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What Makes CEOs Likeable?

We provide executive coaching to numerous CEOs and Executives in the wider Perth area. One issue that arises often is whether it’s necessary to be likeable to do a good job as a CEO. The short answer here is “no, but it certainly makes you a lot more effective.” Here are some traits that make CEOs likeable.


Honesty and integrity are two of the best qualities a CEO can display to raise their likeability factor. Subordinates want to know that you are telling them the truth. If they don’t trust you, they won’t like you and they won’t give any more effort for you than necessary to keep their jobs.


Employees and middle management want to be around positive CEOs. All companies have setbacks and negative events. CEOs who are the best at overcoming them do it by staying positive and focusing on solutions.

Personal Touch

There was a movement in which CEOs thought they had to distance themselves from employees. Some still feel that way. In reality, though, CEOs who talk to their employees, shake hands and make friendly conversation are much more likeable and inspire more loyalty.

Great Listeners

Everyone wants to be heard. CEOs who listen to their employees are much more likeable because they feel like their opinions matter. This also helps them feel like they can have a positive effect in the workplace.

Hard Workers

Some of the best leadership is by example. People like leaders who worked hard to get where they … Continue reading


How to Create a Workplace Culture Where Feedback is Welcome

One of the best tools of our leadership development courses and executive coaching in Perth is called “360 degree feedback.” 360 degree feedback uses feedback from those who are above, below and equal to your position in the organisation to provide an accurate picture of your performance.

We love the Integral 360 degree feedback report, but we also believe that an environment that provides immediate feedback without confrontation or ill will makes for the most efficient workplace. Ideally, you should receive feedback from customers, peers, subordinates and bosses. You should also feel free to give feedback to anyone else in the workplace.

Unfortunately, many workplaces create an environment where everyone is afraid to “upset the applecart.” Many people become offended at any feedback or constructive criticism and become confrontational. Many are not able to give feedback without seeming confrontational.

At Integral Development, we believe in cooperation, not confrontation. Here are a few ways to help turn confrontation into cooperation.

Encourage Learning and Improving

If your employees know that it’s OK not to be perfect and are encouraged to learn, they tend to see feedback as an opportunity to learn and improve: not a threat to their status.

Teach How to Give and Receive Feedback

It is important to give feedback without being offensive and receive feedback without being offended. These skills can go a long way towards developing cooperation.

Encourage Feedback

Leaders should especially be encouraged to provide a lot of feedback, but employees should always feel like … Continue reading


Can the Interests of Your Employees Help Your Bottom Line?

When providing management consulting services to local Perth businesses, one of the more common problems we are asked about is how to increase employee engagement. The issue of how committed or engaged employees are to any organisation is important and can make the difference between higher organisational performance and “just getting by.”

At Integral Development, we base all of our executive coaching and management courses on Ken Wilber’s Integral Theory. This theory combines cutting-edge business theory with the best of 6000 years of human inquiry to create a four-quadrant approach to individual holistic development. Only by developing individuals holistically can an organisation truly maximise its potential.

Are Employees’ Outside Interests their Greatest Strengths?

In many cases, the interests of employees outside the workplace can be used to increase their engagement inside the workplace. Many leaders trivialise or resist employees’ outside interests when they could be integrating them into the workplace.

Remember that outside interests represent something the employee is very passionate about. Imagine what your company would accomplish if you could incorporate and integrate all of that passion into helping your organisation thrive and prosper.

How Well Do You Know Your Employees?

Do you know anything about your employees outside the workplace? Are they married? Do they have children? What are their hobbies? What outside groups are they a part of?

If you can just answer these questions about your employees, they will be more engaged because they feel like you care about them as a human being, but … Continue reading


How to Manage the Work-Life Balance in Your Business

At Integral Development, we have provided leadership development programs to numerous businesses in Perth and across Australia. We can tailor our offerings to any particular organisation or we can provide programs such as our flagship Integral Leadership Program.

All of our programs are based on Integral Theory as created by Ken Wilber. Integral Theory educates leaders by developing the whole person via a four quadrant approach. This is known as “individual holistic development.” Attendees are taught to see the world from four different points of view: I, you/we, it and its.

This helps the leader and the workplace become more efficient: more work is accomplished in less time. One of the most important concepts in the workplace is that of work-life balance. Everyone in an organisation, from CEO down to entry level, is more effective if they have balance between their work and their lives.

Creating a Culture of Work-Life Balance

One of the most important aspects of creating a culture of work-life balance in an organisation is to role model that behaviour. Integral leaders have an internal sense of balance that enables them to easily role model work-life balance for their organisations. The next step is for managers in the organisation to place work-life balance as a priority, integrating it into their own performance and encouraging employees to do the same.

One approach that is gaining a lot of traction, not only in Australia but worldwide, is framing work-life balance as “energy management.” Individuals have … Continue reading


How to Be a Great Public Speaker

If you have attended any of our leadership development programs on our Perth leadership centre, you will notice that all of our facilitators are great public speakers. This is no accident; great leadership requires great communication. To ascend to the highest levels on the leadership ladder, it is mandatory that you are a great public speaker.

Here are some things you can do right now to be a better public speaker.

Set a Goal

Your presentation must have a goal. Whether it is to teach, motivate or both, a firm goal is necessary. You should be able to state your goal in one sentence or at the very least in an “elevator pitch.”

Practise, Practise, Practise

Start as soon as you know you will be speaking. If you will be using Power Point, get your presentation ready. Brainstorm for ideas on your topic, develop your speech and practise it enough so that you own it. This is how to own an audience.


Storytelling is part of the human tradition. Sprinkle interesting stories throughout your speech to make salient points. The variety will help keep your audience from being bored.

Involve Your Audience

Nobody in your audience has to speak, but you should try to keep them involved. Ask them questions that make them think. Make them laugh. Make them feel emotions.

Show Up Early and Take Care of Business

It is essential to show up early and get everything set up and prepared. Make sure all equipment is … Continue reading

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