leadership & Coaching Courses 

In-house and Distance Learning

Flexibility in learning is becoming increasingly important in employee development. We are experiencing a significant increase in clients needing a more flexible approach to the delivery of our ILM programmes.

Releasing staff to attend off-site public courses can cause problems for organisations, despite the obvious benefits of individuals from different backgrounds and industries sharing their experiences as they learn together. It is not always convenient for managers to block out days in their diary to attend sessions off-site, on dates that tend to be inflexible.

We recognise this and in addition to our public courses we are able to offer a range of flexible options to make it easier for organisations and individuals to access our ILM Leadership, Management and Coaching programme.

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The First Element: Jobs and Teams

Case Studies




Behind the front door: An approach for multi-problem families in the city of Enschede

Velve Lindehof is a neighborhood in Enschede with a high degree of socio-economic problems. It was selected as a "krachtwijk" (Neighborhood to be improved) with lots of multi-problem families. The multi-problem families are faced with many (government) bodies which all visited these families in their home settings – all working independently from one another. Sometimes, some 17 different agencies were working with these families. There was no integrated approach to multi-problem families.

The University of Twente summarizes the problem in their interim evaluation of the experiment in Velve-Lindehof as follows: "In recent decades, the range of assistance and services has grown steadily and has been accompanied by specialization to target groups, methods and phases within work processes. A patchwork of chains, sectors, institutions, programs, projects and projects has been created with different funding streams and multiple ministries responsible. A typical family could be ‘cared for’ by five to ten case managers, all of which regularly visited the family at their home.

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Employee Engagement without a “Strategy”

Two very different organisations, a UK construction company and a Belgian automotive supplier have succeeded in achieving high levels of employee engagement without a formal "Engagement Strategy". Each has achieved significant change through experimentation and learning, backed by sustained senior management effort without any kind of “best practice” guidelines. Both companies will take part in the forthcoming Workplace Innovation conference on leadership for an engaged workforce2, providing an effective demonstration of the power of engagement in securing a sustainable future in a period of economic uncertainty.

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Employee Resilience in Times of Change: Participation and Well-being during Mergers and Restructuring - Hempel

The introduction of self-managing groups in Hempel Denmark resulted in greater flexibility and less waste. Further cost savings were made by greater responsibility being given to the individual employees, making the role of some middle managers superfluous.

The company’s statement ‘Hempel – more than just a workplace’ has been used as the basis in this case study for looking more closely at how such a slogan is implemented in the company’s development and how it influences the everyday lives of the employees.

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The Employee Engagement Network: Visit to Specsavers Contact Centre, Nottingham

Employee engagement challenges faced by Specsavers Contact Centre included a high change environment, a lower engagement level from long tenured members of staff, repetitive work and a target driven culture. Investment in engagement focusing on employee development, improving the working environment, creating a supportive culture and recognition of effort has achieved a financial return in terms of enhanced business performance.

Specsavers’ vision as an employer is to “treat people as we would want to be treated ourselves” and to support staff to be the best they can be. A sense of partnership with staff is “at the heart of everything we do” as is giving something back to local communities. The key message is “keep it simple, get it done and deliver on our promises.”

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Vulcano: A Culture of Improvement Supports Continuous Change

When Vulcano, a leading Portugal-based water heater manufacturer, wanted to implement changes in the workplace, it turned to the Bosch Production System (BPS) which strives to combine enhanced innovation and production capabilities. Its aim is “to increase customer satisfaction and value contribution through overall improvement of quality, delivery and costs” and one of its attractions lies its claim to be deliverable in diverse national contexts. Vulcano’s objectives were to integrate management of the value chain; reduce waste; make all the processes simpler, clear and more flexible; and involve all employees, in order to surpass customer’s expectations and improve the company’s profitability.

Using the BPS model of developing and delivering the right part, at the right time, in the right amount and with the required quality, Vulcano aimed to:

  • know what employees regularly needed in their daily work, what they only needed sporadically and what they didn’t need at all;
  • ensure that regularly needed objects should be as close as possible to the work area, and the ones that are not needed should be removed as quickly as possible.

The changes they introduced were based on three factors:

  • Production and work arrangements (restructuring production and efficiency processes, business re-engineering, flexible work arrangements, greater integration among functional lines, and decentralization).
  • Human resources (management practices, flexible job design, employee involvement, and improving employees’ skills).
  • Products/services (quality-related practices, total quality management and improving coordination with customers/suppliers).

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Latest News and Events

Are you wondering on how to create high performance and make your business a great place to work? If so, come and join us for this fantastic event! This lunchtime session offers a unique opportunity to discover how a growing number of companies are transforming their working practices and cultures in ways that lead to real improvements in business performance, innovation, employee engagement and well-being. Workplace innovation is a term increasingly used across Europe to describe the introduction of evidence-based workplace practices that enable people at every level to use and develop their full range of skills, knowledge, experience and creativity. It helps organisations and their employees improve organisational performance and working lives.The approach is of equal importance to all types of organisation, be they large or small, in manufacturing or services, or in public administrations. Participants at the session will gain practical insights and actionable id..

When: 23 - 24/10/2019 (Register before: 01/10/2019) Where: EIPA Headquarters, Maastricht (NL) Work and workplaces are crucial to creating sustainable innovation and growth. Inclusive and engaging workplaces provide staff with good quality jobs that utilise their skills and develop their talents effectively enabling these staff, in turn, to deliver high levels of performance and future innovation. With the Europe 2020 strategy, workplace innovation now occupies an important place in EU innovation and competitiveness policy. In 2013 the European Commission launched EUWIN (the European Workplace Innovation Network) and started a large-scale movement to create more productive and healthier places to work. This interactive workshop introduces Workplace Innovation and is intended for participants of all levels who would like to learn how to improve performance and working lives by releasing the full knowledge, skill and creativity of people at every level. Ov..

Booth Welsh ( and Workplace Innovation Europe ( will jointly lead The Digital Advantage Innovation Consortium (, an innovative programme beginning Autumn 2019 and bringing up to twelve companies together on a shared journey towards digital advantage. The programme will provide individual participants with digital change leadership skills, with the option of an internationally recognised Institute for Leadership & Management (ILM) qualification. Their companies gain structured support to build digital and organisational readiness for technological change, drawing on evidence-based practices and exemplary cases from across Europe. Read more (

Industry 4.0: Enabling Digital and Organisational Readiness Booth Welsh ( and Workplace Innovation Europe ( will jointly lead The Digital Advantage Innovation Consortium (, an innovative programme beginning Autumn 2019, which will bring up to twelve companies together on a shared journey towards digital advantage. The programme will provide individual participants with digital change leadership skills, with the option of an internationally recognised Institute for Leadership & Management (ILM) qualification. Their companies gain structured support to build digital and organisational readiness for technological change, drawing on evidence-based practices and exemplary cases from across Europe. Find out more (