The Six ‘I’s® of Innovation


Now, more than ever, your clients, or the organisations with whom you work, need skilled people who can help them navigate and create the future.  


The Six ‘I’s® Virtual Certification Programme, will equip you with a PEOPLE and PURPOSE centred methodology, increase your range of tools and develop your capabilities to lead and support innovation in an age of disruption and change.  


An innovation champion or leader looking to build innovation capability and culture?

A training, research or consulting firm who wants to extend their client offering in the field of innovation?

An educator looking for an innovation skills profile to build into teaching syllabus?



There are Two Levels to the Programme.


At the end of Level One and Two, you will be able to apply the Six ‘I’s® at the

Individual, Team, and Organisational Level


Level One focuses on understanding the dynamics of The Six ‘I’s® and how to interpret and apply the Individual Six ‘I’s® Profiles – Standard and Full Reports.


To create a common and shared language for innovation so that everyone knows how they can contribute their talents and how to engage and manage diverse mindsets and skill sets

To learn the components of The Six ‘I’s® Model and how it is a comprehensive and complete human centred approach to innovation.


To analyse and interpret an individual Six ‘I’s® Standard and Full Report to help someone understand their innovation strengths and areas of development

One Time Payment

3 Month Payment Plan


Level Two focuses on how to interpret and apply the Six ‘I’s® Team Report and is for participants who would like to go deeper with the application of the Model and Profiles on business and organisational challenges. 

To integrate and apply The Six ‘I’s® Individual and Team Profiles on a real innovation case study (mindsets, culture building and leadership development)

To analyse and interpret a Team Six ‘I’s® Report so that a team can  understand their collective innovation strengths and areas of development and work out plans of action

To be equipped to support teams as they progress through the Six ‘I’s® Model on a practical challenge

One Time Payment

3 Month Payment Plan

Programme Timetable

  • Please check your local time zones.

  • In the weeks where there are no formal teaching/coaching calls, participants will be expected to arrange peer calls to meet with other participants to discuss learnings and practice interpreting reports. 

  • Pairings/groups will be organised at the beginning of the Programme. 

  • Including calls, the average time commitment for the Programme is 3-4 hours a week.

  • Level One, including an Assessment, must be successfully completed prior to starting Level Two. 



At the end of both Level One and Two, you will be able to apply the Six ‘I’s® at the Individual, Team, and Organisational Level.

Certification and 

AssesSment Process

Prior to attendance on the Programme, it is required for participants to read Yes, You Can Innovate and complete their Six ‘I’s® Profile online. Both will be provided on enrolment.


During the Programme, there will be theory quizzes to assess understanding.


Level One participants will be required to demonstrate their competence by submitting a recording of them presenting The Six ‘I’s® Model and interpreting a Full Six ‘I’s® Report with an individual through a debriefing session. Participants can select a person of their choice for this activity.

Level Two participants will be required to demonstrate competence by applying The Six ‘I’s® Team Report with a team and completing a pre-set case Study.


Assessments must be submitted within three months of completing either Level One and Level Two.

For the Assessment Process you will receive:

  • Level One - One Full Report

    For a one-to-one feedback session with your coachee

  • Level Two - Five Standard Reports and One Team Report

    • For a team feedback session
    • The Team Report is comprised of Five Standard Reports


  • After you have passed the Post Programme Certification Assessments, you will receive Level One and/or Level One and Level Two Certified Status which includes:

    • Level One - Ten Standard Reports – valued at $60 USD each
    • Level Two - Two Team Reports – valued at $500 USD each
  • Standard Reports that make up a Team Report can either be used from the ten free Standard Reports provided from Level One; or be purchased separately

Additional Benefits of

Certification Include:

  • Formal, globally recognised Six ‘I’s® Certified Practitioner Status

  • Access to additional, in depth, Six ‘I’s® Full Reports that show an individual’s results within each of The Six ‘I’s®. Only available via Certified Practitioners

  • Six ‘I’s® Taster Module (PowerPoint Slides and Session Plan) 

  • Six ‘I’s® Deck of Slides to  present to prospective clients or share inside your organisation

  • Discount on Six ‘I’s® products such as Six ‘I’s® Floor Mats, Table Mats, Video Programmes and Games

  • An opportunity to become a Member of The Six ‘I’s® Global Community where you will receive sales and marketing support, a community of practice, innovation learnings and much more!


