It Is Time 2 Unmask the Real YOU!: An Interactive Workbook to Wholeness with a Healing Coach

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We will announce the award in the June issue of Integral Leadership Review. We had intended a special issue on German-speaking cultures and Integral Leadership. This has been delayed. I am assured by the guest editors that it will be forthcoming this year. Stay tuned. Below I am asking for your […]. Leading Comments: This Issue and More! And this issue has its special qualities. For one, notice that we do not have a column by any of our standard columnists.

Leading Comments: This Issue and More. First, allow me to offer thanks to the interns who have contributed so much to the Integral Leadership Review for this and the previous four issues:Kathy E. Their contributions have been of considerable value and I […]. I am deeply sad at the loss of Bill Bates. He knew of all the caring and support he had received from ILR readers around the world.

Thank you. How are things going for you […]. We […]. See the Announcements section of this issue for information about how you can make your nomination. It includes a leadership quotation, an interview, two […]. Leading Comments: This Issue. Subscriptions to ILR will continue to be without charge in order to assure the widest dissemination of the ideas and experiences of our writers and our readers.

While I am not prepared to offer details at this time, I want you to know […]. I want to thank all of you who sent healing messages and energy to Bill Bates. He is still in the hospital so if you have more of that, please send it his way via the Integral Leadership Review. Note additional comments about his condition in the space usually filled with one of his extraordinary […]. Leading Comments: An Introduction to this Issue. I consider this to be an exemplary issue that is rich with material for anyone interested in the subject of leadership.

As people around the world who are interested in the practice, development and theories of leadership, we face a dilemma. Well, maybe more than one. For example, how does it feel to be a part of a field of understanding with no agreement about what the field is about? Is it about management? Is it […]. Leading Comments: Integral Leadership in the Netherlands.

According to the Hungarian philosopher of science Ervin Laszlo we are on a point in history of either breakthrough or breakdown. When we look at international developments, it almost seems that we are heading towards a breakdown. International tensions, global warming, beyond peak oil and a mortgage crisis feed anxiety and the pessimist mind.

But […]. Leading Comments: Defining our Terms. In recent months there was a renewed discussion of the value of definition in relation to leadership with some arguing for the need for definition and some suggesting that definition would emerge from research. There have been for a long time those who take positions on the need for distinguishing between leadership and management. While […]. There is much about the spirit of this man that I admire and much of it is about […].

Are you really paying serious attention to what this is all about? Maybe not, because I have not always been clear about that in my own mind and behavior, much less in my words to you. First, let me say that it is extremely gratifying that we have over subscribers in more than […]. Your assistance would be deeply appreciated. My goal is to continue to make the work of those contributing to the development of Integral Leadership theory and applications accessible to all. When […]. When you choose to join this generous […]. It is increasingly taking the form that I hoped, although I am sure there is still much that can be done to make this a useful document that attracts a wider audience in the fields of consulting, training and coaching, as well as […].

It is increasingly taking the form that I hoped, although I am sure there is still much that can be done to make this a useful document that attracts a wider audience, particularly in the fields of consulting, training and coaching, as well […]. Please Note: You will find that some of the articles in this issue are longer than usual. It is my hope that the quality of the content more than justifies this. It is increasingly taking the form that I hoped, although I am […].

Your support means that we can move closer to a way of viewing and being in the world that is integrative, generative and supportive of our evolving integrity — learning to align our theory and our action, our values and assumptions with achieving […]. Your continuing support means that we can move closer to a way of viewing and being in the world that is integrative, generative and supportive of our evolving integrity——learning to align our theory and our action, our values and assumptions with achieving what is important […].

It has been a good year since the last issue. I hope you are still out there and interested. And […]. In addition to being a pioneer in organization and leadership development, he was a leader in recognizing the importance of the development of the consultant, as well.

I believe it was at the Organization Development Network Conference that he spoke to almost […]. Your support means that we can move closer to a way of viewing and being in the world that is integrative, generative and supportive of our evolving integrity — learning to align our theory and our action, our values and assumptions with […]. Note: Due to a very busy month and the illness of my transcriber, there is no December issue. Your support means that we can move closer to a way of viewing and being in the world that is integrative, generative and supportive of our evolving integrity—learning to align our theory and our action, our values and assumptions with achieving what […].

Mission I am grateful to the more than subscribers to Integral Leadership Review. Your support means that we can move closer to a way of viewing and being in the world that is integrative, generative and supportive of our evolving integrity—learning to align our theory and our action, our values and assumptions with achieving […]. Your support means that we can move closer to a way of viewing and being in the world that is integrative, generative and supportive of our evolving integrity…learning to align our theory and our action, our values and assumptions with achieving what is […].

Your support has meant that we can move closer to a way of viewing and being in the world that is integrative, generative and supportive of our evolving integrity—learning to align our theory and our action, our values and assumptions with achieving what is important […]. Your support means that we can move closer to a way of viewing and being in the world that is integrating, generative and supports our evolving integrity—learning to align our theory and our action. Also, I wish to […]. Your support means that we can move together closer to a way of viewing and being in the world that is integrating, generative and supports our evolving integrity — learning to align our theory and our action.


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Also, I wish to express my gratitude to the many kindnesses, suggestions and offers of […]. I am deeply grateful and would like to make sure we are in the same field as you read this e-journal. The mission of this e-journal is to be a practical guide to the application of an integral perspective to the challenges of leadership in business and life. First, I wish to express my gratitude to the many kindnesses, suggestions and offers of support LeadershipOpportunity has received.

The mission of this e-journal is to be a practical […]. An Invitation The subject of leadership fascinates me. That is leadership in any aspect of business and life. In recent years, my focus has been on executive leadership in business. Do you want to understand more about the relationship between the needs of executives and how coaching can support those needs. So do I. Warren […]. Summary Jeffrey Pfeffer and Robert I. The Knowing-Doing Gap. Cambridge, Mass.

Pfeffer and Sutton studied what it is about businesses that make it so difficult for them to implement what they know. The gap is the product of a number of factors. For example, people act on the basis […]. This e-journal is about leadership. It is about leadership in business and life. In both cases, leadership is both an individual and collective act. It is written for those who want to strengthen the quality of leadership for their businesses, organizations, clients […]. Summary Each issue includes a summary of a publication related to leadership.

Novell is like many other high tech companies who have been experiencing the roller coaster ride of business in this new millennium. In this interview Eric […]. Your support has meant that we can move closer to a way of viewing and being in the world that is integrating, generative and supports our evolving integrity—learning to align our theory and our action. Also, I am grateful for the many kindnesses, suggestions and offers […]. Gandhi We but mirror the world.

All the tendencies present in the outer world are to be found in the world of our body. If we could change ourselves, the tendencies in the world would also change. As a man changes his own nature, so does the attitude of the world change towards him. This […]. The gap between the sixth level and the seventh level is the gap between getting and giving, taking and contributing, […].

He stays behind the flock, letting the most nimble go out ahead, whereupon the others follow, not realizing that all along they are being directed from behind. Sagan, C. New York: Random House. Consider again that dot. On it everyone you love, everyone you know, everyone you ever heard of, every human being who ever was, lived out their lives. The aggregate of our […]. Martin Luther King Jr. A movement that changes both people and institutions is a revolution. Whatever affects one directly, affects all indirectly. Fierce compassion heals. The inner work of the Integral transformation is shadow work — work that integrates shadow elements into a larger, more inclusion construction of the self.

Imagine making the organization itself — and not separate, extra benefits — the incubator of capability. Imagine hardwiring development into […]. We are accustomed to holding a gross and narrow anti-philosophical view on life as a result of random play of only Earth-bound forces.

