The PRWIRE Press Releases https:// 2014-06-09T01:38:58Z Studies Indicate that Empowered Employees are More Productive 2014-06-09T01:38:58Z studies-indicate-that-empowered-employees-are-more-productive Perth, WA, 9 June 2014 - Yet another in a growing number of studies indicates that those who feel empowered in the workplace perform better than those who don’t. Psychological Science, which serves as the journal for the Association for Psychological Science, recently published a study from Tel Aviv University, conducted by Yona Kifer. The study concludes that employees who feel they have power or are in positions of power are 26% more satisfied with their jobs than those who feel powerless. In addition, people in positions of power feel like they are being “more true to themselves” than those who aren’t. On the heels of previous studies that have established a direct relationship between empowerment and metrics such as job satisfaction, performance and productivity, the results are more confirmation that empowerment improves performance.When Empowerment isn’t Really EmpowermentA US study at the University of Illinois revealed some surprising results, though: typical “empowerment programs” that are management-driven, too rigidly-structured and tied to “continuous improvement” don’t improve performance. The most common feedback concerning this kind of programs is that employees don’t actually feel empowered by them but feel like they are more work being piled on their already-full platters.The study did find, however, that employees who are given the right to make decisions and implement measures relevant to their positions were consistently able to create ways of improving performance within the parameters of their respective workplaces. The reasoning behind the finding was that mutual empowerment and trust greatly improve the working relationship between management and their subordinates. Employees who feel empowered are more likely to contribute to the overall benefit and improvement of the company due to their “taking ownership” of their positions and responsibilities.The Powerless Crave ChoicesAnother study, this one conducted at London University by M Ena Inesi, concluded that those with less power want more choices and vice-versa. Ms Inesi suggested that employees who don’t have much power, such as entry-level employees, could be made to feel better about their jobs if they are given more choices concerning what duties they would perform. Empowering Your WorkplaceDr Ron Cacioppe, Managing Director of Integral Development and creator of the best practice Integral Leadership Program, sees the latest studies as confirmation of what he has seen and experienced in years of providing leadership development training and executive coaching programs. According to Dr Cacioppe: “Empowering every employee and allowing them to fulfil their greatest potential should be the goal of every organisation. The business world is too competitive to waste resources; every employee from entry-level to CEO is a valuable resource. Our coaching and leadership programs focus on developing leaders personally and professionally using applied Integral Theory to help them perform to their highest possible capacity.”Dr Cacioppe continued, “We have worked with a lot of successful companies and have helped transition struggling organisations into successful ones. In a successful organisation, everyone is provided the opportunity to succeed on their own merit. A big part of this is delegating responsibility and then holding them responsible for their results.”Dr Cacioppe concluded, “Our goal is to create an Integral workplace where everyone is fully engaged and able to perform to their greatest potential.”Integral Development offers leadership development programs and executive coaching from their campus in Perth. Their Integral Leadership Program and other offerings are based on Ken Wilber’s Integral Theory. For more information, call 1300 176 789 or visit their website: http://www.integral.org.au/. Integral Development Reveals the Common Traits of Geniuses 2014-05-08T03:32:16Z integral-development-reveals-the-common-traits-of-geniuses Perth, WA, 8 May 2014 - A recent book about the daily habits of geniuses, called “Daily Rituals: How Artists Work,” written by Mason Currey, provided great insight into some traits and patterns that are common to many who are determined to have attained “genius” status. The book contained anecdotal information about writers, painters, composes, scientists, philosophers and those in other creative fields. Geniuses from disparate creative fields were found to have a lot in common with each other in the form of habits that are often recommended in today’s workplace to improve performance. Minimal Workplace DistractionsThough artists and writers didn’t have the typical modern workplace, they all had work areas in their homes or studios. Most of them had a pattern of keeping distractions away during their working hours. William Faulkner may have been the most extreme, choosing to remove the doorknob from his study while he wrote. Daily WalksThe benefits of physical exercise are well known during the current age, but most high achievers in the arts believed in taking daily walks long before the concept of physical fitness became popular. Charles Dickens may have been the most obsessive, walking for three hours every day. Tchaikovsky was close behind with a daily two-hour walk. Accountability and Production GoalsLending credence to Thomas Edison’s assertion that “genius is one percent inspiration and 99 percent perspiration,” most ultra-high achievers in the arts worked at a regular time each day and held themselves responsible for either time or production goals. Separating Work from BusyworkDuring an era when communication was not instantaneous as it is today, most artists corresponded regularly with friends, relatives and other artists by writing letters. They were all adroit at allocating separate times for work and correspondence. Most would do all of their work first and then correspond, while a few would use correspondence as a “break” of sorts when they were fatigued from working. Stopping Before Running Out of IdeasA surprising number of writers would not write until they ran out of ideas, but purposely stop while they still felt like writing. Arthur Miller saw it as not “draining the reservoir.”  