Inventor of The Six ‘I’s® and Author of Yes, You Can Innovate

Natalie is a professional speaker, author, coach and catalyst who enables people to bring to life innovations that will change the world for the better. She is a Bronze Medallist from The Golden Door Awards for her book, Yes, You Can Innovate, which was also selected as Business Book of the month in the UK and Singapore. 


Natalie creates deeply researched transformational materials that can be practically applied within the workplace. She is the inventor of The Six ‘I’s®, of Innovation, a PEOPLE and PURPOSE centred Model and profiling instrument, that helps people measure their innovation strengths so that they can harness diversity and have a greater impact from new ideas. It also provides a clear journey map to help navigate uncertainty, develop new solutions and make them real.



This Programme is best suited for

facilitators, consultants, trainers, practitioners, innovation champions, and managers who are interested in:

Supporting individuals to understand their innovation strengths and how to develop new skills.

Working with teams to innovate by creating new products, services and processes.

Enabling organisations to create more conducive environments that stimulate innovation – building skills, culture, and capabilities.

What are the Six ‘I’s®?


Application for The Six ‘I’s®


  • Individual Six ‘I’s® Profiling to help build awareness of innovation strengths and challenges so that people can play to their strengths and know where they need the support of others
  • One to one coaching with individuals on their Six ‘I’s® results to help build skills and capabilities to help develop new skills, mindsets and ways of working


  • Profiling Teams by using The Six ‘I’s® as a diagnostic tool to understand strengths, challenges and areas of development so that a team can play to its strengths, be aware of blind spots and improve the likelihood of successful outcomes 
  • Using The Six ‘I’s® Model to facilitate and coach teams to generate ideas, create value propositions and work out plans for implementation


  • Using profiles to build teams with the right mix of innovation skills so that diversity of mindsets and strengths are harnessed to improve ways of working and delivering value
  • Applying The Six ‘I’s® as a diagnostic tool for organisational development to help build innovation as a core capability in the culture of the organisation

What our

Certified Practitioners say

  • Deanna Sacco

    Head of Group Innovation, Aged Care Services, Australia

    “The Six ‘I’s® helped me to integrate the often disparate tools and approaches around how to innovate into a comprehensive Model. It combines the measurement of individual and team skills with a clear process on how to create and implement new ideas. I can both ‘dial up’, how I apply it, in leading more radical innovation projects, and ‘dial it down,’ in supporting the business on more day-to-day innovation and continuous improvement.”

  • Bettina von Stamm

    Author Managing Innovation, Design and Creativity, Founder of the Innovation Leadership Forum, UK

    “Finally, a Model that is not linear, with profiling tools that allows everyone to understand where on the innovation journey their strengths and contribution can come into play. The Six ‘I’s® has the unique value of harnessing diversity by bringing processes and stages together with human skills and mindsets which provides an integrated and comprehensive approach to enabling innovation."

  • Dr Khoh Soo Beng

    Director, PMO Innovations, Malaysia

    “The Six ‘I’s® is an Innovation Model for the 4th Industrial Revolution that aligns everyone from the grass-roots level to the C-suite. It helps to give a common language and perspective on why innovation is important. It also helps to ensure that the key success ingredients – culture, process, capabilities are aligned; and people can collaborate and support each other to get results.”

What Makes The Six ‘I’s® Unique?

 #1  AGILE (Non-Linear) Journey

Innovation journeys are commonly represented by an assumption that innovation starts at the same place, ‘the beginning’. The Six ‘I’s® provides a trailblazing perspective on this, by representing the journey as an inter-connected whole. In reality, innovation efforts can start at any stage, cycle back into PURPOSE, cycle back out, moving backwards and forwards at any time; to eventual value creation.