This is, most certainly, wrong. Life as we see now is, to a far greater extent, a cosmic phenomenon, rather than only Earth-based. It was created by the influence of creative dynamics […]. Hidden, implicitly performed action, even if it is large-scale, attracts less attention: It softly enters the world and perpetuates itself as water soaking into fields, while ice stays on […]. Knowing this gives me hope that human wholeness — mine, yours, ours — need not be a utopian dream, if we can use devastation as a seedbed for new life. There will just be leaders.

Stakeholder dialogues will propel you to the next step, designing experiments that will benefit not just you but all the important people in your life. This is, after all, the leadership challenge: to choose a meaningful direction, based on knowing yourself and your people, and then to gain commitment to its vigorous pursuit. Stewart D. This ability to understand that society is not just a multiplication of you but includes many who are not like you is vital to a healthy society. This is what we are given a chance to do in Canada, because we see so many people who are not like ourselves, who do not come from […].

Canada has no goals or direction, yet shares so much of the American character and experience that the role of dialogue and liaison has become entirely natural to Canadians wherever they are …. In the age of the electronic information environment the big nations of the First World are losing both their identities and goals […]. For students of leadership and even more urgent question arises. Supposing we could find species wide commonalities among hierarchies of wants and needs, could we also find common stages and levels of moral development and reasoning emerging out of those wants and needs?

If so, we could assume, and foundations for leadership. If we define […]. To make matters worse, certain social forces — increasing tension between individual rights and the common good, for example — discourage […]. Someone is sitting in the shade today because someone planted a tree a long time ago.

Warren Buffett. You take the front line when there is danger. Then people will appreciate your leadership. But I should be the first to rise and assure him that he had no authority whatever. Chesterton to Alexander Woollcott. Your Life is Your Message. Your life is your message. Leadership by example is not only the most pervasive but also the most enduring form of leadership. And because the world is becoming more interconnected, standards of leadership have an impact that extend around the globe.

Now, as never before, a higher standard of leadership will serve us all. Leadership Quote: Richard Strozzi-Heckler. Presence grants genuine leadership authority by building trust and inspiring others. Leadership Quote: Peter Drucker. It must be organized in such a way as to be able to get along under a leadership composed of average human beings. Leadership Quote: Mary Parker Follett. The most essential work of the leader is to create more leaders.

Leadership is like a panicle of rice because at the height of the season, at the height of its power, it is beautiful, it is green, it nourishes the world, it reaches for the heavens; but right before the harvest it bends over with great gratitude and humility to touch the earth from where it […]. Leadership Quote: Pulin K. Leadership Quote. And the temptation of heroic leadership is the extension of power and the escaping of public accountability.

In other words, the very concept of leadership is culturally bound. Leadership is not what you think of as leadership everywhere else on this planet. The skillful leader…does not rely on personal force; he controls his group not by dominating but by expressing it. He stimulates what is best inus; he univies and concentrates what we feel only gropingly and scatteringly, but he never gets away from the current of which we and he are both an integral part.

He […]. Leadership Quote: Charles M. Leading from a more integral place is not something one can just choose to do. One can grow more sensitive to what is involved, but ultimately it is predicted on finding a newly integral relationship to authority in oneself. This is not easy business. It asks a major kind of growing up. Leadership development based on this paradigm is more difficult to design and implement than those that have been popular for the last several decades in which the focus […]. In writing about leadership in the American Indian Nations: …anyone can begin to tell the story in new ways.

Ideally, the process will involve elected leadership; after all, elected leaders usually hold positions of influence and may be able to make things happen quickly. But seizing the future can begin anywhere in the community, and […]. Leadership Quote: Peter Rennie. Heroic leaders, who are usually male, often resort to underhand means in order to win and look good. The heroic leader is often driven by […].

Leadership Quote: Dee Hock. Therefore, there is no more urgent task than to encourage and nurture the next generation of environmental leaders. The most important message we have to offer is that environmental leadership consists largely of learned skills and styles and that learning needs to begin […]. Complex systems leadership theory: An introduction. Hazy, J. Lichtenstein […].

It is the raising of consciousness—in body, mind and spirit—in self, culture and society. Leadership Quotes: from the Netherlands. The new model is a participatory model, which is funneling over to teams and the spirit of synergetic thinking. The leaders of today are living in a time of constant change and they cannot effectively lead companies or countries through these […]. That means that we privileged postmoderns have to take the responsibility of being the elite to push the leading edge […].

Quite to the contrary, it is best accomplished in groups and leads therefore to in-depth group growth and to team development. Group and individual growth are systemically interrelated. It seems immodest, even self-aggrandizing, to think of ourselves as leaders. When we live in the close-knit ecosystem called community, […]. Today, leaders are those who know the right questions. When you look back at their history, almost without exception they were nobodies. Gandhi was just a mediocre attorney who got thrown […]. It is embedded in a historical or cultural context.

It has an institutional setting. And these surrounding circumstances substantially affect not only the nature of the interaction but also the leadership attributes that are effective. Gardner On Leadership. New York: […]. There are no enduring authorities; hence anyone with a better idea and the courage to promote it can show leadership. Such leadership is an occasional act, not a role to be monopolized. It is also more democratic […]. There follows the implicit judgment that leaders are some how superior to followers. So you get secrecy, distrust, overindulgence, and the inevitable sacrifice of those below for the benefit of those […].

This occurs […]. It is a practice of building influence relationships to create a movement for transforming change. My issue with most of the leadership stuff is that the followers—more appropriate in the idea economy or society to say collaborators or partners—are not considered in the leadership dynamic. This is counter-intuitive […]. The process resembles an archaeological dig, or at least it did for me. As I uncovered and solved one problem, I almost invariably exposed another, deeper problem.

As I gained one insight and mastered one situation, another […]. To me, it is important to develop collective leadership. Millions of people contributed to the results that we achieved…I like more egalitarian relationships. I especially like to orient people to learn. Leadership Quotes. Effective executives as emergent property Earl Mardle nails it. The only real path. Often, issues pile up which are never dealt with, thus damaging the fabric of the team. The CEO has to […]. Snuggle deeper into the lexicographical security blanket. Why should some poor slob on a farm want to risk his life in a war when the best he can expect is to come back to his farm in one piece?

The leader defines excellence and develops an appropriate culture, and then the culture does the […]. While leadership depends on depth of conviction and the power coming therefrom, there must also be the ability to share that conviction with others, the ability to make purpose articulate. And then that common purpose becomes the leader. And I believe that […].

The age of leaders has come and gone. Every […]. Indeed, in the business world of the twenty-first century, a company of leaders is arguably a necessity. Spreitzer and Robert E. And that requires the courage to face three realities at once. First, what values do we stand for—and are there gaps between those values and how we actually behave?

Second, what are the skills and talents of our company—and are there gaps […]. Leadership is distributed. It resides not solely in the individual at the top, but in every person at every level who, in one way or another, acts as a leader to a group of followers — wherever in the organization that person is, whether shop steward, team head, […]. Managers simply followed the dictate of the government. Mining destroys your lungs, crushes your body. A century before, it […]. Seeing only half of reality makes us only half a leader.

Acknowledging only fifty percent of what […]. To begin with, their scorecards are decidedly unbalanced…Second, all three executives have devoted an […]. Clearly it will continue in small and start-up companies, and in places where appeals to the human heart must be made in order to bring about drastic change that requires […]. But in fact, this business is so darn complicated, and the decisions are so important, there is no one person alone who is going to be maximally effective in making those decisions.

I want my executive committee-the […]. No grandpa at the helm possesses enough knowledge to make the organization run efficiently. Increased complexity requires that people […]. Every leader will have and exercise his own management style, but every leader must believe that everyone working with him is part of his success, not just him. The moment a leader starts thinking that he succeeded and not everyone in his organization, then he stops being a […]. Pay attention to […]. Once the commitment to change is activated, there is a strong push to kill […].

