Welcome to Think Integral

Professional Coaching for individual and organisational change

Integral Coaching enables you to achieve your goals whilst at same time enriching and
deepening your understanding of yourself and the complex world in which you exist.

Integral Coaching is an elegant model for personal and professional growth that can be used
to transform both individuals and organisations. It can be utilised in any area of human
endeavour and is particularly relevant when used in the context of;

 Organisational & Cultural Change

 Leadership Development
 Professional Development
 Business Development

Integral Coaching is a comprehensive and evolving framework that integrates the very best
of research and leading edge thought, with the very best of the great wisdom traditions, to
leverage innovation and produce sustainable change.

All-inclusive in its perspective taking, with Integral Coaching, nothing gets left out. If you are
looking for a change and development programme, there is not a more comprehensive
model currently available than the Integral Model.

What is Coaching?

Coaching is a tool for supporting development and change within individuals and
organisations; its guiding principle is that awareness is used to generate actions that are
intended to help us to achieve a specific goal, or set of goals.

What is Integral Coaching?

The word Integral means balanced, whole, inclusive, integrated. To coach from an Integral
perspective means to take into account as many different perspectives as possible to enable
the whole picture, not just part of the picture, to be taken into consideration.

Comprehensive in its approach to development and change, Integral Coaching acknowledges

the stark difference between partial development, which falls short of making a real
difference in the longer term, and sustainable growth, which is made possible by its
framework. Integral Coaching issues in deep change that has a wide span.

The model is by far the most effective coaching model available. Favoured for its ability to
intelligently draw out the innately innovative abilities within individuals, organisations and
cultures and helping to evolve lasting solutions to problems that previous partial attempts
fell short of.
Integral Theory & Application

Integral Coaching has evolved out of Integral Theory, a model pioneered by psychologist,
philosopher, writer and thinker, Ken Wilber. It continues to be evolved and enriched by a
rapidly growing global community of like minded thinkers & theorists, business leaders,
scientists and other leading experts and lay people. A multiple of perspectives!

The Integral model has many applications and can genuinely be said to be the leading edge
in development and change models.

Examples of areas of application include;

 Integral Business & Leadership Development

 Integral Psychology, Therapy & Mental Health
 Integral Politics, Ecology & Social Change
 Integral Education
 Integral Medicine, Health Care & Healing Professions
 Integral Parenting, Relationships & Sexuality
 Integral Spirituality & Religion
 Integral Art, Music & Film

Integral practitioners understand the increasing complexities that are facing people and
organisations, whilst also understanding the damage that can be done by partial approaches
to change. Integral Theory is currently the only theory of human development that is fully
inclusive, taking the very best from all developmental models and adding unique insights of
its own.

Because of its multifaceted nature, the Integral model, when applied to any area, begins to
switch on the innate and deeply intelligent potentialities that exist within the individual or
collective system.

What this means for you?

When you engage in Integral Coaching you will be accessing the very best there is to access
in the realm of personal and professional development, it wont just help you to achieve your
goals, it will change the very way you perceive yourself and the world to be.

Integral Coaching grows our capacity for altitude at the same time as helping us to develop
aptitudes. As a result the model will impact your whole life, building on your current
capacities whilst enabling you to fully embody your ever-increasing potentiality on many
levels.

In a world that is changing fast as well as increasing in complexity, Integral Coaching helps us
to embrace change in ourselves as well as in the world around us, increasing our capacity for
the kind of personal leadership, inspiration and fulfilment that will really make a difference in
your own lives as well as in the world at large.
Vision

“Given the new realities our old ways no longer seem valid. We need new vision and direction
in order to effectively serve the interest of the whole. We are ready for a new gigantic step—
if not a leap—forward in the development of our society. We can act like nothing much is
going on and subsequently keep our heads below ground level. On the other hand, we also
have the option, like we have done previously throughout history, to be at the forefront of a
new age.”

- Herman Wijffels, Executive, The World Bank

Growing Ethical Cultures

We spend most of our waking life at work, and yet so many of us are in personal turmoil
when it comes to navigating the ethical and interpersonal complexities of the workplace and
our place in it. But experience shows us clearly that these complexities are set to increase,
the world is becoming more complex and the more we grow as individuals the more
complexity we become exposed to and aware of.

