Think &
Innovate:
M.I.N.D Tools

M.I.N.D Tools is creative thinking and innovation training for teams that need to generate ideas, evaluate options and solve workplace problems. Explore challenges from different perspectives before choosing proposals to test.

Planning thinking skills training with M.I.N.D Tools

Start planning M.I.N.D Tools with one work challenge that needs improvement. Examples include a repetitive process that takes time, proposals that are difficult to choose between or a team that quickly accepts its first assumption. Describe the current situation and what you want to explore without deciding on a solution immediately. This helps GGC discuss a relevant thinking and innovation training focus.

Prepare a problem outline, who uses the process and which constraints matter. Distinguish established facts from assumptions that still need checking. For the initial discussion, avoid sending customer data or confidential documents. A brief example is sufficient to explain how the team generates ideas, evaluates options and decides which proposals deserve further exploration within the organisation.

M.I.N.D Tools focuses on framing problems, considering different perspectives, generating ideas and evaluating trials. If the main challenge is attitudes towards change or giving up easily, compare the Power of Positive Thinking module. If ideas are ready but difficult to explain to an audience, see S.P.E.A.K. The choice depends on which part of the work process needs practice and participants’ decision-making roles.

Details to confirm with GGC

Before choosing a programme, share the target group, participant numbers, departmental functions and preferred language. Explain the work situation you want to improve and what your team has already tried. This helps the discussion about focus, duration, format and activities. These details need to be agreed with GGC according to organisational needs and participant experience.

Use brief, anonymised examples for the initial discussion. Describe the roles involved, the challenge and what organisers want participants to practise. Avoid sending customer names, confidential organisational information or employees’ personal details through the enquiry form. Examples do not need to be long; clear context is more helpful than a list of problems without priorities.

Choosing a module and planning follow-up

You can choose up to three modules on the Training Programmes page to discuss with GGC. After a session, organisers can agree one work action, who is responsible and a review date using internal processes. Follow-up helps connect learning with real work situations. Performance changes still depend on implementation, organisational support and the team’s context.

During the initial discussion, distinguish essential topics from optional ones. If time is limited, agree priorities first and discuss room for practice and feedback. An agreed scope helps organisers prepare participants and assess the suitability of a proposed programme before making a decision.

Further reading: the American Society for Quality’s guide to brainstorming.

Use the Training Programmes video guide to choose modules you would like to discuss with GGC.

Also explore the Power of Positive Thinking if your team’s main challenge is its attitude towards change.