Relative IsolationMost of those who we now know as “geniuses” were too busy and committed to their work to spend a lot of time socialising. Some, such as Marcel Proust, went to great extremes to isolate themselves from social obligations.How These Habits Fit in Today’s Corporate WorldAccording to Dr Ron Cacioppe, Managing Director at Integral Development, many of those who were seen as “geniuses” displayed many habits that are taught today to help improve performance: “Some of these common traits fit in well with contemporary business performance and human potential teachings. We see effective time management and superior motivation as the two main commonalities of high achievers.”Dr Cacioppe continued, “The commonalities certainly open discussion of whether genius is born or developed. In our Integral Leadership Program, we develop and encourage many of the same behaviours that these geniuses had in common. The program combines Ken Wilber’s Integral Theory with contemporary business and leadership concepts.”Dr Cacioppe concluded, “We don’t know if we can develop genius, but we certainly develop a lot of effective leaders.”Integral Development offers leadership development programs on their Perth campus. Their Integral Leadership Program is known as an elite product that has helped many organisations increase performance and improve corporate culture. For more information, call 1300 176 789 or visit their website: http://www.integral.org.au/. Integral Development: “Anyone Who Really Wants to be a Great Leader Can be Developed into One.” 2014-04-16T02:01:03Z integral-development-anyone-who-really-wants-to-be-a-great-leader-can-be-developed-into-one Perth, WA, 16 April 2014 - The adage is old and shopworn: “Leaders are born, not made.” But a company in Perth is threatening to turn it into a quaint artifact of a bygone era. Integral Development has been turning heads and changing minds with their Integral Leadership Program. Integral Development develops leaders using a combination of Integral Theory as developed by Ken Wilber and modern theories of business and management. The end result is that Integral Development has been hired by numerous organisations, both public and private, to develop leadership from within. Integral TheoryWhat exactly is Integral Theory? Integral Theory is a “theory of everything” that draws from the best of human thought in the fields of science, philosophy, psychology and leadership over the last 6,000 years. Application of Integral Theory to life, known as the “Integral Approach,” doesn’t require anyone to adhere or subscribe to any new mode of thought; it simply removes thought patterns that may block one’s access  to the potential that is already inside of them, allowing that potential to be fully utilised and expressed.Integral Theory employs four quadrants representing the four dimensions into which reality can be classified: I, We, It and Its. According to Integral Theory, any point of view that doesn’t take all four dimensions of reality into consideration are incomplete and produce a fragmented and therefore flawed perception.The Integral Leadership ProgramThe Integral Leadership Program combines the teachings of Integral Theory with modern advances in management and business theory, resulting in a comprehensive program which helps uncover the “authentic self of the leader.”  When a leader learns to perceive reality from all four dimensions, it increases their ability to inspire and motivate individuals to subjugate their personal agendas for the advancement of the team or organisation.The Integral Approach is a holistic approach which has been taught with great success to organisations in Australia and internationally.According to the program’s creator, Dr Ron Cacioppe, who is Managing Director at Integral Development, the Integral Leadership Program provides a comprehensive and effective approach to developing leadership within the organisation: “We have had the privilege of teaching this program to numerous individuals and organisations. One of the most rewarding aspects is the amount of growth we see, not only over the eight days of the course, but in follow up discussions with those who have had a chance to apply what they have learned in the workplace.”Dr Cacioppe continued, “Integral Theory allows individuals to step outside of themselves and the standard, narrow worldview to see the world from the other possible ways of perceiving it. This provides a sense of awareness that changes a person forever and for the better. Another aspect of our program is that we help develop individuals relative to each of the four quadrants. This results in unprecedented growth, increasing a person’s ability to lead effectively.”Dr Cacioppe concluded, “Those who complete the Integral Leadership Program are able to create an environment where confrontation is replaced by collaboration and the main drivers for success are teamwork and creativity. But our proudest achievement is that we help executives create success within a framework of integrity.”Integral Development is an organisation that offers leadership development programs and management courses from their Perth campus. For more information about their elite Integral Leadership Program, call 1300 176 789 or visit their website: http://www.integral.org.au/. Why the “Seven Habits of Highly Effective People” are Still Relevant 25 Years Later 2014-04-02T04:39:48Z why-the-seven-habits-of-highly-effective-people-are-still-relevant-25-years-later Perth, WA, 2 April 2014 - Dr Stephen R Covey’s “The 7 Habits of Highly Effective People” was recently re-released in a “25th Anniversary Edition.” Dr Ron Cacioppe, Managing Director of Integral Development, feels that the seven habits recommended in the book are still relevant today, 25 years after publication of the book. Dr Cacioppe created and teaches the Integral Leadership Program, an elite leadership development program offered by Integral Development on their Perth campus. In a recent blog post, he cited similarities between the seven habits and the Integral approach based on Ken Wilber’s Integral Theory. The 7 HabitsThe 7 habits catalogued by Dr Covey are familiar to many in the human potential and business management fields. They involve taking personal responsibility for one’s actions and results while conducting one’s affairs in a way that makes one a positive force in both the workplace and the community. The steps are: be proactive (action), begin with the end in mind (goal-setting), put first things first (setting priorities), think win/win (ethical practices), seek first to understand, then be understood (empathy), synergise (teamwork) and sharpen the saw (lifelong learning). The book has sold over 25 million copies and many successful people in all walks of life credit the seven steps for at least part of their success.Integral TheoryIntegral Development bases their course offerings on Ken Wilber’s Integral Theory. Integral Theory amalgamates what Wilber feels is the best of human thought over a 6,000 year period into an all-encompassing “theory of everything.” Fields such as philosophy, psychology, spirituality, science and linguistics all have their place in Integral Theory. Integral Theory fosters understanding of life from four different points of view which he calls “quadrants”: I, we/you, it and its. Linguistically, every major culture has pronouns for all four of those paradigms. Proponents of Integral Theory feel that since those paradigms are present in all cultures, complete understanding of any situation can only be gained by taking all four quadrants into consideration.How the Seven Habits Fit into Integral Development’s OfferingsDr Cacioppe created and personally teaches the Integral Leadership Program. He has personally taught and coached many executives who have adopted the seven habits as a way of living and doing business. This puts him in a unique position to compare Integral Theory to the seven habits. According to Dr Cacioppe, “Every one of the seven habits has an equivalent in our Integral Leadership Program. We like working with people who have adopted the seven habits because they are much more familiar with and resonant to the concepts to which we expose them in the program.”Dr Cacioppe continued, “On their own, the