Business & Executive Coaching

Integral coaching is a comprehensive approach to learning and development for leaders and managers. Customised to the individual, it enables established and upcoming leaders to progress to the next level. It is a solution-focused, results-orientated process that facilitates increased work performance, self-directed learning and personal growth of the individual.

Benefits of Integral coaching for the organisation

The future growth and success of organisations is intricately linked with the development of the individual. As such, a highly productive individual contributes to the success of the team which is essential to improving organisational performance. Benefits for the organisation include:

  • Identification of skill gaps of key employees.
  • Increased incentive for retention of valued employees by providing a supportive, customised developmental path.
  • Increased motivation and wellbeing of employees.
  • More effective channel for adapting to and managing change.
  • Improved organisational performance due to better equipped employees.
  • Offers a versatile and economical development strategy for staff needs.
  • Produces lasting change for your organisation.

Benefits for the individual

High-achievers are turning to executive coaching to help them further improve performance. Given the time-pressured work environment of modern organisations, executive coaching can support individuals to reach their goals. The individual benefits of executive coaching include:

  • Identify strengths and address development needs.
  • Obtain customised learning to meet your unique needs.
  • Experience a powerful personal and professional growth tool in a supportive environment.
  • Improve your ability to manage stress more effectively.
  • Expand your interpersonal styles, eg from confrontational to collaborative.
  • Enables structured ‘time out’ to reflect, regroup and build new strategies.
  • Be open to be challenged through valuable objectivity and insight.
  • Experience a solution-focused, results-orientated process based on your needs and challenges.

Research shows that coaching has a significant impact on employee effectiveness. It is more effective than a training program, especially when the individual receives support through the coaching process over a period of time. Three to five coaching sessions provide the most benefit. (Grant 2001, Paige 2002, Howe 2004).

How is the Integral approach different?

Professor Ron Cacioppe of the UWA Graduate School of Management developed the Integral Leadership and Management Competency Framework after reviewing twenty years of research on leadership and management.

The Integral Leadership and Management framework incorporates the research of the Harvard professor, John Kotter, which describes the fundamental aspects and differences of leadership and management. Dr Cacioppe has also built his model upon the work of Robert Quinn’s Competing Values Framework, one of the most recognised and researched leadership frameworks in Europe and the US.

At the core of this framework is Ken Wilber’s philosophy and work on Integral Theory, which brings together scientific fields such as psychology, sociology and quantum physics with eastern and western philosophical perspectives and provides a comprehensive framework for human and organisation development. The Integral approach is unique in that it incorporates four major dimensions of human activity – effectiveness, efficiency, people wellbeing and culture – with the levels of human and organisational development established by recent research. Integral Theory has been described as the new paradigm for the 21st century since it provides a new and holistic way of seeing ourselves and the purpose of work in organisations.

The Integral framework is flexible and can be customised to include specific competencies for an organisation’s particular strategic challenges.

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