Many find themselves wounded on a daily basis by the lack of ethics and interpersonal
health within the workplace. We only have to glance at the news headlines to capture a
small sense of the levels of toxicity that can take root within organisational cultures. That
which starts as seemingly inoffensive situation specific low moral or opportunism, soon
invokes a kind of ethical apathy, and before you know it, “…something’s rotten in Denmark.”

But experience also shows us the flip side of the coin; work can be far more rewarding and
enriching than this soul-destroying necessity that that we struggle to survive. We can see
that from an Integral perspective ethical and sustainable ways to progress exist.
Understanding ourselves and others and the environments in which we co-exist more
accurately, allows for greater wisdom to be exercised both strategically and operationally.

At the heart of Integral Leadership is a matured understanding of how to increase

performance in a way that deepens integrity and accesses innovation. This kind of change
can’t just be decided by an executive team and rolled out, or shipped in by a consultant, it
has to be nurtured and grown intelligently from within the culture in ways that are
responsive to the core developmental modalities of that culture and its subcultures.

The Integral Framework is capable supporting this kind of authentic transformation.

Corporate Responsibility

“An Innovative Leader influences by engaging self, culture and systems equally.”

Corporate responsibility starts within the culture itself. More specifically, within the
Leadership who must nurture it into life within themselves and within the workforce. Those
companies authentically living the principles of integrity and corporate responsibility are
increasingly emerging as leaders in the market and as the mainstream becomes more
sophisticated at distinguishing this kind of conscious, ethical and sustainable organisation
other such businesses will emerge to lead the way.
Who I Coach?

The people who come to me for coaching generally want to make changes in their lives and
they tend to have work as a central theme.

Business Leaders

“Leadership is a process of influencing people directionally and tactically, affecting change in

intentions, actions, culture and systems.”
– Maureen Metclaf/ Mark Palmer

Integral Coaching is incredibly useful for enhancing leadership altitude and untangling the
complexity that comes with the terrain of inspiring and influencing people.

If you want to maximize your own leadership potential, to improve your own innovative
productivity and the innovative productivity of those with whom you work in order to
achieve your strategic goals, the Integral Model is really the only sustainable cultural change
model that is capable of covering all of the bases.

If you want to create a fuller, richer and more inspiring experience of leadership that
considers all aspects of your organisations developmental needs as well as your own please
contact me to set up an initial meeting to discuss your personal and/or organisational needs.

Managers & HR

“Learning organizations are organizations where people continually expand their capacity to
create the results they truly desire, where new and expansive patterns of thinking are
nurtured and, where collective aspiration is set free, and where people are continually
learning to see the whole together.”

– Peter Senge

The unique blend of Spiral Dynamics and the Integral Framework help Change Agents design
and implement organisational change & development programmes that are more effective in
transforming organisational cultures.

These models accurately describe the differing ways that people perceive the world at
various stages of their development, what their driving values are at each stage, as well as
helping us to fully understand how to manage and motivate people at each stage.

By transforming our understanding of the way people think, relate, learn and grow, it is
possible to increase the effectiveness of teams at the same time as creating healthier,
happier, learning cultures.

The Integral Framework removes much of the resource heavy complexity and conflict,
intrinsic in managing people. When applied within the context of managing interpersonal
relationships the model sheds light on why conflict emerges within teams, why some people
seem more difficult to manage than others, and how to resolve conflict in a way that
increases trust and loyalty within the whole team.

Integral Coaching opens people to becoming better at understanding others, what motivates
people as well as what de-incentivises people, it provides unique clues to accessing the very
best in people. By applying the Integral Model you will be able to increase retention at the
same time as ensuring that the most visionary thinkers within the organisation are identified
and developed to their fullest capacity. The model explains why currently this is not the case
across most organisations.

The Integral Model is an innovative model for HR departments and for anyone involved in
managing people. It is all encompassing in its approach to change that can become a living
breathing part of the organisations culture.

Individuals

“Human beings have a variety of intelligences, such as cognitive intelligence, emotional

intelligence, musical intelligence, kinesthetic intelligence, and so on. Most people excel in one
or two of those, but do poorly in the others. This is not necessarily or even usually a bad
thing; part of Integral wisdom is finding where one excels and thus where one can best offer
the world one’s deepest gifts.” -Ken Wilber

If you are dissatisfied or lacking confidence within your current work environment and
thinking about how to make a change, looking to further your professional development or
increase your performance, wishing to create a more harmonious and satisfying relationship
with work, seeking to perform better at interviews or in presentations, Integral Coaching is a
model that is going to help you achieve your goals and produce additional benefits besides.

