The unique nature of our products, services, and solutions is that they all involve personal and organizational transformation. This is the approach we have employed since our inception with the establishment of diversity, inclusion, and high performance in 1985. Like the Quality, Safety, Empowerment, and Engagement initiatives, the critical process of embedding Diversity, Inclusion, and Compatibility into the organizational culture is transformation.

What distinguishes our services from most other providers where our first stage, Diversity, is concerned begins with the realization that counterproductive, ingrained perceptions about others requires an “irreversible change” in mind-set—referred to as personal transformation. Such a realization allows a natural behavioral pattern to emerge in support of an individual’s continuous learning and improved performance in working with and managing others. Therefore, our presenters are capable of employee facilitation, behavioral guidance, as well as assignment of on-the-job behaviors to complete the process of human and cultural transformation in the workplace.

The result is a natural motivation to create relationships such as coaching and mentoring across human differences, ultimately resulting in greater competence and performance. The point is, transformation resolves permanently a presently existing dysfunctional working relationship and a learned personal methodology for any future conflicting situation involving differences. For convenience, cost-saving, and continuing technology integration, the power of our learning techniques and tools, such as single-user programs are almost equally effective online as in person.

The second stage of our journey, Inclusion, includes two major organizational competencies: cultural competence and organizational transformation. Cultural competence requires an open and receptive attitude with respect to differences in ethnicity/race, sex/gender, religion, language, family structure, values, and roles and responsibilities. Whereas, organizational transformation is the integration of the various cultural differences into “one” inseparable unit having a diverse, common culture. The process of creating this end-state culture begins with the design, implementation, and interpretation of a Cultural Inclusion Survey—based upon knowledge, experience, and wisdom. Employing a rigorous design and interpretation of such a survey, we establish four or five teams to resolve the issues identified and begin the process of cultural integration. This process is based upon the principle that the “creative tension” generated by an array of cultural differences is much more powerful in terms of creativity, innovation, and synergism in creating unity.

Assuming we are able to make considerable progress in the first two stages, an organization is now prepared to operate in an unlimited fashion in terms of synergism, synchronicity, and quantum-thinking. We define this stage as Compatibility. It focuses almost entirely on “possibility-thinking and “what if” of the future, where counterproductivity is set aside. Compatibility is established as an environment where differences are focused and aligned to maximize the “creative design” necessary for extraordinary futuristic ideas flourish, such as, “what are the next cultural and business paradigms?” and, “how are they implemented using inner exploration skills and advanced technology integration?” (The present emerging business paradigm)


The transformation from Inclusion to Compatibility involves the experiential integration of the following principles of operation into the organizational culture:

1. Collaboration— working with others in a mutually respectful, trusting, open, and supportive way.

2. Reconciliation— working with others to amicably resolve and synergize differences.

3. Receptiveness— working with others in an open, transparent, and transformative way.

4. Resilience— working with others to proactively respond to conflict, adversity, and change as learning experiences.

5. Cohesiveness— working with others as a connected, aligned, and united organization of One.

And finally, Innovations International and Humanis HR introduce powerful, new learning resources which are easily integrated into your working experiences rather than requiring additional time, people, and work for implementation. They naturally become a part of what and how you presently do your day-to-day tasks. These resources include the following areas of employee well-being, professional development, and exceptional performance:

1. A Framework of Resiliency

2. A Culture of Compatibility

3. Mindfulness in the Workplace

4. Equality, Equity, and Inclusion

5. A Comprehensive Cultural Inclusion Survey

6. Creativity, Innovation, and Quantum-Thinking

7. Diversity and Inclusion Plan for Cultural Transformation

8. Mentoring and Coaching—A Leadership Support Program

9. The Critical Competencies for Engagement in a Virtual/Hybrid Workplace

These learning experiences are a combination of a single-user online program (Resiliency); all live online, facilitated programs; and eventually all in-person facilitated programs. If there is an interest, please call or contact Innovations International or Humanis HR for a prompt response. Visit our websites at www.innovint.com and info@humanisgr. For a variety of free white papers on diversity, equity, and inclusion; resiliency; employee well-being and performance; leadership; high performance; and quantum-thinking please visit our website at thewayoftheheart.org,

Bill Guillory, PhD, devoted his early career as professor of chemistry and researcher in chemical physics. Then made a dramatic transition to understanding the integration of people, learning, and their well-being through his consulting firm, Innovations International. In the process, discovering that the integrating factor of his life is learning how to compatibly get along with and support the success of others—which is another way of defining diversity as the most ubiquitous characteristic of human existence.