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Bridging the Gap to the Next Level


Let’s face it. Employee development can be ambiguous, challenging and confronting for both managers and employees. Implementing processes and strategies that help alleviate this stress should be a priority for all businesses, as the benefits of gathering feedback far outweigh the potential costs of ignorance.

Employees need to be given direction based on factual, relevant and timely feedback. Managers need to have clarity and insight into the working life and habits of their employees so that trouble spots can be identified early, and/or potential for growth recognised and nurtured.

Often the most valuable feedback on an employee’s performance is gathered from the people that work with the employee, and not the employee themselves. 360 Feedback Surveys – or ‘Profiles’ – allow the business to gather this information in a meaningful and well structured way.

The confidential nature of the process often uncovers a lot of ‘truths’ about employees that may never have been raised in person. By gathering this from a number of co-workers – typically between 6 and 12 – the results can be aggregated and any extremes in variation can be alleviated. The overall feedback is then analysed and recommendations made for improvement, whilst protecting the anonymity of the respondents and the confidentiality of the participant.

This is very helpful in fact, when the person undergoing the 360 process is in upper-middle management and preparing for the next stage of their careers. The honest feedback can highlight areas that may still need work or development and the 360 process can facilitate this in a non-threatening and confidential way.

Often this leads to dynamic shifts in behavioural cognition – ‘a-ha’ moments often happen when a manager realizes that certain gaps exist in their understanding or behavior. The opportunity to then correct or improve these areas can lead to dramatic shifts in performance, empathy, effectiveness and workplace satisfaction for the manager and their whole team. The 360 subject can quite quickly become ready for ‘the next level’.

Bridging the Gap to the Next Level

Moving from Management to Leadership can often highlight certain gaps in understanding for managers. So often people can become so focused on the ‘doing’ of their job, that they don’t pay attention to whether they are leading change or managing their business. An internal awareness comes to light, and the gap between ‘managing’ and ‘leading’ becomes clear.

On-the-job (or more accurately ‘in-the-business’) experience can teach you only so much. You need an outside perspective and focused learning to help you make the transition, and you need experienced business leaders to show you the way. Integral Development’s Advanced Management Program presents an opportunity to make the shift in an intensive 5 and a half day immersive workshop.

Taking the time out from your business can seem a daunting prospect at first, but without question the number one response our graduates have given us is:

“Without the complete immersion in learning during the 5.5 day workshop, I wouldn’t have made the dramatic shift or had the deep insights I gained in my business. It is critical that no other interruption take your focus away.”

To find out more about how you can make the shift from Manager to Leader, take a look at our Advanced Management Program.

It’s been called a ‘mini-MBA’ because of the high level of information, experience and education our students receive. You will have the chance to work with other business leaders and peers who are facing similar challenges, and work with them to find real-world solutions.

Recognised business leaders and entrepreneurs from Perth will also attend and act as counselors and guides, bringing their wealth of knowledge and experience with them. The connections and friendships you make on this course will help guide and steer your career for many years as you move forwards.

For more information on the Advanced Management Program please click here.

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