One of my favorite things about The Leadership Circle is that it fundamentally supports the idea that we recreate ourselves. The Reactive half of the circle offers us a frame for the things that have happened to us historically and a rooting in the way that has impacted us as humans over the course of […]. The other day I was texting with a friend.

He spent time with someone we both knew and I asked how it had been. On one level, I like what she says sometimes. Jon Love Leadership lives in the body. It might be completing a new professional program, getting a degree, landing a new job, or being chosen for a key […]. Heidi Hornlein On the IEC the word TEAL was everywhere — and always in connection with organisations, so mainly with the lower quadrants, especially the lower right. I think, it is very important to discuss these aspects and work on them, but more often than not I have the impression that the upper quadrants, […].

On occasions in business or non-for-profit activities we aim to achieve goals that are new and beyond ordinary. If you grow and evolve, you innovate, right? And if you innovate, you always look for new […]. Get awkward. Be creative. Rob McNamara Authenticity is often highly valued by our clients and ourselves as coaches. We like feeling authentic. We enjoy discovering our own integrity. Winsor Jenkins In the process of coaching a client, you are not expected to go into the process with answers for the client.

As coach, this means you are not there to perform. When I went through my coaching training at the Hudson […]. The prerequisite for this creation into adulthood? The death of their identity and habits as a child. Judith L. Glick-Smith, Ph. Have you ever worked in an environment where everyone is happy and productive, where everyone is actually having fun doing what they do. The organization is innovative, creative, and profitable. The workplace fosters a […]. The result? People are feeling even more stressed about not achieving, never mind maintaining, balance in their lives.

When the […]. And yet, as leadership coaches and human beings, we have also experienced, known, and […]. Framing adaptive leadership as a more adequate response to complex challenges, […]. Learn the Awareness and Control Method. Rajkumari Neogy For me, change is always about unwrapping your inner package. Events, also known as experiences, are catalysts to change.

If you choose to view life through that lens, your experiences can become your own […]. Russ Volckmann Assessments are used in many ways in individual development, whether through direct feedback from others, questionnaires, etc. Each individual, each assessment, is based on a set of values that shape criteria. When someone identifies a set of criteria or offers learning from experience, these can be a good place to start in gaining […]. Without fail for eight months […].

The Power of Disbelief. Darius Srebalius There has been an overwhelming amount of books and articles dedicated to the power of belief. Indeed, belief has a crucial power on personal and organizational development. But what about disbelief? There is a tendency to admit that disbelief is void, which is actually not, as it is of a negative form. Kirstin McGuire Meeting. Say the word and you are likely to see a lot of eyes rolling and faces cringing. Another unproductive hour of my life that I can never get back. How to Idiot-Proof Excellence.

Or, as an integral practitioner might say, it elevated the […]. Getting to the Next Level of Greatness…. Judith E. How to get to their next level of greatness… When I start a coaching […]. In , my basketball shooting buddy, Al Heystek, told me that he had […]. Leadership Coaching Tip. Be Open to Outcomes Eric Reynolds Most of my clients are individuals and small organizations that come to me because they are at a major transition in their lives.

They come to me with life goals they want to reach, a professional change they are trying to make, or because they are at a major […]. Eco Leadership: The Practice of Deep Understanding in Action Renee Snow For those of you unfamiliar with the term, Eco Leadership, refers to the marriage of ecology and economy within leadership science. As it is applied here, ecology means the interrelationship among beings in a community and economy is the management of resources within a […].

Any book you read, play you attend or film you watch, will likely fall into one of these archetypal narratives. So what are these plots that so easily define our human condition? Leadership Coaching Tip: Lenses and Questions. Erik Mazziotta As Integral coaches we have the tool of the AQAL model to support our clients in addressing the issues they present and help them expand their awareness. Inviting our clients to consciously look at their concerns and aspirations through the different lenses of the model provides them with leverage to distill what […]. Survival is not mandatory. It has always been thus.

Change is the only constant is a familiar phrase that finds its origins […]. Leadership Coaching Tip: Managing and Leading. The first has to do with the distinction between manager and leader. It is racing towards becoming a leader on the world stage. In doing that it is leapfrogging over many stages of growth that the west has been through. The IT and Telecom Industries vie with the best in the world, its infrastructure […]. I have. I poured it […]. Leaders either drive the organisation on, or out.

Monastic and military models of leadership that have dominated our thinking for decades are gradually being replaced by more effective and […]. Leadership Coaching Tips. Judith B. Kaplan, Ruby A. Rouse and Richard S. A national study of leadership, funded by the University […]. Two concepts that have been central to the conversation about management, at least since the work of Chester Barnard, are Responsibility and Accountability. As leaders, coaches, and change agents each of us have so much to give and offer.

It seems from the desire to give, the fear of not knowing, and the push for a result we can so easily loose ourselves in the process. All leaders find themselves in situations where they need to sit down with somebody for a difficult conversation to resolve a conflict, present a challenging position or negotiate an agreement.

Often we have conversations in our head, preparing a speech or an opening statement and then responding to uneasy feelings and a vague sense of […]. It makes sense to understand how to make the most of our powerful natural resource: the mind! One way this can be done is through using simple patterns of six questions with […]. One of the areas frequently cited as indicative of effective leaders is developing others. This is the idea of and individual in a leader role as coach.

And it underscores the importance of individuals who are leading to learn about effective coaching. Fundamental principles and skills are not all that difficult to learn. Integrating them […]. The short answer is second-tier leadership, defined as that which promotes the health of the entire spiral. I am impressed by the work of Don Beck and others in describing the dimensions of this, like searching for the underlying cultural […].

In other words, as a leader, it is your capacity to engage with others in such a way that they are willing to follow you that marks you as a leader. For all of us […]. The potential for positive impact that leaders have on our world is almost limitless. Building leaders that can take effective and grounded action in the service of a better world is a worthy cause in my reckoning.

Practice is essential for any endeavor in which we wish to succeed. I have found the following practices […]. Leadership Coaching Tip s. Want to Lead More Successfully? The sanity of the body is the sanity of the mind; the violation of the body is the violation of the mind. You are a business leader. You want to change the culture of your company. Engaging and motivating your people is a key factor. Where do you start? What do you need? Where to go first? The answer is, start with communication.

What do you need to get there? Ask your coach! First develop your own […]. Gandhi As a 21st Century Leader, you encounter defensive routines in organizational settings every minute of every day. The trick is not to try to eliminate them, rather to discover […]. The Eight Worldly Concerns Wanting to be praised …and not wanting to be criticized. Wanting happiness …and not wanting suffering. Wanting gain …and […]. As Baby Boomers born between transition from marketplace leadership roles, they clear the way for new mental models and cultural shifts borne of Gen Xers born between and Millennials born between and From an adult-developmental perspective, such suggestions should be specific to different levels of social-emotional and cognitive maturity, measured by semi-structured interview Laske, The notion is that generic coaching tips need to be customized to the […].

Theorists from Ed Schein to Fred Kofman have been talking about the importance of organizational culture for organizational success. Culture has am important role to play for leadership. It shapes the meaning of the actions of leaders, as well as provides them with the context of their own meaning making. Much of integral theory, so […]. Purpose and principle guide the actions of leaders, collaborators and followers. Reflection I recently read somewhere the source has momentarily escaped me — but the quote rangers are on the hunt already that top executives make sure to include time for reflection in their daily activities.

That reflection takes many forms: alone time to read, write, journal and the like; meditation; walking a golf course or […]. Evidence to the contrary is anecdotal, as far as I can discover. No one […]. Your client has a mental model of leading. This includes the very concept of leadership that she holds.

It involves what it is to be a leader, what leaders do, relationships with collaborators and followers, the relationship between leading and the strategic directions of the organization, the role of culture in determining leader effectiveness. It […]. Leadership Coaching Tip: How do you know what progress is made? Dumb question? Well, maybe!

