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You’ve Been Found Out!
You’re An Imposter!

By Hannah Fitzhardinge, Senior Consultant, Facilitator and Executive Coach and Director, Integral Women in Leadership Program Imagine this – it’s your first week at a new job, the boss calls you into her office, and asks for your expert opinion on something that is well within your area of knowledge. Do you: A) Stroll casually into the office, speak confidently off the cuff about the issue and walk away telling yourself ‘I nailed that?’ Or do you: B) Freeze at your desk like a roo in the headlights, quickly run through in your head the various excuses you could make to run from the office immediately, drag yourself into her office then forget how to string a sentence together as you bumble through some half-baked thoughts about a topic you actually know really well, and spend the remainder of the day reliving the experience in waves of horrifying self-doubt. If you answered B, the good news is – you’re not alone. In her most recent book, Harvard social psychologist Amy Cuddy unpacks the research on imposterism, or the ‘imposter syndrome’ and her findings are a relief to anyone who has thought that they will eventually be found out as not being worthy of their role in life. Why? Because nearly everyone around you also feels this way! Yep, we all think we’re imposters and that everyone else is better, more qualified, more experienced and generally more suited to the job. In one oft-cited study, two-thirds of incoming students at the … Continue reading


Innovation: The New Dirty Word In Organisations

By Travis Thomas, Business Manager, Integral Development Innovation has always been a core tenant of organisational success for top performing organisations. Everyone knows it. The issue facing organisations today is not ‘how do we innovate’, it’s ‘why aren’t we innovating’. It’s a bit like exercising; we all know it’s healthy and something that must be done, but it’s just all too hard. Think about a 5am run in the rain or lifting weights at 8pm and you’re bound to feel tired just at the thought of it. That’s the same challenge with innovation. The word conjures in our mind the grandiose talent that only the gifted amongst us who own 7 black turtle necks and as many pairs of denim jeans can achieve, all while inventing the next iPhone. Hollywood has done us no great service here. Let’s take a step back and look at the core ingredients in innovation. Willingness to Change In life, we consciously choose to get up and go for a 5am run or we simply say ‘I’m too busy’ or ‘I’m too tired’ and go on with the other things we value in life. Innovation is no different. You must WANT to change the organisation. It’s hard, but repetition builds muscles. Small steps in innovation can build these muscles and the more you use them, the stronger they get. This is where Design Thinking really sets the pace. Think of it as your personal toolkit in the same way you would a coach or mentor. … Continue reading


Achieving Gender Parity: Will you wait another 117 years?

By Patricia Bibb, Senior Consultant, Facilitator and Executive Coach at Integral Development Today is 8th March – International Women’s Day. This day is about celebrating inspirational women, building role models for young women to aspire to and recognising that, while we have made progress as a society, we still have far to walk on the road to gender parity. Many people may question the relevance of continuing to earmark a day just for women in 2017. The reality is that we live in a world where: The world population is evenly distributed between men (50.4%) and women (49.6%). Gender parity remains at least 117 years distant (World Economic Forum) – although with some thought and intentful action it is clearly attainable! Justin Trudeau, Canada’s PM, achieved this in November 2015 with an equal number of men and women – all uniquely qualified to fulfill the specific role to which they were appointed – in his first cabinet. A male politician in the EU Parliament boldly declared within the last week that “…of course women should earn less than men – they are weaker, they are smaller and they are less intelligent.” It seems clear that yes, although we should be doing this every day, we still need to earmark one specific day every year when we can celebrate inspirational women, establish role models for young women to aspire to and encourage our entire population – men and women – to be, according to this year’s theme, Bold for Change. The … Continue reading


Outplacement Services, can you afford NOT to offer it?

The decision to engage an Outplacement provider can often be viewed by management as ‘yet another cost’ as they face challenging decisions around the future of their business, how to restructure and which positions to make redundant to improve efficiencies. Integral Development would like to challenge that thinking and suggest it as an investment for both the short and long term future of your organisation. All too often decisions are made based on bottom line thinking rather than looking at the longer term implications of such decisions. The latest research conducted by Choice Career Services and Right Management has demonstrated that when an effective Outplacement provider is engaged, it has a positive impact on both short term and long term business goals. Outplacement in the short term can provide a supportive framework for the retrenched employees to move forward and attain new employment more quickly. Outplacement can also support management in building trust and re-engaging with remaining employees. Outplacement in the longer term can help minimize the risks of creating negative employee perceptions, protect and build brand amongst existing employee and future job candidates. In addition, the research demonstrates that organisations who engaged an Outplacement provider had additional benefits, including a smaller decrease in productivity in the 12 months after a major restructure, less unwanted turnover and fewer sick days compared to those organisations that had not. The research is compelling, but we would go one step further to challenge those thoughts and ask… “Can your organisation afford to ignore … Continue reading


Listening and Powerflow Questions – PART 2

Listening and Powerflow Questions: How To Unlock Positive Flow and Achieve Great Performance PART 2 – Listening and Powerflow Questioning Skills By Ron Cacioppe, Ph.D., Managing Director, Integral Development There are a number of skills that keep the conversation flowing so that it is constructive, doesn’t waste time and solves problems effectively. Part 2 of “Listening and Powerflow Questions; How to unlock positive flow and achieve great performance” describes five skills of an effective questioner and listener. They are skills that keep your mind in a quiet, listening state that resists the temptation to give the other person the ‘right’ solution based on your knowledge and experience.  As a questioner it is vital to trust in the process of questioning and deep listening, putting your thoughts aside and give the other person your full attention. Listening: The fundamental skill of questioning is the ability to really listen. An effective questioner listens for the solution that is hidden within the person. When you listen deeply you hear the sounds that are within the other person and your questions help them find their own answers. Listen not only to the words the person speaks but also to the sound, tone, pace of speaking, and body language of the other person. When you do, you hear and experience the whole person. To fully listen means that your mind has to be quiet rather than thinking about the next question or what you are going to say when the other person finishes speaking. Listening … Continue reading

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