Leadership Succession
“A leader’s lasting value is measured by succession.”
John Maxwell
How to have the right leaders in the right roles at the right time?
Talent Acceleration
In the era of VUCA, the world is becoming more complex and unpredictable. Many problems can only be dealt with adaptively by people. Talent could be a scarce resource in many organizations. Under this new normal, how we accelerate talent development and retention is critical in organizational development. Integral is experienced in creating a whole system of talent acceleration, including talent management mechanism, competency framework development, assessment, training, action learning, and performance review.
Integral Leadership Program
Leadership is often the critical defining factor for an organization’s success in a competitive marketplace. Team leaders, regardless of their levels in the corporate hierarchy, are the key to driving higher productivity and improved efficiency while maintaining team relationships to boost employee morale. One of the fundamental struggles of effective leadership is to balance results versus relationships. This program is highly interactive by use of assessments, case studies, role-plays, games, experiential activities, action learning. It is on modular basis which is flexible to mix and match the topics best-fitting to different levels of leaders and structure of curriculum.
Coaching & Assessment
Integral believes clients can be resourceful, coaching is all about helping people make positive changes. We take a whole person approach to work out a coaching plan, by helping the client to take responsibility and awareness for growth. Integral coaches are scholar-practitioners with a deep understanding of theories of adult development, humanistic psychology, organizational behaviors, adult learning, human dynamics system, and so on. We are flexible and supportive when selecting appropriate assessment tools, craft client’s need into powerful inquiries, inspire self-discovery, build confidence and accountability for change and development action plans.
Action Learning Coaching
An article published on Association for Talent Development highlights the role of coach in action learning, “action learning is a dynamic process for problem-solving, building teams, and developing leaders. It consists of six components: the problem, a group of four to six people, a process that encourages questioning and listening, a resolution to take action, a commitment to learning, and an action learning coach.” Action learning team explores real issues or opportunities in their organization to make recommendations. With the facilitation of a coach, the team learning and problem solving will be much more efficient.
New Leader Coaching
Leadership cannot be developed through a single, short-term intervention. It requires a progressive and sequential series of interventions. An empirical research on 114 executives and 42 coaches found that coaching is an effective method of leadership development. Results showed that leaders have changes in behaviors after coaching in areas of people management, relationships with managers, goal setting and prioritization, engagement and productivity, and dialogue and communication. Newly promoted leaders face different challenges in the role transition from individual contributors to people manager. Leadership coaching could be one of the solutions for new leaders to learn leadership and discover the best-fit style to manage the team.
Testimonials