seven habits are a great start, especially for someone whose organisation doesn’t provide opportunities for further training or learning. As our training does, the seven habits can move a participant from a paradigm of dependence through one of independence and finally one of interdependence, where cooperation replaces competition and collaboration replaces confrontation.”Dr Cacioppe concluded, “The seven habits are very effective, but they are even more effective when combined with the Integral Leadership Program.”Dr Ron Cacioppe is the Managing Director for Integral Development. He is responsible for many of their leadership development programs and management courses, including the world-renowned Integral Leadership Program. For more information, call their Perth office on 1300 176 789 or visit their website: http://www.integral.org.au/. Integral Development Helps Bring Creativity Back into Corporate Culture 2014-03-12T09:06:07Z integral-development-helps-bring-creativity-back-into-corporate-culture Perth, WA, 12 March 2014 - Recently on their blog, Integral Development not only offered tips for restoring creativity into stale corporate cultures, but also explained how their proprietary Integral Leadership Program can accelerate the process. Creativity is becoming an important commodity in contemporary business as margins become thinner and more organisations strive for dominance in their sectors. Integral Development offers the following advice for organisations looking to boost creativity.Unlimited VacationsThis idea hasn’t “gone mainstream” yet, but is picking up steam in more progressive organisations. Ideally, vacations should help foster creativity by allowing someone time to “just be” without the pressures of work. Then, the employee or executive would return, mentally and physically refreshed, knowing that the next time they begin to “run out of petrol,” they would have the option of taking another vacation. Unfortunately, current vacations are so structured and policed that most people, on their first day back at work, smile and say, “I need a vacation from my vacation.”  Allowing people to choose when and how long they take vacations allows them to retain a higher standard of vitality, making the creative process easier.Working from AnywhereThanks to technological advances such as the Internet, it is now possible for employees to do their jobs from home or from wherever they want to. It saves the employee the time and costs connected with commuting and allows them to do their job free of distraction. It can also allow an organisation to run a far less-cluttered operation and use a lot less office space to do so.Meetings: Only When NecessaryAccording to many who specialise in management and time analysis, most time in meetings is wasted or, at the very least, spent in an inefficient manner. Most useful information can be disseminated by email or office memos. There are some situations when meetings are necessary, but many meetings are redundant and only serve to waste time. Wasted time and fatigue can make the creative process more difficult.Cooperation Between Teams and DepartmentsDepartments should be encouraged to work towards mega-goals instead of department goals. Department goals can encourage people to work against each other instead of in concert with each other.Feedback Employees and executives alike need constant feedback to monitor progress. While Integral Development does caution against micromanagement, they also recommend that compliments and coaching be given frequently. Integral Leadership ProgramThe Integral Leadership Program is one of the flagship offerings of Integral Development. It combines business management skills, contemporary leadership training and Ken Wilber’s Integral Theory. According to Dr Ron Cacioppe, Managing Director of Integral Development, the Integral Leadership Program is an essential tool for developing creativity in the modern organisation:“All of our programs, but especially the Integral Leadership Program, are based on developing the individual according to the four quadrants of Integral Theory. Once a leader has experienced the program, he or she has gained greater insight on how to motivate, energise and inspire others for the betterment of the team.”Dr Cacioppe concluded, “Because of the personal and professional growth our programs provide and the consequent paradigm shifts, increased creativity happens organically and holistically.”Integral Development provides leadership development programs and management courses, both onsite and from their campus in Perth. Their programs, based on Ken Wilber’s Integral Theory, have developed a reputation as among the best in their field. For more information call 1300 176 789 or visit their website: http://www.integral.org.au/. 8 Workplace Philosophies Shared by Great Leaders 2014-02-07T02:14:52Z 8-workplace-philosophies-shared-by-great-leaders Perth, WA, 5 February 2014 - Integral Development is a firm that has combined the Integral Theory of Ken Wilber with sound business and management concepts to create their flagship product, the Integral Leadership Program. The program encompasses over 6,000 years of human thought and teaches leaders to help their employees develop their full potential personally and professionally. In a recent post on their blog, Integral Development offered eight philosophies that Integral leaders share as a result of the growth obtained in the Integral Leadership Program. While the philosophies are covered in the training, they are more of a by-product of growth than anything to be memorised or used as a “system.”Here is a recap of the ideas in the blog post. CooperationGreat leaders use cooperation instead of confrontation to get results. Confrontation only angers employees; cooperation inspires them. Honouring the IndividualGreat leaders treat each employee as an individual as opposed to “just another employee.” Great leaders nurture and encourage each employee to develop themselves to the fullest because they know that it strengthens the organisation and promotes a culture of achievement.EmpowermentWhile many managers treat employees as though they can’t trust them to complete tasks without micromanagement, a great leader empowers employees by giving clear direction, trusting the employee to complete the job and providing them with the resources and support necessary to do a great job.Treat Employees Like PeersEmployees are more motivated when treated like peers instead of like subordinates. It promotes an environment of partnership instead of obedience. Achievement Trumps FearIt is more effective and efficient to motivate employees through positive means than through fear. The prospect of positive impact is always more empowering and motivating than the fear of losing one’s job or being embarrassed. Change is PositiveManagement and employees can often be resistant to change. Great leaders embrace change and equate it with growth—without change, there can be no progress. It is crucial for effective leaders to help employees be excited about change instead of resistant to it.Technology is EssentialWhile some still have an “old school” attitude that technology is dehumanising and should be resisted, great leaders embrace technology and incorporate it into as many aspects of the workplace as they can. Employees