We all face change.

Change can drive you without your intent or you can drive change with your team!

Navigate and
conquer change

Solving challenges is hard but it's a mess if you don't work together.

You have a million opportunities and challenges. Whichever you prioritize as the leader, you can’t work it alone. You need your team. Innovation is a team sport.

When I worked at the Orlando Magic, I was amazed at how hard our team staff worked. They often wouldn’t sleep, sacrificing their own health to get the most out of our players. Sports teams have performance staff who help athletes remove the barriers to their highest potential, and coaches who help their teams play with cohesion. That same staff provide playbooks, and a game plan to help the team win against their opponent. In business we them - facilitators - and they make everything in your project easier. You deserve one.

The question is – Are you more valuable helping to create and implement solutions? OR, Do you think you should design and facilitate the process to get your team to work together to get the solution?

Smart leaders know you should do one or the other.

Consider this…75% of leaders don’t feel they are utilizing their creative potential to solve challenges [but they want to].

Solutions are adopted more frequently when the team has a hand in creating them. This includes participation from stakeholders just like you because people care about what they help to create.

I spent six years working on a way to make it easier for my colleagues to make faster progress and WE CRACKED THE CODE once we combined creativity with human performance tools that help teams move beyond their past habits.

Do you ever find yourself in group situations where you want to:

  • Create shared vision
  • Create new product innovations
  • Implement new business models
  • Solve strategic challenges
  • Create Engaging Customer Experiences
  • Change Internal Processes for the Better
  • Make Leadership Off-sites, Summits and Board Retreats Matter
  • Or Innovate from within

These are situations for facilitators. Make it easier for yourself; make your team more effective; and make faster progress...

The Secret

The reason why what you've tried so far hasn't worked is because, teams don’t know how to break cycles and patterns keeping them from progress. Sure it requires the right framework; but more importantly, it requires a physiological and psychological shift in your team to move past old ways to work from their highest potential.

Einstein said, No problem can be solved with the same level of consciousness that created it. And he was right, no matter what change you want to accomplish, it requires a shift to break free of cycles and patterns, and the right conditions for people to create and adopt change.

If you’ve read this far, I’ll tell you our secret…the key to our facilitation are our human performance tools.

Forget the brainstorming, it doesn't work anyway. No matter what you try, WHAT MATTERS MOST IS THE INTERNAL CONDITION OF YOUR TEAM.

If you create the right set of circumstances in your brain and the right set of circumstances in your environment, then creativity and change aren’t just possible, they are probable.

Sidekick’s Human Performance facilitation method generates a shift in you and your team’s inner condition so you can move beyond past habits, and transform into a creative collaborative team.

We design our human performance approach into every one of our facilitations to maximize the success of your project whether you are taking on opportunities or solving challenges.

It’s not your fault you haven’t been taught this step by step approach to adapt and solve challenges repeatedly and rapidly as a team.

As a result of working with Sidekick Innovation, you and your team will:

  1. Have a collective awareness of how to shift to the place of highest potential for taking on change
  2. Be leaders who can participate in the solution and effectuate change without overburdening your workload
  3. Instantly learn a repeatable process to bring ideas forward that’s engaging to employees and useful to the organization
  4. Build immediate cohesion and learn the process and skills to continue working as a creative collaborative team going forward
  5. Create shared success criteria, shared vision, and a shared solution you can implement
  6. Establish a feedback loop that engages stakeholders, primes solutions for adoption and accelerates progress



Project teams meet on average 4 times in 4 weeks.

We help the team begin with a solid-starting design statement. A good example of how this looks can be seen here. We help you as the leader with the technology, talking points and messaging throughout the process.

One team we recently partnered with…

  • Crafted their project success criteria in the first 15 minutes of the first meeting. One of them exclaimed, "I can't believe we got this done so quickly. This type of thing would usually take us a whole lot longer to agree."
  • We guided them to breakthrough insights through a specific Jobs to Be Done related interview format with clients.
  • We had their web developer join us so when they prototyped their solution, they were able to quickly build a splash webpage the same afternoon.
  • They got buy-in from Senior Leaders every step of the way culminating with a demo of the prototype and report-out of the insights at the end of the project.
  • All of this helped the team learn how to quickly and creatively address challenges in the future.

Global Premium Experiences Company

We designed a guided process for 100+ global venues to crowdsource solutions to global challenges and we kicked it off with a keynote at the corporate summit. 

Student Athlete Foundation

New Messaging & New Site
In 3 meetings, we helped this team interview clients, use their insights to define messaging, prototype a new website, and achieve buy-in to implement. 

Power 5 Football Program

Fan Experience
We designed an immersive experience to solve for issues in the fall fan survey around concessions, parking, restrooms, and the foundation tailgate. 

Other Examples of Facilitations


A-TO-J VISIONING AND IDEATION - Every organization needs a waypoint, a guidepost for where they are going. Sometimes you hit that waypoint or you get close and you need to set another one. When it comes to visioning, no matter what you do, please do not just get in a room and expect a group to come up with the answer. Be sure to shift their inner condition to think from a future perspective, providing new insights to spark new thinking, and use proven frameworks for something so important.

We can help. For more information about our visual tools or frameworks - Schedule a Call


ELITE DECISION MAKING PRACTICES FOR STRATEGIC SUMMITS, LEADERSHIP OFF-SITES, OR RETREATS - If you are lucky enough to have a chunk of time with your most valued leaders to make crucial corporate decisions and set guidance - please do not leave the planning and execution to the last minute or to event planners. You only have a couple times a year to effectuate change with this valued team and it's important the group is open. We help you design and execute an effective program that creates openness, and seamlessly transitions between divergent, convergent thinking, decision-making methods, all while building cohesion.

For More Info, including voting tools, decision-making frameworks, and proposals - Schedule a Call


Do you remember a time you were with friends or family and you couldn’t decide on where to eat?

Each of you had an idea. And it's not that you wouldn't make a decision, it’s that there was no established path, and each of you were being careful of the group. Too much so. One of you says - "Someone just make a decision already!"

When your executives need to make a decision, a facilitator provides the framework and guides the group so the group can focus on the choice not the process. The facilitator knows how to read the room, because they have an executive mindset themselves, and they empathize with where the group wants to go. The facilitator is there to sense and remove physiological & psychological barriers and even when not to intervene because the group is in flow.

A facilitator doesn't participate. Their job is to unlock - to ask questions - not to answer. If you choose to act as facilitator while participating there are two pitfalls. First, there is a bias the group gives to your responses because you are also signaling the facilitation. This can throw off where the group truly believes the solution needs to go because they will give more weight to your comments. Second, the quality of your effort is lower because it is difficult to continually switch back and forth between facilitating (empathizing with the group and unlocking their potential) and participating (generating vision and strategy).

Here’s the thing, no one wants a their company to hire a consultant to come in and solve their problems for them. You and your team are capable it’s just that what you’ve tried so far hasn’t worked. We know that what you try going forward can’t overburden your workload.

If you participate, you shouldn’t facilitate. The same is true for us as facilitators. We don’t create the solutions. We guide your team to create breakthrough solutions on their own.

We know teamwork. I built the NBA’s first innovation lab at the Orlando Magic. We’ve seen our methods work there and with others just like you. Schedule a free consultation.

Win the day! Sincerely, Your #1 Sidekick