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The Integrative Inquiry

Organizational Impact Model

Our Int Inq framework establishes the metrics by which we evaluate, educate, and support leaders and organizations. 

Kate Stitham, President and Principal of Int Inq Consulting presenting at a Conference

Our model is built from research on psychological safety, change management, organizational development, critical human resource development, and diversity, equity, and inclusion. The resulting framework introduces 5 core characteristics of work cultures that when established create an optimal work environment that is rooted in a foundation of equity and inclusion and therefore more capable of sustained change.

Where It Comes From

Five Characteristics

of inclusive + equitable cultures



The extent to which we embrace learning through mistakes, ask questions, and seek opportunities for improvement.

Organization's with high growth cultures are able to effectively adapt and change and have a fierce commitment to  innovation. 


The extent to which we connect our work to the larger mission and values of the organization and feel able to contribute our ideas and perspectives towards that vision.

Organization's with high purpose cultures create compelling visions, values, and goals that are widely understood, co-created, and agreed upon by employees. 


The extent to which we feel able to make choices in our roles, raise concerns, and inform decisions that impact the organization when change is needed.

Organization's with high agency cultures support employee leadership, have frequent opportunities for feedback and create more opportunities for collaborative decision-making. 


The extent to which we believe in the fairness and transparency of the organization and can see how practices and policies reflect that.

Organization's with high process cultures have clear, transparent communication with their teams, and actively align procedures and policies with company values.


The extent to which we feel seen, heard, and valued as an individual within an organization and value each other’s wellbeing.

Organization's with high belonging cultures value employee wellbeing alongside output, productivity, and efficiency, and take time to acknowledge and invest in their team. 

We believe there are 5 foundational components that are required to build optimal work environments. 

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Why This Matters


Organizational work culture is one of the most significant factors in employee commitment, job satisfaction, and retention.


Effective HR development enhances a business’ profitability, sustainability and market competitiveness and overall increases team effectiveness, productivity, and quality.


Companies that provide comprehensive training and professional development opportunities have 218% higher income per employee and enjoy a 24% higher profit margin than companies without formalized training.


Organizations that embrace diversity, a growth mindset, and commitment to change and learning report the most long term success and adaptability.

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