should be encouraged to use technology whenever possible because it can reduce drudgery and free them to accomplish more.Create a Fun Environment Work doesn’t have to be drudgery and it doesn’t have to be serious all of the time to get great results. A great leader observes what positions bring joy to employees and puts them in the positions that make them happy.Dr Ron Cacioppe, creator of the Integral Leadership Program, feels that all eight of the traits mentioned in the blog post are by-products of completing the Integral Leadership Program. According to Dr Cacioppe, “Integral Theory draws upon more than 6,000 years of human thought to combine the best of psychology, philosophy, science and leadership to create the most efficient system of personal and professional growth that we know of today.”Dr Cacioppe concluded, “The Integral Leadership Program fosters a culture of achievement in the workplace.”Integral Development provides management courses and leadership development programs on their Perth campus. They employ the four quadrant approach from Ken Wilber’s Integral Theory to help leaders and employees reach their full potential, personally and professionally. For more information, call 1300 176 789 or visit their website: http://www.integral.org.au/. Why a Workplace Wellness Plan can Increase Productivity 2013-12-23T07:28:22Z why-a-workplace-wellness-plan-can-increase-productivity Perth, WA, 23 December 2013 - Integral Development is an organisation that uses Ken Wilber's Integral Theory to holistically develop individuals and organisations to achieve their highest potential. They feel that their Integral Approach to developing the whole person leads to a corporate culture of cooperation and high performance.According to Integral Development, health and wellness are important to high performance, both as individuals and as an organisation. Though Integral Development doesn't offer a wellness program, wellness is a theme that runs through many different facets of their training.Workplaces that offer wellness programs to their employees tend to be more successful. Their employees take less sick days and are more productive at work. Chronic illness or lack of well-being can affect production and motivation; wellness programs help eliminate these problems.Integral Development recommends the implementation of a wellness plan at every level of an organisation, from entry level to stakeholders.Instituting a Workplace Wellness ProgramIntegral Development recommends a number of steps to developing a wellness program in the workplace. The first is to hold discussions between employees, management and any applicable union to ensure that all sides agree on the importance of a wellness program and feel that it benefits them. This creates enthusiasm from all involved and increases the likelihood of participation on all sides.The next step is to establish a committee composed of management and employees and assign them to create the Health and Wellness Program. Then, they must be given the authority to take action and implement the program, with executive oversight and approval.It is then recommended to designate a Wellness Coordinator who is responsible for ensuring that action steps are executed and that the program is in place as soon as possible. Allocation of funds is necessary to ensure that wellness activities can be adequately financed.The largest bureaucratic obstacle for many is to develop wellness policies and practices, but it is an essential part of a successful wellness program. They can include “wellness days” which can be used for family responsibilities or personal wellness, improved supervision, training and mentoring, assimilation of those with disabilities or illnesses back into the workplace and leadership development.Other steps include addressing stress in the workplace, allowing for schedule flexibility and promoting health and wellness activities in the workplace.According to Dr Ron Cacioppe, Managing Director at Integral Development, a health and wellness program is an essential part of an effective organisation: “At Integral Development, we base our teaching on Integral Theory, which is an amalgamation of the best of over 6,000 years of human inquiry. We employ Ken Wilber's four quadrants of Integral Theory to promote holistic development of the individual.”Dr Cacioppe continued: “Much of what we teach in our flagship, Integral Leadership Program can have a profound effect on the health and wellness of the individual. Our training is designed to help people function as truly whole beings; this wholeness helps eliminate outside detriments such as stress and miscommunication, creating an environment of cooperation instead of confrontation.”Dr Cacioppe concluded, “Our programs can provide life-changing benefits for both individuals and organisations, but when augmented with a company-wide health and wellness program, those benefits can increase exponentially.”Integral Development provides leadership development programs and management courses at their Perth campus and on-site. Their programs and courses holistically develop organisations and individuals to achieve their highest potential, personally and professionally. For more information, call 1300 176 789 or visit their website: http://www.integral.org.au/. Australian Employee Retention Returns to Best-Practice Level 2013-12-11T06:43:11Z australian-employee-retention-returns-to-best-practice-level Perth, WA, December 11, 2013 - In late 2012, a survey was conducted by the Australian Human Resources Institute (AHRI) concerning turnover and retention rates in organisations and companies across Australia. The last survey of its kind was conducted in 2008.The participants were all human resources practitioners: 4% from organisations who employed less than 15 people, 40% from firms employing between 16 and 250 employees and 56.3% from companies with 250 or more employees—this included 20.7% organisations employing 2500 or more people.The most significant development was that the average turnover rate for the 561 organisations who responded was 13%. This is considered a “best-practice” percentage—small enough to keep from becoming cost-prohibitive but large enough to allow for evolution and fresh ideas.The 13% rate was down significantly from the 18.5% when the survey was last conducted near the end of 2008. This has been attributed to a workforce that appears less willing to change jobs due to the uncertain economy and job shedding of the last 4 years.The Human Resource employees were asked other questions concerning retention, why turnover happens and how to improve overall numbers. 27% responded that they expect more turnover during the next year, while 30% responded that they anticipated less turnover; 40% felt that the level would remain the same.47% felt that the amount of turnover in their organisations was too high, while 14% thought turnover in their organisations was too low; 39% responded that the turnover rate in their company was appropriate.When asked what caused the turnover, 20% said that the main cause was a lack of upward mobility within the company. 