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When working with a client who is looking for measurement of results it is important to start with an exploration of what is important to measure. Only then can you begin to explore approaches […]. If the executive you are working with has as a developmental objective to be able to recognize and engage effectively with others who may have different world views than her own, you can use a scenario approach. You can support them in recognizing other world views by learning about their own and then reframing perspective […].

When working developmentally with an executive and one goal is to develop capabilities for working with change, innovation, ambiguity and surprise, this will involve attention to leadership. Try scenarios. The executive can participate fully in designing the scenario. Clearly, our capacities for seeing and understanding different worldviewsand action logics, much less be able to strategize from those perspectives, is a function of our integral development. Cognitively, we can learn to recognize the signs and symbols and symptoms? A challenge in coaching executives is to first, […].

The coaching conversations related to the use and design of scenarios can offer a useful way to open discussions of values, beliefs, assumptions, mental models, aspirations, etc. One of the most useful contributions the coaching process can make is testing and determining what is truly important to […]. When coaching executives, look for openings to explore the relationship between interior-individual lines of development intellectual, emotional, etc. That is a double-loop learning strategy— and a useful one.

We can deepen the learning by moving to triple loop explorations. When working with an executive or other leader in generating alternatives and playing out outcomes from alternatives we are engaging in a scenario exploration process. As a coach it is important to be able to recognize elements of such an analysis that relates to different levels of development and to developmental dynamics.

If you use […]. Leadership Coaching Tip: Being in the Tsunami. The sources of business tsunamis are manifold. One example is an individual who is purchasing an entertainment company that includes a radio station. The financing for this effort must be available within a two-business-day window following an […].

It is obvious that when coaching leaders from an integral perspective it is important to surface relevant work that is related to the cognitive, emotional, values, relationships, health, moral and spiritual aspects of the individual. Leadership Coaching Tip: Leverage for Learning. When coaching leaders from an integral perspective our ability to discern where the client is at is critical. What we need to look for are beliefs, assumptions and mental models held by the leader. Second we need to look at the behaviors that are launched from this internal platform.

Next we need to examine the […]. Many leaders have considerable skill in breaking things down. That is in the problem solving tradition they cut their leadership baby teeth on. Does reassemble offer us a clue as to what is required to achieve the kind of integrating skills […]. Otherwise, they are trapped in their own experience and learned ways of engaging. One way to support this is to have them view the same phenomenon through the lenses of their various roles. What roles? Well they could be […]. Leadership Coaching Tip: Engaging the Culture. One approach is to explore meaning making in levels that parallel those of learning: performance enhancement, individual and system change, and transformation—a […].

One approach is to explore meaning making in levels that parallel those of learning: performance enhancement, individual and system change, […]. When coaching leaders in business and organizations the question of agenda assumes some primacy. Occasionally, we find organizations offering coaching as an intentional developmental tool. In any case, the agenda is not pure. There are multiple agendas at work: those […]. By considering assumptions underlying the beliefs and opinions of executive clients, mental models can be evoked.

There are several lines of inquiry […]. An implication of leadership system evolution being dependent on other sets of relationships is significant. When coaching executives who are struggling with leadership system change, direct their attention to the issues of self-management, attunement and engagement. These are where the leverage for changing the dynamics of leadership system evolution may be found.

And it is […]. When coaching executives who are encountering frustration with other leaders and collective activities like meetings, recognize that there are several levels related to those experiences. At the base is the way commitment engages with purpose through group membership, competence engages with resources in a leadership organization of contributors, innovation engages with inspiration through players on […].

In working with executives around attunement, there are a myriad of potential openings to explore. Ultimately, the executive must choose which to follow. As a coach, however, it is important to support the executive in exploring them. In the case of attunement, openings will include attention to issues of identity, such as values and beliefs […]. When coaching an executive about engaging in dialogue with others it is useful to distinguish dialogue from other types of conversation. Dialogue is about learning.

The focus of the learning is oneself. It brings to awareness what we already know and believe and often surfaces […]. Coaching is probably the most valuable support system for achieving these outcomes through an evolving process of self-management. But coaches need to beware. Because we see behaviors or hear words that have meaning for us about […]. Coaching a leader is very much about dealing with the questions and challenges of connectedness.

On the one hand, getting at motivation for relationships with others through exploring assumptions, beliefs, values, aspirations and guiding principles leads to more effective formulation of strategy through the development and testing of alternative scenarios. To do so means looking […]. What are the kinds of questions that can be raised with a business leader when coaching them that relate to their role as entrepreneur?

Be alert to their view of their role. Does it include this capacity for entrepreneurship? What are their critical stakeholder interfaces? How are conditions for stakeholders the same, changing? How do […]. Coaching for Enterprise Leadership Executive coaching can be helpful to leaders in developing strategy. They may want to get a handle on their relationships with stakeholders and how those relationships link to business objectives. It is also important to look at relationships with other leaders and the levels of alignment and engagement they have with […].

It is not enough to help the individual leader develop competencies. It is also important to help them understand their motivations and relationships with what is challenging them and their businesses. When they are clear that this is something valuable for them to attend to, you can help them open the door to creativity and […].

Recognize that leadership is both an individual and a collective phenomenon. Also recognize that defining what this will look like, particularly in the area of teamwork, is something that the CEO and other members of the executive team will need to define. The idea of teamwork has been around for so long and people have […]. Help the leader define their context in terms of strategy, business objectives and relationships with others in the leadership system.

Then, look at their roles as committed members of the leadership group and competent contributors to the leadership organization. Compare and contrast what is important individually and collectively for leadership. Identify the requirements for individual […]. When working with business leaders to enhance their competencies, use time, energy, information, influence and credibility as sources of key questions to make sure that leaders are anticipating what is required and how they will respond.

When looking at potential courses of action-scenarios-check out the implications of each for these critical leader competencies. Help the […]. When working with individual or groups of leaders explore the question of leadership resources with them. Help them identify the resources that are important to them. Test their assumptions and beliefs about leadership resources. Then have them identify how best to use those resources in relation to leadership purpose and the achievement of business objectives.

Ask them to tell stories about each and identify what important learning there was. Some sample questions might be: What were your intentions? What did you do? What was the result? What does […]. A good place to begin when looking at leadership issues in a business organization is the context. Begin that by identifying the forces of change. Is there growing complexity? What kind — technological, market, workforce, competition, other? Is the pace of change shifting: slowing down, speeding up? How is the leader seeing and experiencing change […]. Susanne Cook-Greuter, Ken Wilber, and Beena Sharma Introduction Co-authored by leaders in the field of integral and adult developmental theory, this review expresses a three-fold hope: We want to raise awareness regarding the importance of rigorous research among scholar-practitioners engaged in theory building and research in psychology.

We invite dialogue on these key issues among […]. Zimmerman meets Eugene Pustoshkin in St. I think this is a great opportunity […]. But before we start, […]. Eric Reynolds Dennis Wittrock, M. His purpose is to create spaces for the emergence of integral consciousness. Her research, scholarly activism and teaching focus on the human and organizational dimensions of creating healthy communities. He comes from a simple background, and witnessed a lot of violence in his youth—which commonly happened in the post-Soviet era and which often serves as a crucial existential background for a rapper such as him.

To me, he […]. This interview was translated from Russian by Eugene Pustoshkin. For the past several years I prefer to call myself an integral scholar-practitioner and attempt to combine fundamental cross-cultural and postdisciplinary research […]. She inspired the curiosity of our graduates and students as she spoke about her transdisciplinary approach to working with organizations in support of innovation for a more sustainable world. Eric Reynolds Aftab Omer, Ph. I want my executive committee-the […]. No grandpa at the helm possesses enough knowledge to make the organization run efficiently.