 #2  PURPOSE at the Centre

Many processes and models suggest jumping into a challenge (the ‘WHAT’). The Six ‘I’s® breaks the mould by starting at the heart of a challenge …with an exploration of the WHY? The Six ‘I’s® is an innovation MODEL for the 4th Industrial Revolution that encourages sustainability and PURPOSE at its core.

 #3  More than just a robust PROCESS

Many innovation models focus only on the process and miss out the equally important component of building systems and policies to support innovation efforts. The two triangles that link PURPOSE to the six stages, symbolise this connection, as innovation efforts often fall apart if they don’t take into consideration culture and ways of working.

 #4  PROFILING TOOLS - Leveraging

         Strengths, Building Capabilities

Most innovation efforts are focused on addressing a challenge or seizing an opportunity. Sometimes, innovation efforts fail because the individual or team does not possess the requisite skillset to make an idea work. The Six ‘I’s® profiling tools allow organisations to discover individual and team collective strengths, which enable targeted interventions to leverage strengths and provide support where needed.

 #5  MINDSETS for Innovation

The Six ‘I’s ® is the world’s only Model which incorporates the various mindsets required to innovate. This is a radical breakaway from the idea that a separate, singular mindset is required.


Adopting The Six ‘I’s® does not require a rejection of other systems and approaches. It is a flexible architecture that seamlessly incorporates other tools, methodologies, and ways of working e.g., lean, agile, sprints, design thinking, stage gates, business model canvas, lateral thinking, pitching, and so on….

  • As an IDENTIFIER, my team and I questioned our own mindset towards what we were doing and uncovered an opportunity to try something new. Through applying the 6 'I's®, we grew our market share from 1% to 15%.


  • Innovation Role – Providing vision, direction and a sense of new possibilities 
  • Mindset – Curiosity
  • Visualising and imagining the future

  • Making sense of trends and patterns and thinking about what they might mean for opening fresh opportunities

  • Being forward thinking, strategic and noticing and seeing things that other people don’t

  • Being curious and having lots of different interests and a huge appetite for learning

  • Having a positive outlook on life and seeing opportunities where others see problems

  • Outward looking and interested in the world around them

  • They often seek to add new people, whom they believe will bring new thinking, to their networks.

The swirling image illustrates the mindset of Curiosity. It is open-ended, dynamic, explorative and able to generate momentum.

As with all strengths, particularly if they are overdone, there can be challenges.

  • As IDENTIFIERS are usually big-picture thinkers, they can often miss the detail

  • They can get easily bored if not stimulated by new things, new ideas and new ways of thinking

  • If intellectually driven, they can sometimes be too abstract or conceptual in how they explain things to other people.


  • Innovation Role – Providing novelty, freshness and energy for new ideas and a sense of new possibilities

  • Mindset – Creativity

  • The first to come up with new ideas

  • Good at seeking new knowledge outside their current areas of interest

  • Not afraid of challenging their own thinking as well as that of other people

  • Original thinkers

  • Can see connections between different and unrelated ideas

  • Good at creating a culture where people feel free to contribute their ideas

  • Skilled at motivating and inspiring others.

The swirling image illustrates the mindset of Creativity. The swirl moves backwards and forwards. It is open ended and explorative.

IGNITERS love to come up with new ideas. Lots of them. But, as with all strengths, there can be challenges:

  • They can become distracted with too many ideas that take them into multiple directions. This can dilute their energy and effectiveness

  • They can get attached to their own ideas and not think through whether they are feasible

  • They can enjoy jumping into action and implementation too quickly

  • They can generate lots of ideas and not see them through into fruition.


  • Innovation Role Providing analytical thinking and objectivity

  • Mindset – Critical

  • Systematically researching, analysing and assessing ideas

  • Making sure ideas are useful, not just novel

  • Understanding the importance of testing and validating ideas before moving into implementation

  • Being willing to test their thinking with customers and stakeholders

  • Creating a culture where exploration and questioning is encouraged

  • Encouraging other people to think things through carefully and systematically.