17% cited adversarial relationships between management and employees, while 12% said that employees most often left to obtain higher pay.When asked how to best improve retention, 12% said that their companies needed better communication with employees. Another 12% felt that better induction processes were needed, while 10% cited a faulty selection process. On the subject of the selection process, 60% felt that their organisations did an effective job of recruiting the right employees, while 19% expressed dissatisfaction with the process. 20% didn't have an opinion.According to Dr Ron Cacioppe, Managing Director at Integral Development, the results are good news for the Australian business community:“We like seeing a number around 13% for employee turnover. Companies with too little turnover often stagnate, while organisations with too much turnover tend to be chaotic due to chronically having to train new personnel. At 13%, there is just enough turnover to help an organisation evolve, but not enough to cause undue strain on time or budget.”Dr Cacioppe continued, “We think that Australian companies are starting to have a better understanding of how to keep their good people while encouraging those who don't fit the company's mission or goals to go elsewhere. At Integral Development, our leadership programs and courses are based on Integral Theory, which stresses balanced, whole-person development, professionally and personally. Ideally, employees will feel that their input is valued and that they will be afforded the opportunity to grow within the company.”Dr Cacioppe concluded, “This helps create a professional environment where employees maximise their potential.”Integral Development provides management courses, executive coaching and leadership development programs, on-site or from their Perth campus. Their offerings are based on Ken Wilber's Integral Theory, combining the best of more than 5,000 years of human innovation and thought. For more information, call (08) 9242 8122 or visit their website: http://www.integral.org.au/. Integral Development Helps Organisations Build a Culture of Teamwork 2013-11-25T03:01:44Z integral-development-helps-organisations-build-a-culture-of-teamwork Perth, WA, November 25, 2013 - In a recent blog post, Integral Development provided their readers with a blueprint for creating an environment of teamwork in an organisation. Integral Development has developed leadership development training programs based Ken Wilber's Integral Theory to amass a track record of successfully helping businesses achieve their potential.Integral Development places great value on teamwork and shared success; it is a prime characteristic of organisations whose executives and other leaders have received coaching or training from their Perth campus or at their workplace. According to Dr Ron Cacioppe, Managing Director at Integral Development and an internationally-acclaimed expert on positive cultural change in organisations, teamwork is essential for any organisation that wants to fulfil its potential:“While Integral Development focuses on personal growth, particularly in our executive coaching sessions, teamwork is an important by-product of personal growth. One of our primary goals with Integral Development is to help clients become more connected with others in their organisations. Those who are fully connected find teamwork to be a natural process.”Fostering a Culture of TeamworkFor those who haven't yet taken any leadership development training from their Perth campus, Integral Development provides some strategies to help create an environment where teamwork is encouraged and appreciated.The first step is to communicate that the organisation expects teamwork and collaboration. Employees and executives have no way of knowing that a transition to a culture of teamwork is in progress unless the organisation communicates its importance from the top down.Executives are encouraged to act as role models for teamwork. This can be done by publicly discussing teamwork, practising teamwork and making sure that everyone in the workplace knows about it. In addition, a formal statement from the CEO about the importance of teamwork is highly recommended.Another suggestion is to provide rewards and recognition for accomplishments that involve teamwork, going as far as to transition bonuses, rewards and compensation to be more focused on team accomplishments than individual achievements.On an operations level, organisations can begin to foster teamwork by forming teams immediately and giving them organisational problems to solve. Regular department meetings are also encouraged, as are recreational outings which can promote camaraderie within the workplace.According to Dr Cacioppe, “While these suggestions for promoting teamwork can help an organisation immensely, executive coaching and leadership development training can accelerate the process. Organisations that don't practise teamwork can use the steps we outlined immediately to effect culture change but it is exponentially more effective when all parties involved attain personal and professional growth.”Dr Cacioppe continued, “Individuals need to examine their problems and challenges to see what is really happening and how they can create solutions. One of the biggest challenges most executives face is from their own attitudes and behaviours. Once they meet those, it is will be much easier to live up to their goals.”Dr Cacioppe concluded, “Once executives and their employees have gained a full awareness of their attitudes and behaviours, they become more able to work with others in a spirit of cooperation. Subsequently, teamwork becomes a natural part of the process and fostering a culture based on teamwork is much easier.”Integral Development provides leadership development training programs and executive coaching from their campus in Perth. Their programs are based in Ken Wilber's Integral Theory, inspired by more than 6,000 years of human inquiry. For more information, call (08) 9242 8122 or visit their website: http://www.integral.org.au/. Why Creative Thinking is so Important in Contemporary Business 2013-10-02T05:16:26Z why-creative-thinking-is-so-important-in-contemporary-business Perth, WA, October 2, 2013 - Integral Development is a firm that has conducted leadership development programs for numerous businesses. Their roster of satisfied clients includes such firms as MDA National, Amana Living, the Department of the Premier and Cabinet and the City of Perth.Integral Development teaches proprietary programs that are based on Ken Wilber's Integral Theory, which combines insights from the collective history of human thought and integrates all major disciplines of human knowledge, including arts, humanities, social sciences and natural sciences.Integral TheoryIntegral Theory is now utilised in more than 35 professional and academic fields such as law, psychotherapy, healthcare, art, ecology and organisational management. It is based on four quadrants that represent perspectives and dimensions of reality.According to Integral Theory, life can be viewed from the subjective (I), the intersubjective (we), the objective (it) and the interobjective (its); and that each represents a quadrant characterising various aspects of human thought. Integral Theory teaches that one cannot fully understand one quadrant without the context of the other three.Integral Development and CreativityOne main by-product of the four quadrant system of thought is that it encourages creativity for effective