Increased complexity requires that people […]. Every leader will have and exercise his own management style, but every leader must believe that everyone working with him is part of his success, not just him. The moment a leader starts thinking that he succeeded and not everyone in his organization, then he stops being a […]. Pay attention to […]. Once the commitment to change is activated, there is a strong push to kill […]. One of my favorite things about The Leadership Circle is that it fundamentally supports the idea that we recreate ourselves.

The Reactive half of the circle offers us a frame for the things that have happened to us historically and a rooting in the way that has impacted us as humans over the course of […]. The other day I was texting with a friend. He spent time with someone we both knew and I asked how it had been. On one level, I like what she says sometimes. Jon Love Leadership lives in the body. It might be completing a new professional program, getting a degree, landing a new job, or being chosen for a key […].

Archive for the 'Spiritual Counselling' Category

Heidi Hornlein On the IEC the word TEAL was everywhere — and always in connection with organisations, so mainly with the lower quadrants, especially the lower right. I think, it is very important to discuss these aspects and work on them, but more often than not I have the impression that the upper quadrants, […]. On occasions in business or non-for-profit activities we aim to achieve goals that are new and beyond ordinary. If you grow and evolve, you innovate, right? And if you innovate, you always look for new […].

Get awkward. Be creative.

AUTHORS - All

Rob McNamara Authenticity is often highly valued by our clients and ourselves as coaches. We like feeling authentic. We enjoy discovering our own integrity. Winsor Jenkins In the process of coaching a client, you are not expected to go into the process with answers for the client. As coach, this means you are not there to perform. When I went through my coaching training at the Hudson […]. The prerequisite for this creation into adulthood? The death of their identity and habits as a child. Judith L.

Glick-Smith, Ph. Have you ever worked in an environment where everyone is happy and productive, where everyone is actually having fun doing what they do. The organization is innovative, creative, and profitable. The workplace fosters a […]. The result? People are feeling even more stressed about not achieving, never mind maintaining, balance in their lives. When the […]. And yet, as leadership coaches and human beings, we have also experienced, known, and […].

Framing adaptive leadership as a more adequate response to complex challenges, […]. Learn the Awareness and Control Method. Rajkumari Neogy For me, change is always about unwrapping your inner package. Events, also known as experiences, are catalysts to change. If you choose to view life through that lens, your experiences can become your own […]. Russ Volckmann Assessments are used in many ways in individual development, whether through direct feedback from others, questionnaires, etc.

Each individual, each assessment, is based on a set of values that shape criteria. When someone identifies a set of criteria or offers learning from experience, these can be a good place to start in gaining […]. Without fail for eight months […]. The Power of Disbelief. Darius Srebalius There has been an overwhelming amount of books and articles dedicated to the power of belief. Indeed, belief has a crucial power on personal and organizational development.

But what about disbelief? There is a tendency to admit that disbelief is void, which is actually not, as it is of a negative form. Kirstin McGuire Meeting. Say the word and you are likely to see a lot of eyes rolling and faces cringing. Another unproductive hour of my life that I can never get back. How to Idiot-Proof Excellence. Or, as an integral practitioner might say, it elevated the […]. Getting to the Next Level of Greatness…. Judith E. How to get to their next level of greatness… When I start a coaching […].

In , my basketball shooting buddy, Al Heystek, told me that he had […]. Leadership Coaching Tip. Be Open to Outcomes Eric Reynolds Most of my clients are individuals and small organizations that come to me because they are at a major transition in their lives. They come to me with life goals they want to reach, a professional change they are trying to make, or because they are at a major […]. Eco Leadership: The Practice of Deep Understanding in Action Renee Snow For those of you unfamiliar with the term, Eco Leadership, refers to the marriage of ecology and economy within leadership science.

As it is applied here, ecology means the interrelationship among beings in a community and economy is the management of resources within a […]. Any book you read, play you attend or film you watch, will likely fall into one of these archetypal narratives. So what are these plots that so easily define our human condition?

Leadership Coaching Tip: Lenses and Questions. Erik Mazziotta As Integral coaches we have the tool of the AQAL model to support our clients in addressing the issues they present and help them expand their awareness. Inviting our clients to consciously look at their concerns and aspirations through the different lenses of the model provides them with leverage to distill what […].

Survival is not mandatory. It has always been thus. Change is the only constant is a familiar phrase that finds its origins […]. Leadership Coaching Tip: Managing and Leading. The first has to do with the distinction between manager and leader. It is racing towards becoming a leader on the world stage.

In doing that it is leapfrogging over many stages of growth that the west has been through. The IT and Telecom Industries vie with the best in the world, its infrastructure […]. I have. I poured it […]. Leaders either drive the organisation on, or out. Monastic and military models of leadership that have dominated our thinking for decades are gradually being replaced by more effective and […]. Leadership Coaching Tips. Judith B. Kaplan, Ruby A. Rouse and Richard S. A national study of leadership, funded by the University […].

Two concepts that have been central to the conversation about management, at least since the work of Chester Barnard, are Responsibility and Accountability. As leaders, coaches, and change agents each of us have so much to give and offer. It seems from the desire to give, the fear of not knowing, and the push for a result we can so easily loose ourselves in the process. All leaders find themselves in situations where they need to sit down with somebody for a difficult conversation to resolve a conflict, present a challenging position or negotiate an agreement.

Often we have conversations in our head, preparing a speech or an opening statement and then responding to uneasy feelings and a vague sense of […]. It makes sense to understand how to make the most of our powerful natural resource: the mind! One way this can be done is through using simple patterns of six questions with […]. One of the areas frequently cited as indicative of effective leaders is developing others. This is the idea of and individual in a leader role as coach. And it underscores the importance of individuals who are leading to learn about effective coaching. Fundamental principles and skills are not all that difficult to learn.

Integrating them […]. The short answer is second-tier leadership, defined as that which promotes the health of the entire spiral. I am impressed by the work of Don Beck and others in describing the dimensions of this, like searching for the underlying cultural […]. In other words, as a leader, it is your capacity to engage with others in such a way that they are willing to follow you that marks you as a leader. For all of us […]. The potential for positive impact that leaders have on our world is almost limitless. Building leaders that can take effective and grounded action in the service of a better world is a worthy cause in my reckoning.

Practice is essential for any endeavor in which we wish to succeed. I have found the following practices […]. Leadership Coaching Tip s. Want to Lead More Successfully? The sanity of the body is the sanity of the mind; the violation of the body is the violation of the mind. You are a business leader. You want to change the culture of your company.

Engaging and motivating your people is a key factor. Where do you start? What do you need? Where to go first? The answer is, start with communication. What do you need to get there? Ask your coach! First develop your own […]. Gandhi As a 21st Century Leader, you encounter defensive routines in organizational settings every minute of every day. The trick is not to try to eliminate them, rather to discover […]. The Eight Worldly Concerns Wanting to be praised …and not wanting to be criticized. Wanting happiness …and not wanting suffering.

Wanting gain …and […]. As Baby Boomers born between transition from marketplace leadership roles, they clear the way for new mental models and cultural shifts borne of Gen Xers born between and Millennials born between and From an adult-developmental perspective, such suggestions should be specific to different levels of social-emotional and cognitive maturity, measured by semi-structured interview Laske, The notion is that generic coaching tips need to be customized to the […]. Theorists from Ed Schein to Fred Kofman have been talking about the importance of organizational culture for organizational success.

Culture has am important role to play for leadership. It shapes the meaning of the actions of leaders, as well as provides them with the context of their own meaning making. Much of integral theory, so […]. Purpose and principle guide the actions of leaders, collaborators and followers. Reflection I recently read somewhere the source has momentarily escaped me — but the quote rangers are on the hunt already that top executives make sure to include time for reflection in their daily activities.

That reflection takes many forms: alone time to read, write, journal and the like; meditation; walking a golf course or […]. Evidence to the contrary is anecdotal, as far as I can discover. No one […]. Your client has a mental model of leading. This includes the very concept of leadership that she holds.

