Integral Change
The integral approach is inspired by contemporary American thought leader Ken Wilber's "integral model". Applying the integral model in an organization's context, it translates into 4 inter-related quadrants: top quadrants relate to individuals' thinking/ beliefs and behavior/ performance. Lower quadrants relate to organization's values/ culture and system/ structure/ processes. Think about how a leader's thinking directly shapes the culture of an organization, his/her decisions determine what kind of structure and processes are to be put in place.
Most organizations initiate change in one quadrant, e.g. a change of policy and then expect a change of behaviors. However, people's behaviors do not automatically change upon the implementation of a new policy unless they change their thinking as well. Applying an integral approach intervenes through exploring the basis of thinking/ beliefs, possibilities of changing them
and how to positively shape culture in order to shape desirable new behaviors.
Our approach to alignment is multi-dimensional such that each dimension inter-relates to the others, i.e. to facilitate integrity. We uncover true values through assessing thinking, behaviors and decisions, facilitate the development of a clear compelling vision based on which to design and cultivate supporting thinking, culture, systems and required performance.