The image illustrates the mindset of Investigate, Critical. The swirls, whilst still exploratory, start to converge and be more analytical in approach.

Being analytical is one of the strengths of an INVESTIGATOR, but sometimes their strengths can backfire.

  • They may continually search for more validation before they are willing to make a commitment. This can lead to a new initiative getting immobilized or stuck

  • They can get lost in the detail and lose sight of the bigger picture; why they are innovating and the overall PURPOSE

  • They can be dismissive of ideas if they don’t think they are feasible, being too quick to judge something that is untried or tested.


  • Being good at taking into account complex information and being able to make decisions

  • Understanding whether a business model might work

  • Being able to keep cool and make decisions despite difficulties

  • Can sense where and when resources should be provided

  • Influencing other organisations and people to create partnerships

  • Having the courage to take a risk.

The image represents the mindset of Courage. Swirling inwards to make a decision to act, to move forward, to go ahead.

INVESTORS need a good combination of logical and pragmatic thinking, with a willingness to follow their hunches and take a risk. These are often difficult skills to combine. Some barriers can include:

  • The need to ask for information that might be hard to quantify, which can slow down decision making

  • Not allocating separate funds outside normal day-to-day business requirements

  • Having too many conflicting demands on limited resources

  • Failing to help others grow in their ability to influence and becoming a ‘bottle neck’ in making things happen.


  • Innovation Role Providing management, focus and discipline

  • Mindset – Commitment

  • Being good at planning and organising

  • Making things happen

  • Managing risks

  • Motivating others to achieve results

  • Building alliances and partnerships

  • Allocating and managing resources

  • Building and managing strong teams.

The image represents the mindset of Commitment. The swirls start to form a shape, they converge in on themselves to direct energy into focused activity.

IMPLEMENTERS like to get things done, and tend to be practical and focused, and action orientated but they can:

  • Sometimes jump into action too quickly

  • Not allow time for investigating the feasibility of an idea

  • Lose sight of the innovative aspect of what they are trying to achieve

  • Get caught up in operational issues and lose sight of the bigger picture.


  • Innovation Role Providing fresh perspectives, the ability to optimise and learn

  • Mindset – Clever

  • Being good at generating many ways to make an idea better

  • Being open to gathering feedback from customers, people, or stakeholders

  • Reviewing and assessing what has worked and why or why not?

  • Capturing learning

  • Learning from failure

  • Scaling an idea into other areas of opportunity.

The image represents the mindset of being Clever. The swirl starts to open up on itself again to start seeking and exploring how it can do something better.

As IMPROVERS largely work with what is, rather than what could exist, they may:

  • Find it difficult to imagine completely new possibilities, and may need the support of an IGNITER

  • Rely on continuous improvement

  • Miss opportunities for more radical ideas


Natalie Turner

Carl Hinds

Hany Chee

Six ‘I’s® Certified Practitioners


Lilian Ing

Brigitte Zeller

Michael Jenkins

Joyce Jenkins

Cathy Johnson

Senela Jayasuriya

David Thomas

Edmund Seow

Dr. Khoh Soo Beng


Simon Allison

Neil Sykes

Daniel Wain

Harvey Wade

Fiona McClaren

Tim Sharpe

Shivanee Brigham

Charlie Tuxworth


Monika Steimle

Anca Minculescu

Katarina Önell

Mathias Axelsson

Michael Gold


Denise Morris Kipnis

Six ‘I’s® Practitioner Tributes for Natalie Turner



Level One focuses on understanding the dynamics of The Six ‘I’s® and how to interpret and apply the Individual Six ‘I’s® Profiles – Standard and Full Reports.




Level Two focuses on how to interpret and apply the Six ‘I’s® Team Report and is for participants who would like to go deeper with the application of the Model and Profiles on business and organisational challenges. 






The 6 'I's® is a brand of The Entheo Network. Registered Address 75, High Street, Singapore, 179435. Company No: 201016398E