problem-solving. Integral Development focuses on individual growth in all four quadrants as a method for becoming a more valuable leader and a more valuable part of any team. When one obtains perspective from experiencing and life from all four quadrants, they become more able to create solutions as opposed to merely doing what has worked before.Integral's leadership development programs, taught at their Perth facility or in-house, use integral theory to help participants develop the key skills and understand the key roles of effective management and leadership. Participants are given feedback on their current levels of management and leadership skills, while areas of need are identified and addressed.Integral Development encourages the improvement of coaching and management skills as it relates to both individual and team performance, while also teaching how to implement broad, cultural and directional changes that are essential for high performance.However, unlike typical management courses taught in Perth, Integral Development teaches participants how to create an environment that solicits, nurtures, rewards and develops creativity.According to Dr Ron Cacioppe, who personally created both the flagship leadership development program and many custom programs for individual clients, creativity is paramount in the 21st century: “At Integral Development, we don't teach executives and leaders to learn or teach by rote. Instead, we teach them to fully develop both themselves and their subordinates. This maximises the team aspect of any business and encourages innovation and problem-solving throughout the corporate structure.”Dr Cacioppe continued, “We use integral theory to develop the whole person in every aspect and one of the results is that they become much more adept at creativity and problem-solving. A person who is confident and not afraid to ‘think out of the box’ when seeking a solution to a problem is usually much more effective than one who doesn't possess those attributes.”Dr Cacioppe concluded, “When one experiences life through the four quadrants, it literally quadruples their creative potential just on perspective alone, even if one doesn't add growth into the equation. When the personal and professional growth is taken into consideration, the ability to create rises exponentially and that bodes well for any executive.”Integral Development offers executive coaching, leadership development programs and management courses in Perth. For more information, call (08) 9242 8122 or visit their website: http://www.integral.org.au/. Executive Coaching Helps Perth Businesses Grow 2013-08-30T07:54:13Z executive-coaching-helps-perth-businesses-grow Perth, WA, August 30, 2013 - In today's business climate, many companies are looking for a way to gain a competitive edge in their marketplace. For many organisations, Integral executive coaching has supplied that edge. Integral coaching provides leaders and managers with a comprehensive and profound approach to development and learning for managers and leaders.Integral coaching is tailored to the individual and designed to enable present and future leaders to transition more effectively to the next level. It focuses on solutions and results, producing personal and professional growth of the individual, thus increasing work performance and strengthening the organisation as a whole.Integral coaching benefits organisations by developing individuals and helping them realise their full potential for leadership and high performance. The coaching process begins by identifying areas in which growth is necessary for key employees.A customised developmental path is then created for those employees, furthering their personal and professional growth. This creates higher incentive for employee retention, because they feel as though they are an integral part of the organisation.When employees have undergone coaching in an environment of support and well-being, they become more motivated and are more able to adapt to changes in both the workplace and the marketplace. This contributes to overall increased performance and affects positive changes on the organisation.The Integral approach represents a profound departure from traditional leadership development training, in that it is based on the philosophy and work of Ken Wilber on Integral Theory.Ron Cacioppe, PhD, Managing Director of Integral Development, created the Integral Leadership and Management framework, inspired by the work of John Kotter, a professor at Harvard University and the Competing Values Framework of Robert Quinn. Integral theory amalgamates the best ideas from virtually every scientific or spiritual field involving thought, including quantum physics, sociology, psychology and both eastern and western philosophy.The Integral approach provides a unique opportunity for experiential learning, incorporating efficiency, effectiveness, culture and well-being into an integrated program for individual and corporate development. Integral theory is seen by many as the most important methodology of the 21st century, as it combines pre-modern and modern concepts with solid research and an eye toward future development.Dr Cacioppe feels that applied Integral Theory is the most efficient way to further personal and professional growth, for individuals and organisations. According to Dr Cacioppe, “At Integral Development, we base everything we do on Integral Theory. We have developed a process that is comprehensive but fluid. We have an outline of what we feel are crucial factors to professional growth and leadership, but we acknowledge that we don't have to start from the beginning with most people.”Dr Cacioppe continued, “We tailor every coaching session to the individual being coached. Everyone has different strengths and weaknesses and even the most talented executives have skill gaps. It is incumbent upon us to identify areas that need growth and provide a vehicle in which that growth can be attained.”Dr Cacioppe added, “Too many programs either encourage learning by rote or lack flexibility. We provide experiential learning that identifies problems and finds solutions. We are results-oriented, this ensures organisations that they will reap immediate benefits from our coaching programs.”Dr Cacioppe concluded, “The Integral Approach provides organisations with the tools they need for the 21st century.”Integral Development offers executive coaching and leadership development training from their Perth campus, as well as on-site trainings. For more information, Integral Development can be reached by calling (08) 9242 8122 or visiting their website: http://www.integral.org.au/. Integral Development's Murray House Honours Leadership and Leaders 2013-07-29T01:19:27Z integral-development-s-murray-house-honours-leadership-and-leaders Perth, WA, July 29, 2013 - On 24 April of this year, Integral Development held its inaugural Cocktail Event in Murray House, their new leadership center and teaching facility. The new venue has four classrooms named after the late Ray Anderson, the late John Flynn, the late Banjo Paterson, and the person known as the global voice of democracy in Myanmar, Suu Kyi.Ray Anderson founded and ran Interface, Incorporated, one of the world's largest floor covering companies, but he is best known for his efforts to promote environmental