What you will gain
Participants completing the ICE-EC cohort will be able to:
Work effectively with organisational complexity, without reducing it to tools, templates, or linear plans.
Diagnose and influence systemic patterns across leadership, culture, structure, and strategy — not just team-level symptoms.
Operate with greater authority and judgement in environments where formal authority is limited or ambiguous.
Design and guide change that unfolds over time, adapting interventions as the system responds.
Engage senior leaders in meaningful change conversations, even when priorities conflict or conditions are politically charged.
Recognise how their own stance, behaviour, and nervous system shape the system, and intervene more consciously as a result.
Integrate multiple perspectives and bodies of knowledge (strategy, culture, learning, delivery, power) into coherent change approaches.
Sustain themselves as a practitioner, building practices that prevent burnout, over-responsibility, and performative change.
Learning objectives & outcomes
What This Programme Is (and Isn’t)
This is not:
a methods course
a certification factory
a set of tools to roll out
It is:
a six-month cohort journey
a place to work on real, live organisational challenges
a space to develop judgement, stance, and coherence as a change leader
a container where experience is examined, not bypassed
The programme aligns with the ICAgile ICE-EC learning objectives, but it goes beyond them by focusing on who you are becoming as a practitioner — not just what you know.
Why a Cohort?
The work of enterprise change cannot be learned in isolation.
It requires:
reflection over time
dialogue with peers facing similar pressures
exposure to multiple organisational contexts
and the discipline to stay with complexity rather than simplify it away
This cohort creates a holding environment where experienced practitioners can:
slow down their thinking
sharpen their judgement
and build the capacity required to operate credibly with senior leadership and across whole systems
Who This Is For
The ICE-EC cohort is for people who:
already operate beyond single teams
influence across functions, portfolios, or enterprises
feel the limits of tool-based change
and want to deepen their ability to lead change that actually lasts
If that sounds like you, this programme is designed to meet you where the real work is happening.
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LEARNING JOURNEY
The five day learning journey
Day 1 Individual capability and human AI partnership
Start with your own work. Explore how an ongoing relationship with AI can support thinking, learning, and action, and how to retain responsibility for the result.
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Frame a useful task, provide relevant context, and work iteratively with an AI assistant.
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Recognise uncertainty, challenge assumptions, and judge when an answer needs stronger evidence or expert review.
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Set boundaries around memory, confidential information, delegated work, and human decision-making.
Your practical output: A human-AI working agreement setting out purpose, context, responsibilities, boundaries, and checks.
Day 2 Team collaboration
Explore how AI changes the way a team thinks and works together. Examine how facilitation shapes the behaviours AI may amplify, including whose voice is heard and how the team reaches a decision.
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Design collaborative activities that combine human expertise with AI contributions.
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Use facilitation to surface assumptions, disagreement, and missing perspectives.
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Explore changing roles and flexible teaming while keeping capacity, ownership, and shared understanding visible.
Your practical output: A team collaboration design with working agreements, contribution and review roles, and a facilitated activity.
Day 3 Workflows and automation
Follow the work beyond one person or team. Identify where AI can improve the whole flow and where faster production may shift effort or risk downstream.
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Map handoffs, queues, checking, rework, and the decisions that determine value.
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Design a workflow combining human work, AI assistance, and bounded automation, with clear acceptance criteria and recovery paths.
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Identify the context and evidence each next step needs, and measure value alongside tool costs, checking effort, and quality.
Your practical output: A redesigned workflow with automation opportunities, evidence requirements, human review points, and measures of improvement.
Governance and organisational intelligence
Day 4 Enabling constraints and the Proven Trust Envelope
Design governance that helps people know what they can do, what evidence they need, and when to involve someone else. Explore enabling constraints: boundaries that make responsible action possible and clarify accountability.
Work with the Proven Trust Envelope, an approach for defining the conditions within which an AI-supported action can be trusted for a particular purpose. These conditions depend on evidence, context, authority, and controls, and need to be reviewed as those things change.
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Define the intended use, permitted actions, decision rights, evidence requirements, and limits of a bounded use case.
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Distinguish access to information from authority to act, and identify when an action may proceed, needs approval, or must stop.
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Design confidentiality boundaries between individual, team, departmental, and organisational workspaces.
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Explore proportionate pathways for experimentation and operational use, and how governance evidence can support risk and regulatory discussions.
Your practical output: A draft trust envelope and decision record, including permissions, approval triggers, confidentiality boundaries, and review conditions.
Day 5 Organisational intelligence
Bring the whole journey together. Explore how an organisation can use evidence from its work and people's experience to understand what is happening, choose a useful response, and learn whether that response helps.
Examples from Hyphoria illustrate how documents, meeting transcripts, and delivery evidence can be examined through organisational lenses to reveal possible patterns of alignment, friction, and emerging risk. You will consider how people test those interpretations before acting.
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Trace an insight back to its sources and assess the strength, independence, relevance, and limits of the evidence.
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Explore patterns across teams without assuming that information may cross every confidentiality boundary.
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Connect insight to a decision, an owner, an intervention, and evidence of what happens next.
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Develop an initial plan for improving organisational learning and adaptive capacity.
Your practical output: An organisational intelligence and learning plan connecting a question, permitted evidence, interpretation, action, and review.
Together, the five outputs form one practical portfolio showing how your case develops from individual AI use into a coherent way of working and learning.
What you take back to work
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Your five connected practical outputs and an initial plan for applying them.
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Course materials and reusable templates to support conversations, design work, and decisions with colleagues.
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A shared language for connecting individual AI use, collaboration, workflows, governance, and organisational learning.
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Certification proving you can do all of the outcomes for this programme.
What you will need
The course will be run remotely, so you will need your own machine and access to a generative AI assistant. Online participants need a reliable connection and microphone. Check employer restrictions on tools and information, and contact us about any access needs or adjustments.
Optional preparation
Watch Simon's webinar on AI change strategy and the future of AI in organisations, or read Deeper Change: From individual capability to AI-enabled organisational intelligence, particularly its chapters on individual AI use, teams, workflows, governance, and organisational intelligence.
Both are optional. You can participate fully without having watched the webinar or read the book.
Practical and participative
You will learn through facilitated exercises, demonstrations, small-group work, reflection, and discussion. Concepts are introduced through practical situations and applied to the continuing case.
You can bring questions from your own organisation and adapt the learning to your context. Shared exercises use provided examples or information that is suitable to share, so participation does not depend on disclosing confidential organisational material.
One day per week for five weeks: Time between sessions gives you space to notice what is happening in your own workplace, try an appropriate practice, and bring questions back to the group.
6 months cohort program, 12 half days and more...
Certification that proves you can demonstrate and apply
This is a certified courses, with practical assessment across the five-day journey. Assessment focuses on your ability to explain your choices, apply the learning to a realistic case, and recognise the responsibilities and limits involved.
Facilitated exercises and discussion provide opportunities to demonstrate understanding and receive feedback. Certification depends on demonstrating the required outcomes.
Meet Your Course Leader
Simon Powers
Founder/CEO
Simon Powers founded The Deeper Change Academy and Adventures with Agile and is the author of Change: A Practitioner's Guide to Enterprise Agile Coaching and Deeper Change. He combines experience in enterprise technology, organisational change, leadership development, and systems coaching with current work on AI-enabled workflows, governance, and Hyphoria. His facilitation helps participants question assumptions and turn ideas into actions they can test.