It involves what it is to be a leader, what leaders do, relationships with collaborators and followers, the relationship between leading and the strategic directions of the organization, the role of culture in determining leader effectiveness. It […]. Leadership Coaching Tip: How do you know what progress is made? Dumb question? Well, maybe! When working with a client who is looking for measurement of results it is important to start with an exploration of what is important to measure.

Only then can you begin to explore approaches […]. If the executive you are working with has as a developmental objective to be able to recognize and engage effectively with others who may have different world views than her own, you can use a scenario approach. You can support them in recognizing other world views by learning about their own and then reframing perspective […]. When working developmentally with an executive and one goal is to develop capabilities for working with change, innovation, ambiguity and surprise, this will involve attention to leadership.

Try scenarios. The executive can participate fully in designing the scenario. Clearly, our capacities for seeing and understanding different worldviewsand action logics, much less be able to strategize from those perspectives, is a function of our integral development. Cognitively, we can learn to recognize the signs and symbols and symptoms?

A challenge in coaching executives is to first, […]. The coaching conversations related to the use and design of scenarios can offer a useful way to open discussions of values, beliefs, assumptions, mental models, aspirations, etc. One of the most useful contributions the coaching process can make is testing and determining what is truly important to […]. When coaching executives, look for openings to explore the relationship between interior-individual lines of development intellectual, emotional, etc. That is a double-loop learning strategy— and a useful one.

We can deepen the learning by moving to triple loop explorations. When working with an executive or other leader in generating alternatives and playing out outcomes from alternatives we are engaging in a scenario exploration process. As a coach it is important to be able to recognize elements of such an analysis that relates to different levels of development and to developmental dynamics. If you use […]. Leadership Coaching Tip: Being in the Tsunami. The sources of business tsunamis are manifold. One example is an individual who is purchasing an entertainment company that includes a radio station.

The financing for this effort must be available within a two-business-day window following an […]. It is obvious that when coaching leaders from an integral perspective it is important to surface relevant work that is related to the cognitive, emotional, values, relationships, health, moral and spiritual aspects of the individual.

Leadership Coaching Tip: Leverage for Learning. When coaching leaders from an integral perspective our ability to discern where the client is at is critical. What we need to look for are beliefs, assumptions and mental models held by the leader. Second we need to look at the behaviors that are launched from this internal platform.

Next we need to examine the […]. Many leaders have considerable skill in breaking things down. That is in the problem solving tradition they cut their leadership baby teeth on. Does reassemble offer us a clue as to what is required to achieve the kind of integrating skills […]. Otherwise, they are trapped in their own experience and learned ways of engaging. One way to support this is to have them view the same phenomenon through the lenses of their various roles.

What roles? Well they could be […]. Leadership Coaching Tip: Engaging the Culture. One approach is to explore meaning making in levels that parallel those of learning: performance enhancement, individual and system change, and transformation—a […]. One approach is to explore meaning making in levels that parallel those of learning: performance enhancement, individual and system change, […].

When coaching leaders in business and organizations the question of agenda assumes some primacy. Occasionally, we find organizations offering coaching as an intentional developmental tool. In any case, the agenda is not pure. There are multiple agendas at work: those […]. By considering assumptions underlying the beliefs and opinions of executive clients, mental models can be evoked. There are several lines of inquiry […]. An implication of leadership system evolution being dependent on other sets of relationships is significant.

When coaching executives who are struggling with leadership system change, direct their attention to the issues of self-management, attunement and engagement. These are where the leverage for changing the dynamics of leadership system evolution may be found. And it is […]. When coaching executives who are encountering frustration with other leaders and collective activities like meetings, recognize that there are several levels related to those experiences.

At the base is the way commitment engages with purpose through group membership, competence engages with resources in a leadership organization of contributors, innovation engages with inspiration through players on […]. In working with executives around attunement, there are a myriad of potential openings to explore. Ultimately, the executive must choose which to follow. As a coach, however, it is important to support the executive in exploring them. In the case of attunement, openings will include attention to issues of identity, such as values and beliefs […].

When coaching an executive about engaging in dialogue with others it is useful to distinguish dialogue from other types of conversation. Dialogue is about learning. The focus of the learning is oneself. It brings to awareness what we already know and believe and often surfaces […].

Coaching is probably the most valuable support system for achieving these outcomes through an evolving process of self-management. But coaches need to beware. Because we see behaviors or hear words that have meaning for us about […]. Coaching a leader is very much about dealing with the questions and challenges of connectedness. On the one hand, getting at motivation for relationships with others through exploring assumptions, beliefs, values, aspirations and guiding principles leads to more effective formulation of strategy through the development and testing of alternative scenarios.

To do so means looking […]. What are the kinds of questions that can be raised with a business leader when coaching them that relate to their role as entrepreneur? Be alert to their view of their role. Does it include this capacity for entrepreneurship? What are their critical stakeholder interfaces? How are conditions for stakeholders the same, changing? How do […]. Coaching for Enterprise Leadership Executive coaching can be helpful to leaders in developing strategy. They may want to get a handle on their relationships with stakeholders and how those relationships link to business objectives.

It is also important to look at relationships with other leaders and the levels of alignment and engagement they have with […]. It is not enough to help the individual leader develop competencies. It is also important to help them understand their motivations and relationships with what is challenging them and their businesses. When they are clear that this is something valuable for them to attend to, you can help them open the door to creativity and […]. Recognize that leadership is both an individual and a collective phenomenon. Also recognize that defining what this will look like, particularly in the area of teamwork, is something that the CEO and other members of the executive team will need to define.

The idea of teamwork has been around for so long and people have […]. Help the leader define their context in terms of strategy, business objectives and relationships with others in the leadership system. Then, look at their roles as committed members of the leadership group and competent contributors to the leadership organization.

Compare and contrast what is important individually and collectively for leadership. Identify the requirements for individual […]. When working with business leaders to enhance their competencies, use time, energy, information, influence and credibility as sources of key questions to make sure that leaders are anticipating what is required and how they will respond. When looking at potential courses of action-scenarios-check out the implications of each for these critical leader competencies.

Help the […]. When working with individual or groups of leaders explore the question of leadership resources with them. Help them identify the resources that are important to them. Test their assumptions and beliefs about leadership resources. Then have them identify how best to use those resources in relation to leadership purpose and the achievement of business objectives. Ask them to tell stories about each and identify what important learning there was. Some sample questions might be: What were your intentions?

What did you do? What was the result? What does […]. A good place to begin when looking at leadership issues in a business organization is the context. Begin that by identifying the forces of change. Is there growing complexity? What kind — technological, market, workforce, competition, other?

Is the pace of change shifting: slowing down, speeding up? How is the leader seeing and experiencing change […]. Susanne Cook-Greuter, Ken Wilber, and Beena Sharma Introduction Co-authored by leaders in the field of integral and adult developmental theory, this review expresses a three-fold hope: We want to raise awareness regarding the importance of rigorous research among scholar-practitioners engaged in theory building and research in psychology. We invite dialogue on these key issues among […].

Zimmerman meets Eugene Pustoshkin in St. I think this is a great opportunity […]. But before we start, […]. Eric Reynolds Dennis Wittrock, M. His purpose is to create spaces for the emergence of integral consciousness. Her research, scholarly activism and teaching focus on the human and organizational dimensions of creating healthy communities. He comes from a simple background, and witnessed a lot of violence in his youth—which commonly happened in the post-Soviet era and which often serves as a crucial existential background for a rapper such as him.

To me, he […]. This interview was translated from Russian by Eugene Pustoshkin. For the past several years I prefer to call myself an integral scholar-practitioner and attempt to combine fundamental cross-cultural and postdisciplinary research […]. She inspired the curiosity of our graduates and students as she spoke about her transdisciplinary approach to working with organizations in support of innovation for a more sustainable world. Eric Reynolds Aftab Omer, Ph.