sustainability.Anderson created a program called “Mission Zero” for his company. Mission Zero's stated goal was to have zero negative impact on the environment, and to complete the goal by 2020. Anderson also created the Ray C Anderson Foundation, which provides funds for projects in the field of sustainability.John Flynn was a Presbyterian minister who founded the Australian Island Mission, and also created the Royal Australian Flying Doctor Service. Flynn was a true innovator who took the technology of war and used it to better the planet. Flynn used aircraft and radio technology to provide many people with greater access to medical treatment.Suu Kyi is an international symbol of democracy and freedom. She was the daughter of a national hero and a career diplomat, who would return home from studying abroad to eventually lead the opposition government in Burma.She would spend 15 years under house arrest over a period of 21 years. She won the Nobel Peace Prize in 1991, and had to wait 21 years before she was allowed to give her acceptance speech. She now enjoys her freedom in Myanmar.Banjo Paterson will forever be known as the writer of Waltzing Matilda. He was also Australia's most eminent writer of Australian Bush Poetry, and his book from 118 years ago is still printed today.Paterson's resume is legendary: war correspondent, soldier, poet, ballad-writer, horseman, bushman--and even a squatter. Banjo Paterson is universally acknowledged as an integral part of the creation of the Australian legend.Nick Markham, Integral Development's Training and Development Advisor, feels that naming the classrooms and operations centre after Anderson, Flynn, Kyi, and Paterson is both a fitting tribute and a source of inspiration: “It is our mission to help develop great leaders, and the four people we selected to honour in our building were and are some of the finest leaders and innovators in history. We always honour and treasure strong leaders, and feel that the four we chose to honour serve as sterling role models for executives, coaches, and students alike.”Markham continued, “Ray Anderson took a stand to stop abusing the environment at his own cost, even while much of his competition was cutting corners and squeezing every penny out of their operations. John Flynn turned instruments of war into instruments of healing. He was incredibly far ahead of his time. Suu Kyi loved her country and wanted democracy and freedom for it so much that she chose to spend 15 years under house arrest, instead of leaving when she was afforded the opportunity to flee the country.”Markham concluded, “Banjo Paterson helped define the Australian spirit and legend. We named the room--the centre of our leadership development operations--after him because he inspires us even today.”Integral Development is a leadership development firm located in Perth. They are famous for their “Integral Leadership Program,” and also offer executive coaching, along with many other international best practice leadership programs. For more information, call +61 (08) 9242 8122 or visit their website: http://www.integral.org.au/. Advanced Management Program Enjoys Unprecedented Success 2013-06-13T02:37:21Z advanced-management-program-enjoys-unprecedented-success Perth, WA, June 13, 2013 - Integral Development is well-known for their Integral Leadership Model; they have had a profound effect on how Perth, WA, and Australia do business. Their Advanced Management Program is a natural extension of their Integral Leadership Program, and is receiving overwhelmingly-positive feedback from those who have attended and benefited from it.The program, which was last conducted in February was created to help develop senior level and middle level management by teaching them modern management concepts and techniques, while fostering personal growth, problem-solving, teamwork, and professional development.The Advanced Management Program is a 5-1/2 day course that involves a lot of problem-solving in a team format, where individuals are given constant real-time feedback. The course is based on action and creation instead of learning by rote. The teachers and facilitators are respected leaders in their professions, who have personally done everything they teach.The first day, which is a half-day, focuses on Integral Leadership Model. It also includes 360 degree feedback. The Integral team then introduces participants to the case studies.The second day, attendees are broken into teams for learning activities that involve action. They are then introduced to Firo B assessments and Myers Briggs assessments of personality types. The afternoon focuses on how to maximise individual performance, how to define the direction of leadership, and how to develop and communicate a corporate vision.The third day is spent in morning workshops focusing on business strategies and business direction. The afternoon sees more teamwork, with a focus on sustainability as an organisational model.The fourth day is mostly workshops, designed around serving the interests of stakeholders and customers, managing change, and marketing strategy. In the afternoon, the participants once again break into teams.The fifth day is said to produce many paradigm shifts. The morning session focuses on creativity and also on innovation, followed by coaching for maximum performance. In the afternoon, the participants break into problem-solving teams, and finish with a workshop on the dynamics of teamwork.On the sixth day, the training ends with the presentation of the results of problem-solving sessions to company executives. Participants are then provided with an agenda for their personal and professional growth. A plan for follow-up coaching is then formulated, and the final piece is reintegration into the workplace.According to Dr Ron Cacioppe, Managing Director, the Integral Advanced Management Program's scope and focus on development set it apart from other management programs: “Old school management theory doesn't work in today's business environment. The Integral Model and the Advanced Management Program are a result of today's most evolved, advanced research and thinking in the field of leadership development.”Cacioppe continued, “The Advanced Management Program develops leaders by providing a platform for innovation and creative thinking. Unlike a lot of programs where participants learn theory by rote, we provide opportunities to apply what they are learning to solve real business problems in a spirit of teamwork and cooperation.”Cacioppe concluded, “The Advanced Management Program goes beyond any management program you have experienced.”Integral Development offers management and leadership development programs in their Perth location, and conducts in-house training outside of their office. For more information, please call (08) 9242 8122 today or visit their website: http://www.integral.org.au/. Studies Show Up to 700% ROI from Executive Coaching 2013-04-23T03:18:05Z studies-show-up-to-700-roi-from-executive-coaching Perth, WA, April 23, 2013 - Many studies have been conducted in an attempt to determine a definitive ROI gained from executive coaching. While the studies seek objective data, the process by which the data is captured contains a subjective element. This has made it extremely difficult to quantify the results. Consequently, many