what makes icc different
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We aspire to the highest standards in all that we do. Through innovation, as well as continuous improvement and a commitment to learning, we achieve quality that surpasses our competitors.
Freedom to think creatively and express our unique points of view drives ICC’s work, and we work hard. We also allow time for the celebration and humor that keeps us grounded and engaged.
Each ICC team member is committed to taking risks and making good decisions for the company and for our clients. We each carry the ICC brand with us, which represents quality and fiscal responsibility.
We do right by our clients. We are dedicated to consistency in our actions and beliefs, and our utmost priority is honesty and transparency.
We believe that individual differences propel the team, and we capitalize on individual strengths within the group. Each member is important and has a role to play in our success.
CHALLENGE: An organization needed a way to develop next-level supervisors and managers to fill their talent pipeline from the bottom up after uncovering a distinct gap in development and succession at the director, manager and supervisor levels.
SOLUTION: ICC developed and delivered the organization’s first-ever Emerging Leaders Program for high-potential employees and managers. All but two of 16 participants in the inaugural program were promoted by year-end.
CHALLENGE: A company was struggling with identifying key talent for highly visible, mission-critical positions within the company. Leaders didn’t want to simply fill a position with a long-term employee, but rather match someone with the right capabilities to the role. The company’s internal pipeline of future talent was quickly drying up, as those who were not promoted within two years were rapidly leaving the organization for other opportunities.
SOLUTION: ICC designed a talent review process, assisted with creation of communication plans and scripts, and captured objective, measurable data to ensure the organization was matching the right person with the right position. Company leaders now feel confident making promotion decisions, pinpointing development gaps and setting expectations for future performance of all employees.
CHALLENGE: ICC partnered with a company during its reorganization process. Approximately 100 employees were impacted in five locations in Colorado, California and Virginia.
SOLUTION: ICC coordinated support in each location, providing nine career coaches who were available on-site on the day of notification. The coaches worked alongside the notifying manager and human resources representative, and more than 80 percent of the impacted employees took advantage of the outplacement services.