T, Harvard and Brandeis. His publications have addressed the topics of transformative learning, cultural leadership, generative entrepreneurship and the power of imagination.

His work includes […]. Edward J. Kelly Edward: Charles could we start by talking about your latest book The Second Curve and how you came up with the concept? Charles: It has been around in my mind for quite a long time and I wrote about it originally 20 years ago. I was always intrigued by the first curve, […]. Thank you for joining me today.

Sean: Yeah. Thanks, Eric. When I first heard about your work, you were at Simon Fraser University. Tell us a little bit about your background […]. Then, you were doing some work in Houston, Texas. You were also working in Omaha, Nebraska. Good to be here. He participated in writing and publishing other […]. She studies language and cognition, specifically focusing on interactions between language, cognition, and perception. She received her B. Her research combines insights and methods from […]. The first was in relation to his book, Quantum Organizations, which at that time, ten years ago or so, represented probably one of the most out there books […].

The work that you and your colleagues have done around the world, has been noted to some degree at least. Russ Volckmann In the late s and into the s it seemed that more and more people were being drawn to some study of physics, quantum mechanics, chaos and complexity theories. We were reading The Tao of Physics. I was delighted to discover that she has quite an extraordinary integral background. But when I learned about the work that Lisa and others are doing in Oakland, California, it […].

Elza S. Maalouf: Spiral Dynamics and the Middle East. Russ: Elza Maalouf, it is a great honor and privilege and pleasure to have you return to the pages of the Integral Leadership Review. Russ Volckmann Russ: I would like to welcome Diane Krauthamer, who has been involved in the labor movement for many years. We talk a lot about management and leadership and international development in organizations, NGOs, businesses and the like.

But I think areas that we have severely neglected is the whole area of labor unions […]. He is now based in San Francisco. Is that right Terry? Terry: Yes. Russ: For people who may not know […]. Mark McCaslin Vicki Noble is a radical feminist healer, author, independent scholar and wisdom teacher. I am pleased to have interviewed Prof. Ervin Laszlo who is a systems philosopher, integral theorist, and classical pianist.

Twice nominated for the Nobel Peace Prize, he has authored more than 70 books that have been translated into nineteen languages, and has published in excess of four hundred articles and research papers, including six volumes […]. Integral Consulting with Michael McElhenie. Russ Volckmann Russ: Welcome Michael.

I first learned about your work with the formation of ILiA — the Integral Leadership in Action group — many years ago. And you were one of the very first contributors of articles to Integral Leadership Review in […]. Conscious Leadership. I have had the chance to talk to Jeff a little bit before, but I have a lot to learn from him.

I hope, Jeff, you will permit me […]. What part of New Jersey are you from? My family is still in that neck of the woods. He possesses over two decades of experience as a medical doctor, business executive, physician leader and medical researcher. He is driven by a strong commitment to the transformation of healthcare into a patient oriented, physician directed, and accountable system […]. Leadership and Sustainability with Barrett C. Russ Volckmann Russ: Barrett, your name is probably very familiar to a lot of people in the core integral group.

Integral Leadership Review has many subscribers who are outside those boundaries. One is her scholarship in the field of leadership that has connected beyond the notion of the heroic leader into the that of the relationship between leader and follower. More recently her work extends beyond that—and we will […]. Sustainability and Conscious Leadership. Russ Volckmann Russ: It has been all about seven months since we last talked.

In the August issue of we had a conversation in which you were showing me how you were bringing Spiral Dynamics analysis in working both with business and in looking at the spread of the cartels in Mexico. He has had a career that has been dedicated to peace and human rights. He was the CEO […]. He has written and edited over twenty books on philosophy and other subjects; among his […]. Ken Wilber, American philosopher, has been a prolific writer and contributor of Integral Theory in relation to self development and application across all domains of human activity.

Raquel Torrent, founder and former President of the Spanish Integral Association and founder of the Spanish Integral Conferences continuing from , visited Ken Wilber at his home […]. Fresh Perspective: Spiral Interventions with Dr. Don Beck. Don Beck s best known as the coauthor of the book, Spiral Dynamics. He has traveled the world with his compelling messages about the application of spiral dynamics to reframing how we define issues and understand the people involved in them. Russ Volckmann Russ: Roberto, we have been in communication for several years and much of it has been in relation to the work you have done with Don Beck in Mexico.

For example, one of the things that you have written about is the work that you have done with the Department of Education and […]. Her husband, Michael Simpson, is the Executive Director […]. Where did you do your PhD work? The following interview is one of many initially conducted as part of the research for a writing project. We hope to share more of these interviews, because the work of these entrepreneurs and executives demonstrates the viability of a well conceived leader development program—in this case the Stagen Integral Leadership Program based in Dallas, Texas.

There is a special issue that is going to be published on India. We have chosen to pick one corporate leader for an interview. We think you are the right person to be interviewed. We have formulated these questions with the editor […]. Fresh Perspectives.

In part this is due to the respect with which I hold him […]. Fresh Perspective. Appreciating Integral: An Interview with Dana Carman Russ Volckmann Since Dana Carman has coached and consulted to visionary leaders and organizations spanning five continents across multiple sectors of society. His clients have demonstrated a commitment to transform themselves and their organizations, as well as the industries and regions in which their organizations are embedded. Annie McKee earned a Ph. She serves as Adjunct Professor at the Graduate School […]. Rand Stagen and Brett Thomas are significant innovators in the application of integral perspectives and approaches to organizations and leadership.

I have wanted to interview them for some time, particularly since interviewing two of their clients. Here is an update on their innovative activities. Jim Garrison. My intentions were good and I collaborated with my technology to make it impossible to share with you as remarkable interview with Jim Garrison. Can you imagine my pain? Can you imagine the stress management exercises I am drawing on today? Well, all is not lost. Jim graciously acceded to doing another interview and that […].

Oliver M. I appreciate the invitation. What are you doing there? Not for profit organizations, as well as top end businesses here in Perth, and also government organizations. Where are you this week? Your interest at that time seemed to be very much oriented to the subject […]. The work of Rick and Lillas Hatala is a source of fascination for all who are interested in more integral, developmental and transdisciplinary approaches to leadership.

Their focus is on the development of the individual leader, yet their work in applying their approaches addresses whole organizations and industries. Theirs is a dual approach to company […]. Russ: Steve, it is a wonderful opportunity to have the chance to talk with you. Your role evolved from consultant […]. I know of you primarily as the Director of the James MacGregor Burns Academy of Leadership at the University of Maryland and have discovered that you have a very rich background in a wide variety of areas that I think are highly relevant to the study […].

That is why you are seeing an increase in the number of articles and interviews by and with people who are actively engaged in bringing Integral Leadership to the worlds of […]. He is in wide demand as an inspirational speaker with a […]. It was a comment about you that at least captures the scope of some of the things that we may […].

When I discovered Harry Lasker and a hint of the scope of his work and contributions, I asked him if we could do an interview. I would like to congratulate you because in October you will have the first integrally informed leadership book to be published by a major publisher in the world. Is that your understanding, too? The Global Values […]. Joseph Rost is a professor emeritus of leadership studies in the School of […].

I had never heard of Diane Hamilton and all of a sudden she shows up at the Integral Organizational Leadership Workshop in Colorado and does this extraordinary job of leading 50 plus people through Big Mind. From what […]. Bob Anderson has been a leader in the development of integral approaches to developing leaders. Would you care to comment on that? It is also based on the fiction that in […]. I was reminded of the holon and the notion of lines of development and wondered what were […].

