|
|
Like this article? PLEASE +1 it! |  |
|
Integral Leadership - A Useful Model for Leadership Development
Written by: Ben NashArticle Overview: Managers and HR professionals concerned with developing leaders are inundated with leadership development theories, models, concepts and courses - Situational Leadership, Servant Leadership, and the Leadership Lessons of everyone from Attila the Hun to Jack Welch, to name but a few.
 |
Free Download - Keeping the Change Process Cool By Ben Nash |
Integral Leadership - A Useful Model for Leadership Development
Managers and HR professionals concerned with developing leaders are
inundated with leadership development theories, models, concepts and
courses - Situational Leadership, Servant Leadership, and the
Leadership Lessons of everyone from Attila the Hun to Jack Welch, to
name but a few.
One of the better leadership models to emerge in the last few years is “Integral Leadership” based on the work of Ken Wilber.
Integral
leadership emphasizes working with both the objective, exterior,
subjective, and interior aspects of individuals and organizations. Most
leadership development programs focus primarily on the objective,
exterior factors involved in the situation, for example: behaviors,
skills, strategies, structures, and processes. An integral approach
combines a focus on the external, observable factors with an equal
focus on interior factors such as thinking, feeling, and values - at
both the individual and organizational levels.
Integral
Leadership considers four dimensions: Interior, Exterior, Individual,
and Organizational. These four dimensions give us one of the best known
tools known to management training – a four quadrant model.
It seems pretty obvious to say it, but effective leadership
development must take account of all four quadrants. Most traditional
leadership models, however, tend to focus either internally (e.g.
emotional intelligence) or externally (e.g. situational leadership) and
fail to integrate the two perspectives.
By not taking an integral
approach to leadership development you risk misalignment between the
four quadrants. If the internal and external landscapes are not aligned
at the individual level, for example, you risk developing leaders who
have learned some of the skills and behaviors of leadership but may not
have the maturity and self awareness that leaders need to be effective
in the long term. Similarly, if you have leaders who are not aligned
with the organizational culture, systems, or strategies, how effective
can they be?
At Aspen OD we use the Integral Leadership model as
one of our key analytical and design tools when helping organizations
to develop their leadership programs. We have found that a well
designed leadership development curriculum must take account of all
four quadrants to be successful.
The Future of Leadership Development
Learning at the Frank Sinatra School of Leadership
Leadership Development is Key to Organizational Success
Assessing and Building Your Leadership Pipeline
Leadership by Example
Article Tags: developing leaders, effective leadership, emotional intelligence, hr professionals, integral approach, integral leadership, ken wilber, leadership development programs, leadership development theories, leadership lessons, leadership models, management training, maturity, misalignment, model br, organizational culture, quadrant, self awareness, servant leadership, traditional leadership
|
About the Author: Ben Nash RSS for Ben's articles - Visit Ben's website  Ben Nash is the editor-in-chief of DailyHRTips.com. He is the founder and chief developer of the blog, providing tech/design support as well as tips and book reviews. Ben has held many interesting jobs in his professional career, including: barista, landscaper, public policy intern, barista (again), professional horse wrangler, ski lift attendant (aka "liftie"), political science teaching assistant, marketing and sales assistant, and an ecommerce/web developer. He also doubles as the Creative Director at Aspen Organization Development Consulting. Ben has interacted with many people, in many different organizations and offers some interesting insight on the human resources game. You can read his blog at http://www.DailyHRTips.com and visit his website at http://www.AspenOD.com. Click here to visit Ben's website   The Dos and Donts of Innovation Tragic Change in Poland 7 Best Practices for Developing ELearning Content Hiring Talented Business Acumen and Business Acuwomen Do you know your organizations Execution Quotient |
Related Forum Posts
Re: Business Women Peer Mentoring Spotlight
- Hi Everyone,
Gosh, I REALLY appreciate your concrete feedback. This was far more than I expected and I'm glad you said what you thought straight out.
Each of you have shared something of value and I want to take some more time to think and really go over what each of you have said. However, I can see there are some things I need to change right away. What an interesting point about a NEW program perhaps making people think they are guinea pigs! This is NOT what I want to convey!
It's funny how we can see some things so clearly in others while not always seeing it for ourselves! I must admit there are a few things I've been meaning to change (like my bio which is very outdated). Obviously, these things need to be higher on my priority list. You caught me like the plumber who puts his clients first and doesn't get around to fixing his own tap!
