INTEGRAL ORGANIZATION CONSULTING, LLC
Peter D. Freeman, Ed.D., MBA, LICSW
Higher functioning leader and team? Assess and develop
The first step in any development initiative is a solid baseline assessment of relevant, critical factors that might be impacting the situation. Any scan could include identifying emotional and social functioning, personality preferences, strengths and weaknesses, personal or team sense of purpose, cultural values and mindsets, problem dynamics, and multi-perspective dimensions.
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Bridging Differences
All people and teams experience cross-purposes. Understanding and integrating those cross-currents is at the heart of the Bridging Differences™ process: Mind the Gaps – identify and monitor the cross-purposes; Mend the Gaps – heal damaged or dysfunctional dynamics; and
Mine the Gaps – nurture and derive maximum creative and productive benefit from the dynamic differentials. The Integral Personal Scan™, Integral Team Scan™, and individual assessment tools in each are all approached with the same integral purpose in mind. |
The integral, holistic approach seeks to develop the person and organization in a comprehensive, inclusive and balanced fashion. The assess and develop process can be narrowly or broadly focused: either an individual or collective focus, a targeted focus or comprehensive focus depending on the wants and needs of clients and their teams. A more comprehensive assessment yields richer information on current states and more grist for the development mill.
Maximum benefit comes from pushing beyond an "executive entertainment" approach to assessment tools. The greatest gain comes from a thorough exploration of the implications of findings and intentional development plan implemented and evaluated over time. One-on-one coaching over an extended period of time has been shown to be most effective in helping executives and leaders identify development goals, maintain self-accountability for change, and receive valuable, supportive encouragement and feedback from a "trusted advisor."
Integral Personal Scan™
An Integral Personal Scan™ provides a comprehensive picture of the executive or leader. The EQ-i, MBTI, StrengthsFinder 2.0, and Working on Purpose process, provide information on social and emotional functioning, personality preferences, strengths, and personal sense of life purpose and plan respectively. Each individually provides valuable information and combined provide a comprehensive picture beyond the ability of any single approach.
Learn more. > >
Emotional Quotient Inventory (EQ-i) > >
The EQ-i (Emotional Quotient Inventory) was created by Dr. Reuven Bar-On after 17 years of research and development. The instrument results, based on self-report by the the executive, offers insights into emotional and social functioning in five composite domains: Intrapersonal (Competencies: Self-Regard, Emotional Self-Awareness, Assertiveness, Independence, and Self-Actualization); Interpersonal (Competencies: Empathy, Social Responsibility, and Interpersonal Relationship); Stress Management (Competencies: Stress Tolerance and Impulse Control); Adaptability (Subscales: Reality Testing, Flexibility, and Problem Solving); and General Mood (Competencies: Happiness and Optimism).
Learn more about Emotional Intelligence and the EQ-i
Myers-Briggs Type Indicator (MBTI) > >
The Myers-Briggs Type Indicator (MBTI) is a psychometric tool that provides useful imformation about a person's personality preferences and, by extension, understanding into interpersonal dynamics and work environment preferences. The MBTI has been used by leaders for over fifty years to better understand themselves and the interactions of their teams. The MBTI is used around the world and has been translated into 21 languages.
The MBTI is a self-report instrument that identifies enduring preferences in general focus of psychological energy (Extraversion or Introversion), preferred type of information (Sensing and Intuition), typical approach in making sense of or judgments about perceived information (Thinking and Feeling), and general operating orientation in the world (Judging and Perceiving). The profile illuminates how the relative ease of some aspects of living and the work environment come easily while others require greater conscious attention. Greater understanding of interpersonal connects and disconnects generates greater tolerance and appreciation for diversity.
Learn more about the MBTI and Carl Jung's theory of Psychological Type.
StrengthsFinder 2.0 > >
The StrengthsFinder 2.0 instrument grew out of the research and was developed by Positive Psychology theorist Donald Clifton. This on-line administered instrument identifies your top five (of a possible 34) strengths. Research shows that focus on strengths provides the greatest potential for personal and professional success.
Read: Why Strengths? Marcus Buckingham, author of Now Discover Your Strengths
Working on Purpose > >
As a Purpose Project Guild member, I am trained by and affiliated with the Purpose Project™, a joint project of the University of Minnesota, Center for Spirituality and Healing and Richard Leider of the Inventure Group. The goal of the Working on Purpose process is to help people articulate their Identity (Calling), Passion (Dreams), Purpose (life mission), and Community (People and Place). The Working on Purpose process has been particularly valuable for executives and leaders seeking to reconnect with their core or redefine their future direction.
The meaning of life differs from man to man, from day to day and from hour to hour. What matters, therefore, is not the meaning of life in general but rather the specific meaning of a person's life at a given moment ...One should not search for an abstract meaning of life. Everyone has his own specific vocation or mission in life to carry out a concrete assignment which demands fulfillment. Therein he cannot be replaced, nor can his life be repeated. Thus, everyone's task is as unique as is his specific opportunity to implement it.
– Viktor E. Frankl, Man's Search for Meaning.
Integral Team Scan™
Following an extensive review and assessment of the collaboration and communication challenges and goals of a client, a plannned approach is designed to facilitate positive growth in functioning. Different perspectives do not necessarily generate conflict. Whether conflict is present or not, opportunities wait for leaders and teams who want to harness the possibilities in the dynamic differences. Different assessment tools are available and are chosen to best fit the needs of the client's situation.
Learn more. > >
Spiral Dynamics > >
Based on the seminal research of Dr. Clare Graves and expanded by Drs. Don Beck and Chris Cowen, Spiral Dynamics "explores the core intelligences and deep values that flow beneath what we believe and do. The result is a dynamic model of emergent thinking systems -- how values arise and spread, why people make decisions in different ways, and what to do with those differences to create positive energy."
Read: A Mini-Course in Spiral Dynamics® by Chris Cowan and Natash Todorovic
Polarity Management > >
Barry Johnson developed this tool to help intact and ad hoc leadership teams differentiate between problems to solve (where one answer among choices will suffice) and polarities to manage (where interdependent opposites–like cost-quality, centralized-decentralized, diplomacy-candor, and more–must both be managed). Many organizational problems and conflicts are, at root, polarities that require managing, and a default either/or approach doesn't solve the issues and often exacerbates the problems.
Following a thorough surfacing by the team of the positive and negative consequences of each relevant polarity explored, measurable action steps are created to maximize the upsides and minimize the downsides of both poles.
Moving beyond either/or battles maximizes organizational effectiveness.
Read: A Tool to Facilitate Polarity Thinking– an excerpt from my doctoral dissertation, Wrestling with Both/And: A Case Study on the Impacts of Polarity Thinking for a Corporate Leadership Team
Thomas-Kilmann Conflict Mode Instrument (TKI) > >
The Thomas-Kilmann Conflict Mode Instrument (TKI) is the world’s best-selling instrument for understanding how different conflict-handling modes, or styles, affect interpersonal and group dynamics and for learning how to select the most appropriate style for a given situation.
