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Good Leader to A Great One with Leadership Development Training Firm

How to Grow from a Good Leader into a Great One

Many people believe that great leaders are born, not made. As a firm that has created and provided management courses and leadership development programs which we have delivered to hundreds of people, both in Perth and across Australia, we respectfully disagree. We believe that anyone who really wants to be a great leader can be developed into one.

We would like to share some concepts of what goes into being a great leader, followed by what Integral Development can do to help you get there.

Drive

Despite the opinion of many that “leaders lead and workers work,” most leaders became leaders by outworking their peers. Your most important work is to gain as much knowledge about everything pertaining to your business as you can. This includes learning about the industry, your people, about cutting-edge leadership and management techniques and most of all, about yourself.

Mission and Goals

What is your company’s mission? What are your company’s goals? You must have a clear sense of where you want your company to go and how to get it there.

Belief

Great leaders have a profound belief that they can lead their organisation to success. You must believe, not only in your own ability, but in the ability of your entire staff to attain any goal you set by working together as a team. Belief in ultimate success will get most organisations through the inevitable setbacks and “rough spots” that appear along the way.

Ability to Communicate Effectively

Once you … Continue reading

Leadership Development Programs Develop Strategic Thinking

3 Tips to Encourage Strategic Thinking in Your Organisation

Recently, a global firm called Management Research Group surveyed more than 60,000 executives and managers in 26 different industries spanning over 140 countries. The survey addressed the feasibility of developing strategic thinking in the workplace on a daily basis. Each manager was provided with a 360-degree survey using more than 20 metrics to measure 22 different leadership practices.

Their results indicated that a strategic approach to leadership affected the perception of effectiveness as much as ten times more than any other behaviour included in the study. It was deemed to be 50 times more important than hands-on tactical behaviours and twice as important as communication.

So, how can an organisation develop leaders who routinely use strategic thinking on a daily basis? Here are some techniques that can be helpful.

Provide Regular Time

Put aside time on a regular basis for creative planning sessions. Get your managers into the habit of daily strategic thinking if possible.

Provide Superior Information

Give your managers and executives the information they need to know everything they need to know about the industry, the market, your competition, your customers and any technological advances relevant to your business. This will help them to think more of the “big picture” and develop the habit of strategic thinking.

Training and Development

Incorporate strategic thinking into training and development. Make sure that your present and future leaders know what strategic thinking is and are encouraged to develop the ability to think strategically on a daily basis.

How the … Continue reading

Put Your Organisational Values into Practice

How to Put Your Organisational Values into Practice

All successful organisations have values to which they strive to adhere. Often, this is in the form of a mission statement or a “corporate vision.” But how many executives can say that their entire organisation, from the top to the bottom, put those values into practice every minute of every day?

Strongly-held values can create a strong organisational foundation. Unfortunately, a crack in that foundation can compromise the entire organisation. Often, employees will pay lip service to organisational values but fail to put them into daily practice. If a few employees or supervisors are not acting in concert with the corporate ethos, it can cause rifts in the corporate structure.

Sometimes those rifts manifest as too much employee turnover. Sometimes they manifest as underachievement. Whatever the case, they must be uncovered and corrected before they cause too much damage to the organisation.

Turn Values into Behaviours

The root cause is a disconnect between individual daily actions and corporate values. This is because most values are concepts, such as excellence, innovation, teamwork, customer focus and respect. The only way to ensure that values are being adhered to is to convert those values into behaviours that can be monitored and measured.

You must create and model behaviours for each value. This makes sure that everyone involved is able to understand the spirit of each value that is important to your organisation. Employees and executives alike now have an expectation of certain behaviours and are held accountable. This leaves no room for misinterpretation … Continue reading

Tips for Energising Your Employees

5 Tips for Energising Your Employees

Recently, a US consulting firm called Bain and Company surveyed over 200,000 employees in 40 different organisations spanning 60 different countries. The survey was designed to determine the levels of engagement reported by employees and executives at all corporate levels, from clerks to CEO’s.

The results were an eye-opener for some, but they really just confirmed what more astute executives already suspected: organisations are deficient when it comes to motivating lower-level employees. In most organisations, the lower-level employees are the ones who have the most direct contact with customers.

This creates a “field of opportunity” for organisations and executives who are savvy enough to realise that they need to increase the engagement level of their lower-level employees. Here are three ways to make your employees feel more engaged.

Supervisors Must Earn Trust

If employees don’t like or trust supervisors, they won’t be fully invested in their jobs. For an organisation to perform at its peak potential, engagement and focus must be high at all levels. Supervisors have to make team engagement a high priority and one of the best ways to do this is for the supervisor to show a high engagement level.

In addition, supervisors must be approachable and likeable.

Collaboration, Not Confrontation

Employees and supervisors must be able to discuss issues constructively in a spirit of cooperation. While some leaders already know how to do this, most will need training.

Keep an Ear to the Ground

Executives need to know issues affecting employee … Continue reading

High Degree of Collaboration and Teamwork

4 Steps for Changing a Person’s Mind

Anyone who has taken any of our leadership development programs or management courses at our Perth campus knows that one of our major themes is “collaboration, not confrontation.” Our work is based on Ken Wilber’s Integral Theory, which combines the best of over 6,000 years of human thought in disciplines such as psychology, philosophy and spirituality into a “theory of everything.”

We develop organisations by helping the individual develop in accordance with Mr Wilber’s four quadrant approach. An organisation whose leaders have experienced our teachings is distinguished by a high degree of collaboration and teamwork helping to carry the organisation and its individuals to their highest potentials.

One of the most important concepts is turning confrontation into collaboration. It is much better to change someone’s mind by teaching them than it is to browbeat them into superficially “agreeing” with you. Here is a process that usually works.

Agreement

Disagreement usually causes resistance, so it is futile to disagree with someone at the onset of a discussion. Instead, find something about their position that is agreeable and agree with them. This positions both of you on the “same side of the table.” In other words, you are now collaborating instead of confronting.

Reframing

Now that you are both in agreement, try to reframe the problem. If you don’t follow step one, this usually won’t work, but since you have found common ground and are now working together to solve a problem, the other party will be more agreeable … Continue reading

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