Our Evidence-Based Approach
In-Q employs McKinsey's Influence Model — a globally recognised culture-change methodology — to turn intention into measurable, lasting behaviour.
The framework
In-Q employs McKinsey’s Influence Model, a globally recognised culture-change methodology. Applied in our context, it works across four reinforcing conditions — each explored through honest reflection and structured dialogue.
01
Creating a compelling narrative
- Why does this really matter: how will a safe, inclusive culture benefit me, my team and my organisation?
- What are the perceived threats and opportunities inherent in change?
02
Role modelling desired behaviour
- Do I witness fellow leaders role-modelling safe, inclusive behaviour?
- Do my colleagues respectfully speak up when witnessing harmful behaviour at work?
- Do I have the courage to acknowledge when I fall short — and the will to do better next time?
03
Positively reinforcing change
- Do our systems and processes support the cultural shift we are aiming to create?
- Have we set realistic goals and a well-established approach to achieve them?
- Are there positive reinforcement mechanisms in place to meet goals, and support mechanisms when challenges present?
04
Supporting skills development
- What is being asked of me?
- What are the skills required to foster a more inclusive workplace?
- Will I be supported, if necessary, to deliver what's expected?
The outcome
Self-determined, measurable solutions
Informed by research and powered by personal stories, the In-Q approach surfaces self-determined, measurable solutions that guide the creation of safe, inclusive, high-performing workplaces.
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