• Assessment, Data-Driven Planning, Training, Coaching

  • Projects at a Glance


    The Greater Des Moines Partnership, a major Midwest partnership of economic and community development organizations, has partnered with IEE and The Ray Center at Drake University to design, deploy and analyze the Central Iowa Human Capital Survey. The survey assesses embeddedness of local talent in the community and in the workplace. The survey is deployed annually to over 4,700 businesses and their employees. The data analysis and reporting provide direction to community leaders on additional efforts needed to improve the quality of life in Central Iowa.

  • HyVee

    At Hy-Vee, Inc, a retail grocery operation with more than 63,000 employees and 230 retail stores in eight Midwestern states, customized trainings featuring Excellence & Ethics Tools were delivered as part of their leadership development program and internal university. The Culture of Excellence & Ethics Assessment – Workplace (CEEA-Workplace) has been utilized by all store directors to evaluate excellence and ethics in their culture and to guide data-driven planning for continuous improvement.

  • Prairie Meadows

    Prairie Meadows, an award winning non-profit entertainment venue with over 1,400 employees, used the Culture of Excellence & Ethics Assessment – Workplace (CEEA-Workplace) process to guide their organizational training efforts. This multi-year initiative started with assessment of over 300 managers, followed by professional development targeting skills for priority management, stress reduction, and goal achievement. CEEA-Workplace results from the organization overall guided the development of customized training focused on communication, collaboration and teamwork for delivery to over 1,400 employees. Post-implementation assessment results indicate positive impact on employees’ skills that have been targeted by the training and implementation support.

  • PFG

    For more than five years, the Principal Financial Group, an international insurance and financial services organization, has utilized Excellence & Ethics Tools to provide required ethics and compliance professional development and continuing education to the certified public accountants and the finance business unit. Areas of focus included creativity and innovation, communication and collaboration, and stress reduction and well-being. Custom CEEA-Workplace assessment is currently being considered for the entire organization.

  • Unity Point Health

    When the leaders of UnityPoint Health, a newly-formed multi-state consortium of 280 medical clinics representing over 900 doctors, wanted to identify their core values and develop action statements to help shape the culture of the organization, a unique process featuring Excellence & Ethics Tools was created to meet their needs and help shape required organizational habits. Training and support sessions on communication and collaboration competencies were also provided to over 600 front-line customer service representatives.

  • JDPA

    In each issue of the Journal of Dermatology for Physician Assistants, IEE contributes a Workplace Excellence column featuring Excellence & Ethics theory, research, and strategies. As a journal dedicated to excellence in dermatological patient care through the PA profession, JDPA seeks to address the science of disease and treatment while drawing upon IEE’s expertise for excellence in navigating the complex human ecology in which PAs carry out their craft.

  • JDPA

    When the human resources team at Danfoss, a global leader in the mobile hydraulics industry, needed a workshop to enhance positive and safe workplace culture, it turned to IEE for a training customized to meet its unique needs. The resulting workshop on harassment, workplace violence, diversity and ethics was delivered to nearly 1,000 employees in 32 sessions across three different shifts. This comprehensive training session covered the required policy review, and incorporated several of IEE’s tools for shaping consistent organizational habits around standard polices. This strategy covered the required “what” (i.e., HR policies) while helping to engage the learners through reflection and dialogue with the “how” and “why” (i.e., positive culture and safe environment).