The behaviors, thinking patterns and emotions of people are targeted for acting […]. This interview with Sara Ross took place about a year ago. This is her abstract of a paper she offered to the Integral Leadership and organization development listserve. Now in Colorado, his consulting and coaching practice has led to the creation of a new business and a close relationship with Ken Wilber. Susanne has a doctorate from Harvard University and is an internationally known authority on Mature Adult Development.

She has co-authored two books with Mel Miller […]. Charles Hampden-Turner has written seventeen books. In recent years he has worked closely with Fons Tompenaars and they have co-authored several books on business culture. We pick up the conversation with my asking about his first book. Leo Burke was at Motorola for 12 years, the last six of which were in Motorola University.

There he has […]. Mike Jay is one of the most interesting people I have ever met. He is a bit of a diamond in the rough as a former collegiate football quarterback, US Marine Corporal and recovering consultant and aspiring developmentalist. Prolific in his intake of information and ideas, as well as his integration of these in constructive […]. William R. Torbert, PhD, author and teacher, consultant and artist in his own right, works with Susann Cook-Greuter and others in the application of integral and transformational concepts in leadership and organizations.

After teaching at Yale, […]. Ralph Kilmann, www. His consulting practice has included […]. He is trained as a physicist who joined Apple in international marketing and then found his passion in Apple University. The conversation ranged over a number of subjects. Initially, the subjects were around ideas related to development, generally.

Here we share some comments about leadership and the use of Spiral Dynamics in development. A Fresh Perspective: Stages of Development. A few days ago, I asked her the following question. Here it is with her response. A Fresh Perspective: Tim Sanders. Back in the mid-eighties, if memory serves, Roger Harrison published an article on love in business.

A Fresh Perspective. I attended expressly to hear Agnes Mura, a highly successful executive coach from Los Angeles, do a presentation on paradox in executive coaching. This report is from my perspective and I hope that Agnes and […]. Introduction: You can read about Riane Eisler in the interview by clicking here. However, before you do so you may find the following material to be interesting and in harmony with much of what Riane talked about in our conversation. Thus, integral approaches have a very high potential in leader development. To begin with, I feel a deep sense of responsibility in entering this dialogue with you.

In the previous episode we focussed on comparing the Obama and McCain candidacies for the American presidency as a way oif exploring the mediation lens. Mark suggested that a mediation lens would be helpful and offered a way of seeing the relationship between the vision and action domains.

Russ shared an exploration of the differences […]. Mark closed the last installment of this dialogue with something of an extraordinary burst of light in the integral heavens—Table 9. This extraordinary presentation summarizes twenty-four theoretical lenses and our understanding of leaders. Please be sure to review Table 9. These categories are grouped according to their conceptual shape. The idea is that our explanations are deeply metaphorical and those metaphors can be categorized according to basic visual patterns.

This is a kind of vision-logic at its most fundamental level of application. So far in our discussion we have identified several lenses that can be used in examining […]. My discovery is that the track we are on is leading to the necessity for an Integral […]. In the last episode of this dialogue, our conversation turned to process and mediating factors in development.

In the last episode our conversation we reached a tentative acceptance of a more relational model of leadership within the multilevel contexts of individual, group and organizational life. Edwards has discussed […]. Our goal is to clarify how integral theory and mapping […]. Our goal is to clarify how integral […]. The focus will be on concepts and relationships among concepts and the like.

However, this discussion takes place with the hope of making two contributions. The first is to the development and evolution of […]. Message from Dr. The following is an amalgam of two email messages from Dr. Thanks, Russ. This is one talented, bright, and courageous woman. It is one thing to […]. To start our play we ask the audience to give us an example of something that scares the living daylights out of them.

We apply the perspective and frameworks of ThriveAbility […]. Here, productive forces, harnessed for the sake of production itself, […]. Alfonso Montuori Back in the late 80s and 90s I ranted and raved in print and off about the fact that our understanding of creativity in the US was focused exclusively on individuals—inevitably the lone male genius—and there was no recognition of creative interactions, of musical groups, theater productions, movie making, and the performing arts […]. Reflections on generative and not-so-generative communication in academia. Alfonso Montuori When I first came to the US to go to graduate school, I spent hours and hours in heated, coffee fueled discussions in the patio of the university cafeteria with just about anybody I could find and often continue late into […].

Over 5 million guns are manufactured each year in the US alone. I was delighted to see the spirit of openness, inquiry, curiosity, as well as the warmth and collegiality of the event. I confess that I am generally not much of a conference goer. As we […]. History is not an outdated Operating System. Or, why those who ignore history are doomed to reinvent the wheel and make me cranky.

Alfonso Montuori A colleague and I were recently discussing texts for an upcoming course. Culture shapes values. Values determine the future. Peters in Berman Design thinking methods and approaches are gaining credibility in mainstream corporate, nonprofit and educational contexts. But what exactly is design thinking and how can it serve integrally informed change work? As with any left quadrant form of expertise, […]. To change something, build a new model that makes the existing model obsolete.

What if we could imagine ways […]. Transdisciplinary Reflections. The heroic leadership model has been strongly challenged, not least because […]. Integral North: Teaching to Potential. Creativity, Empowerment, Inspiration and other Acts of Human Courage Mark McCaslin …the isolation that prevails everywhere… has not fully developed, not reached its limit yet. For every one strives to keep his individuality as apart as possible, wishes to secure the greatest possible fullness of life for himself; but meantime all his efforts result not […].

Don E. Beck Regardless of your own political views, memetic codes, or location on the intensity spectrum from flame thrower to pragmatic you must be both concerned and confused as to the current issues in Washington DC. Integral Design Leadership. Mysteries, doubts, without any irritable reaching […]. Obama, Clinton, Pelosi, and the Creative R evolution. Alfonso Montuori When the Going Gets Weird… When historians look back on the beginning of the 21st century, and around , I believe they will view it as a time of great historical significance. Mark L. McCaslin Being involved, as I am, with the Integral Leadership Review, I am often questioned about its purposes and intentions as well as its meaning.

Authors | Resourcing The Church

These questions set me to considering not only the scope of Integral Leadership but also its place and purpose within the wide domain of leadership studies. I believe […]. Transdisciplinary Reflections: The Sound of Surprise. Lisa Norton Act as energy collector and catalyst of proposals, projects and people… in order to give Italy, Europe and the entire world new development perspectives and fresh growth energy. Renaissance Link When the context is Italy and the theme is design leadership, singling out any one individual is no easy task.

Despite the glittering […]. Lincoln and Polarization Don E. Beck No more shall the war-cry sever; Or the winding river turn red; We shall bury our anger; As we cover the graves of our dead. Love and tears for the Blue; Tears and love for the Gray. Transdisciplinary Reflections: Transdisciplinarity as Play and Transformation. Alfonso Montuori Americans have historically been a very practical people. Delving too much into the realm of theory and ideas, let alone epistemology, has often been viewed askance; a somewhat effete egghead distraction from the business of getting things made and done.

Venerable Master Sheng-yen Our pervasive designed worlds have powerful impacts on our consciousness, attitudes and lifestyles, and vice versa. Living and working in Asia over the last decade, has given me an experiential grasp of cultural dispositions that disclose the built world […]. Integral North: Dispelling the Leader Myth.

McCaslin The responsibility falls to George Washington. It effectively cemented the image of the leader at the helm, in command and, because we know the outcome, as perennially […]. Integral North: The Alchemy of Potential. Mark McCaslin Nature strives towards perfection. I had purposed myself to delve into the notion of Integral Leadership as a philosophy over a defined field.

A recent conversation with Russ Volckmann was the catalyst for that idea. Then I learned that one […]. Integral Design Leadership: Personal Introduction. As I begin this column I am hoping that my contributions to […]. Transdisciplinarity is already branching out in many different forms and on many different levels, from the highly theoretical to the more applied. Meshworks Solutions: Doing what Needs to be Done! Don Beck Our Regrets. We were unable to secure this column for this issue.

Please see the October issue that is forthcoming.