observers perceive any attempt to reach a consensus has been invalid due to a faulty model.However, most studies, no matter what criteria and metrics are employed, arrive at the same conclusion: executive coaching produces an ROI between 500% and 600%. Many different studies have been conducted since 1999, from sources such as Fortune Magazine, Chemistry Business Magazine, the International Coach Federation, and Linkage, Inc. Despite dissimilar methodologies, the studies yielded strikingly similar numbers. They all reported an average ROI between five and seven times the amount of the initial investment.The study that is still considered to be the definitive study in the field, even today was conducted by MetrixGlobal in 2001. MetrixGlobal surveyed 100 executives of Fortune 1000 companies who had received executive coaching for a period between six months and one year. The survey questioned the executives about a wide range of different metrics concerning the ROI of executive coaching.The executives reported that their companies benefited from improvement in customer service, development of potential successors, improved individual performance, and better bottom line results. The executives also reported individual benefits, citing improvements in their working relationships with direct reports, immediate supervisors, peers, and clients. They also reported improvements in job satisfaction and teamwork.In a recent blog post, Integral Development, an executive coaching and management consulting firm in Perth, revealed a reliable method to estimate the ROI on executive coaching. The first step is to calculate how much value the company has obtained as a result of solving the problem they were attempting to mitigate through executive coaching. Both tangible and intangible benefits are given an estimated monetised value.The next step is to determine the immediate value, which is defined as the percentage of the total value which was a direct result of receiving executive coaching. Then, the cost of the executive coaching is subtracted from the immediate value; this determines the net ROI. The direct ROI is then determined by dividing the net ROI by the coaching cost.Dr Ron Cacioppe, Managing Director at Integral Development, offers his own unique perspective: “Every study that has been conducted in an attempt to determine the ROI of executive coaching has been criticised because many see them as an attempt to compile objective data through subjective means. While the critics have a good point, it certainly doesn’t invalidate the data that has been collected since 1999.”Dr Cacioppe continued, “While there is no methodology in place to assemble irrefutable data, the similarities between the results of every divergent methodology used in studies trying to determine a definitive ROI for executive coaching cannot be trivialised. On the surface, the data may appear anecdotal, but every path leads to the same conclusion: an ROI of 5 to 7 times the original investment.”Dr Cacioppe concluded: “We have received extensive feedback from our leadership development and executive coaching clients in the Perth area, and that feedback, though anecdotal, also closely mirrors the results of most industry studies: executive coaching produces an exceptional ROI.”Integral Development is an executive coaching and leadership development firm based in Perth. For more information on their world class executive education programs, please call (08) 9242 8122 or visit their website: http://www.integral.org.au/. Leadership Development Firm Warns Perth Businesses: Develop Your Employees or Lose Your Best Talent 2013-03-15T03:15:03Z leadership-development-firm-warns-perth-businesses-develop-your-employees-or-lose-your-best-talent In a recent blog post on their website, Integral Development, a leadership development firm from Perth, explained how many companies are losing their most talented employees because they fail to provide opportunities for management and leadership courses for their employees. The post cited a consensus of industry studies on the cost of replacing employees, and a study that was published in the Harvard Business Journal about “young high achievers” feeling that they have to perpetually change jobs to find more opportunity. While Integral Development conducts their leadership courses in Perth, the studies are of a global nature, because there are no studies specific to Perth or Australia as of now. The post explains why it is more cost-effective to develop leaders from within than to hire from outside. International studies have been conducted in varying workplaces with varying results, but there is a commonly-accepted norm regarding the cost of hiring and training new employees. For a menial employee, the common estimate is that it costs 16% of their average yearly salary to train them. When a worker has more skill, the number jumps to 20% of a salary that is higher. When the person being hired and trained is management, though, the number rises sharply. According to industry estimates, it costs between 150-213% of a manager’s salary to hire and train them. The information from the Harvard Business Review study demonstrates that young high achievers not only have no reservations about leaving their jobs if they feel they aren’t being developed properly, but that they are on what is called a “perpetual job hunt.” According to an international poll of 1,200 people who had high grade-point averages, got degrees from elite universities, and served international internships while in college, 98% were looking for another job at least once during their first year of employment in their chosen field.In addition, 75% of those in the poll interviewed for jobs, contacted search firms, or sent resumés to prospective employers during their first year of employment. The average stay at the first job was 28 months. While this kind of behaviour was formerly known as “job-hopping,” and those who did it usually suffered career setbacks, this group reported that every time they changed jobs, they received more money, a promotion, or both.According to Dr Ron Cacioppe, Managing Director of Integral Development, the studies point to a growing dilemma for businesses: “The current economy and employment statistics have put a lot of businesses in a quandary. They don’t want to provide training in fear that employees will leave before they see a return on their investment, but employees don’t want to stay if they don’t feel they are being prepared for upward mobility. Consequently, businesses are losing a lot of talented employees, especially the younger ones.”Cacioppe continued, “Meanwhile, it costs a lot of money to replace and train any employee, from menial to skilled to management. That is why we recommend and provide executive coaching and leadership development training to all of our Perth clients.”Cacioppe concluded, “Leadership comes from the top, and a well-developed executive and management team can contribute to a culture of employee development and promotion from within. This helps them keep their best employees and makes the whole team stronger and more efficient.”Integral Development conducts management and leadership development courses in Perth. For more information, please call (08) 9242 8122 or visit their website: http://www.integral.org.au/.