Our approach.


iX Leadership revolutionizes leaders’ ability to leverage the energy of their people. Our goal is to provide you the tools to activate your workforce, not replace it, trim it, or demotivate it. Our non-invasive, yet hands-on, method supports and strengthens the positive attributes of your existing structures. We mobilize executives and staff to be empowered, take action, and achieve success.

Our Mission.


To develop an internal experience (iX) for business success. #lovethework #lovethepeople

Exceptional iX is designed. Contact us today to get started.


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Our IP


iX Leadership, Culture Types, & the Kurtz Change Transition Model


iX Leadership starts with Culture Types.

Frankly, every challenge we tackle starts with Culture Types. Take the quiz and discover yours!

The Culture Types are divided along two axis:

  1. If a person is socially or self-driven, and
  2. If a person is order- or chaos-tolerant.

Fixers

Fixers (Socially driven, Chaos-Tolerant):

• Highly influential to others and are driven by their desire to support others.

• Appeal to Ego (their desire to make things better for other people)

• How/What to communicate: Results for the greater good, appeal to desire for innovation, explain how they can help, explain what success looks like.

• Provide Fixers an opportunity for new ideas and contributions.

Independents

Independents (Self-driven, Chaos-Tolerant):

• Highly motivated by freedom.

• Appeal to desire to lead a more fulfilling life.

• How/What to communicate: Clearly define parameters of the change, how it benefits them, and what is lost. If possible, have Independents work on a project where they can buy into the change.

• Provide Independents opportunities for projects they can own, new ideas, freethinking.

Stabilizers

Stabilizers (Socially driven, Order-Tolerant):

• Highly motivated by social order.

• Appeal to security.

• How/What to communicate: Group plans, how it affects everyone, comfort talk (facilitated group meetings), certainty, some excitement, demonstration that it’s already happening with others/leadership.

• Provide Stabilizers opportunities for social interactions.

Organizers

Organizers (Self-driven, Order-Tolerant):

• Driven by their ability to use intellect to reduce chaos.

• Appeal to Intellect

• How/What to Communicate: Clear explanation, the reasons behind it (even better if backed by data), why it’s important. Clear why. Clear vision.

• Provide Organizers an opportunity for analysis, delegation, and coordination.

Kurtz Change Transition Model


Originally adapted from traditional organizational change models by George Davis’s model around thirty years ago.

We started with Davis’s model, because it has a key phase that most transition models miss – the Innovation Phase (Davis referred to this period as a time of great creativity).

The Innovation Phase is what leaders miss out on when they don’t guide change – instead deciding to “gut it out.”

In our book, iX Leadership, we go into great detail around how the KCTM is further modified for each Culture Type.