Individuals looking to be more powerful in interviews and in public speaking in particular

seek me out because my vast experience in this area along with my training and experience
as a Director within theatre. I have a particularly fine tuned sense of how to bring out the
best in peoples self-expression that makes a tangible difference to how they present in the
world.

Integral Coaching helps people to align themselves, their unique gifts and self-expression, in
a way that makes the art of communicating and achieving goals seem effortless.

“The best, most helpful, most understanding, most professional, most sympathetic... She has
the excellent quality of really being able to empathize with the client and I was able to totally
open up, feeling I was in safe hands.”

Spiral Dynamics

“The psychology of the mature human being is an unfolding, emergent, oscillating, spiralling
process marked by progressive subordination of older, lower-order behaviour systems to
newer, higher-order systems as man’s existential problems change.”
-Dr Clare W. Graves

The way in which we relate to people, events and the world around us is dictated by our
deeply held values, our worldview.

Through his research and data, Professor Claire Graves, the father of Spiral Dynamics, was
able to demonstrate that the way that human beings conceptualise the world falls into seven
distinct types, each with a specific set of corresponding life conditions.

 Archaic – Instinctual/Impulsive
 Magic – Animistic/Egocentric
 Mythic – Membership/Conformist
 Absolutist – Rational/Conscientious
  Pluralistic – Relative/Individualistic
 Integral – Holistic/Autonomous
 Transpersonal
 Original Consciousness

Graves was able distinguish these seven very specific systems of thinking or sets of values
that operate within individuals and cultures and which correspond very specifically to the
seven stages of development. Spiral Dynamics shows us that as our life conditions become
more complex, our mental capacity to manage this complexity also increases. Quite literally,
something within the brain is switched on that wasn’t switched on at previous stages of
development because it wasn’t required at that previous stage. Research shows us that with
psychological development comes simultaneously neurological development and this is
determined by the demands of the world we inhabit individually and at the level of cultures
and societies.

Spiral Dynamics elegantly describes the way human beings think at each level of
development at the same time as being an accurate predictor of likely behaviours at each
level as well as what’s likely to come next. As we begin to understand this model we can see
why conflict occurs between each system of thought and it becomes a highly accurate tool
for untangling our most complex psycho/social problems.

Embodying the lens of Spiral Dynamics brings a whole new level of insight to why we think
the way we think and react the way we do to the world around us. Understanding Spiral
Dynamics enables us to see why so many of our attempts at solutions to problems seem
often to produce more complex problems for us to solve. By applying Spiral Dynamics we are
able to learn from the wisdom and the folly of all human endeavour.

In times of increasing complexity Spiral Dynamics focuses the lens through which we are able
to view our own thinking and the thinking of those around us; with this sharpened clarity we
are better able to innovate truly sustainable solutions for individual and cultural change.

“You can’t solve a problem on the same level you created it.”
-Einstein

Values Scans

All clients with whom I work carry out Values Scan assessments created by National Values
Centre, and based directly on Graves work.

In respect of personal growth Spiral Dynamics and Values Scan diagnostic tools are integral
for gaining insight into why we think and behave the way we do whilst informing our
understanding of our own development and interpersonal dynamics. The Spiral Dynamics
tools help us understand our own relationship to change as well as helping to uncover blind-
spots in our thinking, directing our actions more efficiency towards our own increased
wellbeing and the wellbeing of all.

Spiral Dynamics has been applied worldwide as a mediation tool in areas of political unrest,
it is increasingly applied to business and education, self-development, marketing, team
building, conflict resolution; its applications are endless.

Integral Framework
“An integral approach, (whether to medicine, education, economics, etc.,) incorporates all of
the essential perspectives, schools of thought, and methods into a unified, comprehensive,
inclusive, and empirically accurate framework.”
-Thomas Brett, Russ
Vockman

One of the key attributes of successful leadership is the ability to be able consider multiple
perspectives. Multiple perspectives allow for situations to be viewed comprehensively. An
Integral Practitioner will navigate in a way that takes care not to preference any one area for
development or change at the expense or to the exclusion of others, as can happen with
many speciality coaches.

To support healthy growth an Integral Practitioner will use the Integral Framework, a
collection of elegant distinctions or lenses, to view more accurately the individual and
organisational landscape that is being worked with.