As far as my target market, I do feel quite strongly about working with Women Leaders and doing Leadership Coaching with them. It's non-negotiable in my books. In my Executive Coaching training, the terms "Leaders" and "Executives" are interchangable. To me, an Executive is a Leader and so is the Business Woman or Entrepreneur who is CEO of her own business. I love working with decision makers!
What I did learn is that I need to avoid opening up the Leadership term beyond what I described above. I'm also wondering if there is a misunderstanding with the general public as to what Leadership Coaching really is.
Leadership Coaching is all about developing your leadership skills, both as a people manager and in more effectively running and growing the business. There is ALWAYS room for growth in some way. As well, sometimes, we just need a sounding board to clarify what our next BEST step is.
In fact, if a woman thinks she has nothing to work on, then we aren't a good Client/Coach fit anyway. How can she grow if she doesn't see the value of expressing ALL of the great ability within her? How can her company grow if she doesn't see the value of strategic planning for the next best level?
Thanks again to you all! I will go back to my website and really question whether I am conveying the right message.
I got more than I bargained for in this Spotlight... you generously offered way more than I was asking. I think we could be on to something great for the Forum.
Now it's time to let someone else have the spotlight. It would be great if everyone took a turn!
In gratitude,
Tami
Re: 3 Ways I Used Twitter To Grow My Business This Week
- Hi Olivia,
It seems you are working in the area of leadership area. Is Leadership = Learning?
I am looking for some good books on strategy? Which one do you recommend?
Thanks,
Robert
Different Hats
- CEO Sales & Marketing & Leadership Development Company
Strategic Vision 10
Alliances & Growth Strategies 10
Hiring & Managing People 8
Mentoring 8-9
Strategic Planning for Clients 10
Execution of Marketing Campaigns 9-10 (i have great people who do the nitty gritty)
Financial Management 9
Bookkeeping 3 (outsourced as I really hate the fine details like GST0
Administrative Follow Up 6-7 (again have great staff)
Writing & Publishing 9 (getting better all the time!)
Speaking 10 (so I have been told)
Self Promotion 9-10
Web development & Promotion 6-7 (learning more and have brought on players who are 10+)
Babysitting Employees (1 - wont do it, that's why I work so hard to hire and motivate the people I have)
Great topic Kevin!!
Jude
HRPreneur
- Hi everyone,
I am new to the forum and I recently started my own Human Capital (HR) consulting firm called HRPreneur Inc. HRP focuses on making human capital a strategic differentiator for SME's.
Below is a summary about HRP;
Who We Are:
HRP is a Human Capital consulting firm with 30 years of experience that becomes an extension of your company by providing a full array of services to help you create a highly engaged workforce focused on achieving strategic results in order to build a long lasting great company!
Mission:
HRP provides small and medium sized businesses a Strategic HR Business Partner to increase employee engagement, resulting in cost savings, increased productivity and results at an affordable rate!
Vision:
To inspire and warrant SME's reach their full competency!
Cost Effectiveness:
We provide over 30 years of experience at a fraction of the cost at a strategic executive HR business level
You will save between 50% to 60% in costs per year on salary, bonus, benefits, training, office space alone
We will provide you additional cost efficiencies through our services
Services:
• Strategic Human Resources Planning
• Organizational Redesign
• Change Management
• Organizational Culture Development
• Employee Engagement Programs
• Leadership Assessment and Development
• Compensation Design
• Talent Acquisition
• Assimilation and On-Boarding
• Performance Management
• Talent Management & Succession Planning
• Human Resources Due Diligence
• Human Resources Audit
• Full Service HR Outsourcing
Re: what position to request?
- Hi Michael,
Great suggestion from David, or you could try something around a design consultancy,
How about Website Design Consultant, Design and Development Manager, Website Support and Development Manager or maybe Internet Business Development Consultant.
Ultimately whatever you are comfortable with and good luck for the future,
Mal.
Share this article with your friends. Fund someone's dream.
Leave a comment below or share on the left and you'll help support entrepreneurs in Africa through our partnership with Kiva. Over $50,000 raised and counting - Please keep sharing! Learn more.
by:
Minimize Meetings
|
Ray Kroc McDonalds
|
Train Your Salon Spa Team to Up-Sell
|
Seasonal Values
|
Start an Execution Revolution: Five Ways Leaders Get Results
|
Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!
TOP Level Selling
Steps For Starting A Small Business
Let's Skip the Offshore Horror Stories
Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.