[S4] Organisational Innovation Workshop

Course Description

This workshop is designed for organisations that take talent sustainability seriously. To address the challenge of departmental silos, we help teams start from Employee Experience (EX) and Diversity, Equity, and Inclusion (DEI) so that team members can build genuine empathy through shared creation. Through facilitated dialogue across the organisation, participants develop the dynamic cultural capabilities needed to retain top talent, strengthen collaboration, and drive innovation.

Three Highlights

1. Talent-centred sustainability strategy: recognise talent as a core asset in organisational sustainability, and turn ESG from a written report into a cultural commitment and part of the organisation’s DNA.
2. Anti-silo co-creation techniques: use professional Facilitation to transform gaps in cross-departmental understanding into collaborative value, and build strong alignment around shared business goals.
3. Employee Experience and psychological safety: redesign critical moments in the employee journey, using tools such as the Service Experience Blueprint to strengthen organisational belonging, resilience, and performance.

Modules

In this training, we cover:

• Current state mapping and pain point diagnosis: identify the real pain points in cross-departmental communication, locate communication breakdowns, and make visible the hidden organisational costs created by silos.
• Employee Experience Design (EX Design): combine Design Thinking tools with employee journey design to improve the service processes behind critical internal interactions.
• Diversity, Equity, and Inclusion (DEI) and psychological safety: build inclusive leadership, design more diverse and friendly workplace mechanisms, and strengthen the sense of inclusion across teams.
• Organisational innovation action blueprint: structure ideas into project prototypes with clear guidance for action.

Course Objectives

1. Build a shared language for cross-functional collaboration: reduce gaps in understanding caused by professional specialisation, turn cross-departmental resistance into collaborative momentum, and increase transparency in decision-making.
2. Activate talent as an asset, and reduce retention risk: improve the internal organisational experience, strengthen colleagues’ psychological safety and sense of belonging during change, and create specific strategies for talent retention.
3. Turn ESG strategy into action owned by everyone: ensure that sustainability indicators are no longer the task of one specialist unit, but are translated into practical management actions that leaders across departments can implement. This is how real organisational transformation begins.

Who is it for? Who is it NOT for?

This course is for: HR teams, internal innovation units, leaders responsible for cross-departmental projects, and leaders who want to build a culture with stronger connections, trust, and shared purpose.

This course is not for: Managers who insist on closed, authoritarian management, who are unwilling to open up cross-functional dialogue, or who believe that employee engagement has no impact on long-term business performance.

Professional and Organisational Impact

For individuals: participants strengthen their understanding of corporate culture and gain insight into current themes such as Employee Experience (EX) and Diversity, Equity, and Inclusion (DEI).

For organisations: the workshop reduces the cost of internal communication friction, produces practical organisational innovation action plans, and strengthens operational resilience.

What are we going to do in class?

1. Professional Facilitation: focused questions are designed to enable meaningful dialogue across generations, functions, and areas of expertise.
2. Stakeholder empathy: participants use Empathy Maps to see issues from the perspective of different functional units, reducing resistance to change.
3. Scenario simulation and role play: participants practise resolving communication conflicts in immersive scenarios, strengthening the practical use of psychological safety in the organisation.
4. Organisational Change Action Blueprint: through the Value Proposition Canvas, participants develop practical organisational innovation projects, and translate ESG issues into concrete management action.

Words from Your Guide

Irene Wu

Hello, I am Irene. In the process of helping more than 20 listed companies drive transformation, I have come to feel deeply that, as Taiwanese companies move towards internationalisation, talent is the most important capital for sustainability. In the face of a more diverse workforce and global uncertainty, one-way communication is no longer enough to create change.

I designed this workshop to share how Organisational Innovation can help break down the cold walls between departments. I use Design Thinking and Facilitation to help organisations build a culture of psychological safety, identification, and shared ownership. These are now essential to retaining talent in modern organisations.

Let us work together to turn ESG into a co-creative capability that colleagues can truly feel, understand, and practise, and build an international-level organisation with genuine resilience.