IINQ i-Learning is an initiative from the linkedin group Organization Coaching Netherlands. Under this flag, organizational coaches are active with a specialization in i-nnovation and i-ndividual development.
At IINQ i-Learning we strongly believe in the principles of positive thinking. Acting fresh and pro-active instead of merely responding to problems and situations. Many problems disappear in the light of positive and optimistic thinking. By looking differently, thinking differently and acting differently, people and organisations are able to constantly renew themselves, to shift boundaries and to face new challenges.
Looking differently, thinking differently and acting differently, is easier than it may seem at first sight. There is actually only one single (crucial) thing of importance: acknowledging your own qualities and deploy these to an inspiring future goal.
21st century learning
21st Century learning means developing new skills such as critical thinking and creativity. These 21st century skills are crucial for successful innovation and are best developed in a culture where people can learn from each other and their (internal and external) customers.
In our view Social, Sense & Simplicity are the key core values that make people and organisations ‘agile’ so that they can adapt easy and flexibel to changes in their living and working environment.
Looking differently, thinking differently and acting differently, demand more than just e-learning, social media and digital tools. They require the (inclusive) use of people’s competencies and talents. Creativity and critical thinking are sources that are irreplaceable by technology and therefore are sustainable and sensible investment in oneself and in ones organisation.
In the ‘The Fifth Discipline’ Peter Senge describes learning organisations using five characteristics: personal mastery, common vision, self-awareness, team learning and system thinking. An organisation that wants to develop and stimulate innovation, critical thinking and creativity is doing well to follow these features.
To develop an innovating culture with 21st century skills, we use the method of inquirybased learning. Inquirybased learning stimulates the development of team learning, critical thinking and creativity. Because inquirybased learning can easily be integrated in regular team meetings this form of intervention saves money and time. Simultaneously there is a significant learning effect resulting in more initiative and flexibility, a shared vision with achievable goals and more empathy and creativity.
Jennings’ 70-20-10 study points out that experience-based learning at the workplace is 70 percent of what people remember. A study by Volberda shows that 75% of all innovation success in organisations is due to social innovation and only 25% is the result of technological innovation. So, in our opinion, innovation should be integrated into the daily work situation as much as possible. Temporary project teams are effective if new methods differ significantly from the daily working situation but will never lead to an innovation culture.
To develop an innovation culture, ‘team learning’ will need to be organized through a mix of interventions: online learning where necessary, social learning where possible and action learning as much as possible. We support such team development with our self-developed innovation cycle and competencies.
Inquirybased learning (IINQ) starts by asking critical questions. Open questions to increase knowledge and understanding, closed questions to focus, and what-if questions to elaborate on future-oriented scenarios. This challenges existing frameworks, encourages creativity and opens new doors. Resulting in a better understanding of situations and behavior and providing the basis for new insights and ideas.
We combine inquirybased learning with concepts like design thinking, action learning and lean startup innovation. Integrated into a total concept this gives a clear picture on the five phases of innovation and provides a practical tool for developing innovation competencies.
tools & methods
Building Social, Sense & Simplicity always requires customisation. Customization when it comes to assessment, customisation when it comes to development and customisation when it comes to feedback.
To design sustainable and effective learning processes quality instruments are indispensable. Therefore we make use of the latest online tools when it comes to assessment, coaching, learning & development, project portfolios, feedback systems, innovation and customer experience.
clients & projects
We are skilled and seasoned organisational coaches with lots of experience in almost all sectors and in organisations of all sizes. The roles we perform range from psychologist, recruiter, trainer, coach, arbodeskundige and hr advisor to process counselor, project manager and managing multidisciplinary teams. Through a combination of interventions at organisational-, team- and individual level, we realize goals that are predefined by our clients.
In the infographic a hold of the many clients we worked for. In carrying out assignments, we follow the codes and guidelines of the Dutch Institute of Psychologists (NIP) and the Association of Management Consultants (OOA). We can provide personal references after a personal meeting.
THE ICEBERG: symbol of the visible and unvisible.
...critical questions broaden your perspective.
IINQ i-Learning is a brand of IP Coaching, Improving Performance
BTW 118738021 B01
Ron van Rijswijk
GSM 06 - 2039 3044
Suggestions and questions are more than welcome.