Quadrants

Four specific perspectives that are considered within an Integral assessment are contained
within the Quadrants. Any situation possible to assess will effectively arise simultaneously
from the perspective of each of these four Quadrants.

Psychological - Subjective Behavioural - Objective

Individual Individual

I perspective It Perspective

Vision Behaviour
Thoughts Action
& Feelings Skills
Motivation
Interpretations

Upper Left (UL) Upper Right (UR)

Cultural - Subjective Systems - Objective

Collective Collective

We Perspective Its Perspective

Culture Contracts
Relationships Environment
Shared Beliefs Systems
Technology

Lower Left (LL) Lower Right (LR)

Most organisational change and innovation programmes to date have focused on the right
side of the quadrant, the objective/external, at the expense of the left side of the quadrant,
the subjective/internal. Skills and technological advancements have been given preference
as a means to increasing productivity at the expense values, relationships and shared
meaning. Where work has been done in this area it has often been piece meal at best
creating little impact at great expense and reinforcing the impression that most professional
development and change programmes are a waste of money. All the while the most
visionary staff are departing.

An aspect of a successful leaders role is to identify and facilitate the development of

employees in such a way as to maximise human potential within the organisation in order to
create sustainable growth for the organisation. By using the Quadrants we are able to see at
any stage what is being left out and manage the situation effectively. The Quadrants can be
used on any problem large or small.

Lines/Levels

“To be “integrally developed” does not mean that you have to excel in all the known
intelligences, or that all of your lines have to be at level 3. But it does mean that you develop
a very good sense of what your own psychograph is actually like, so that with a much more
Integral self-image you can plan your future development.”
- Ken Wilber

When looking at the overall development of an individual it is possible to identify multiple

Lines of potential intelligence and at the same time assess the Level of an individual’s
development in any given line. There are many potential lines of intelligence some of which
are as follows;

 Cognitive Intelligence
 Emotional Intelligence
 Interpersonal Intelligence
 Intrapersonal Intelligence
 Moral/Ethical Intelligence
 Spiritual Intelligence
 Physical Intelligence
 Creative Intelligence

By understanding lines of development and how people develop along each line of
development, it becomes possible to see where potential problems or area for development
exist. Someone who is underperforming in their role may have very high levels of
development along several crucial lines but may not be doing so well in others in a way that
is impacting on performance.

By understanding Lines/Levels of development and by using the lens of provided by the

Quadrants, it is possible to determine where the real source of a particular problem exists.
For example, possessing a high level of moral development within a team of people with
lower levels of moral/ethical development may be the source of poor performance within
the individual and a source of conflict within the team.

By discerning more accurately what may be impacting on an performance using the Integral
Framework, Managers, Human Resources Staff and Organisational Leaders are able to more
appropriately respond to the developmental needs of staff; the sub-plot becomes more
apparent.

Developing people, unlocking potential and identifying talent within teams and organisations
takes on an entirely different meaning when seen through the lens of lines human potential
and levels of development.

Types
Personality, behavioural and thinking types such as those described by, Meyers-Briggs, the
Enneagram and Spiral Dynamics are useful tools for understanding the complexity of human
interaction and are specifically within the context of work. An Integral Coach will be able to
draw nuanced distinctions using a variety of types from many disciplines that allow for
greater understanding of complex dynamics within individuals, teams and cultures.

Spiral Dynamics in particular offers a psycho/social developmental perspective of thinking

types that are operational within individuals, organisations and cultures. This elegant model
is particularly useful because it is able to accurately detail the predictable and systematic
developmental movement between types in a way that I don’t believe the other two models
do quite so comprehensively.

Spiral Dynamics identifies types in people rather than types of people. It can be easily
integrated with other models to inform understanding and is backed increasingly by a rich
body of data that gives it particular legitimacy when understanding human complexity I
specialise in Spiral Dynamics because I believe it is the most comprehensive and accurate
model for understanding types, that I have encountered. However, as an Integral Practitioner
I use a broad range of such distinctions within my work enjoying the colour, clarity, insight,
wisdom and three dimensionality they bring.

States

States are temporary conditions that can arise from any of the four quadrants. All states are
open to change form, form one state to another.

Upper Left Upper Right

Subjective Individual - Emotional Objective Individual – Peak Performance
States/Meditative States/Creative States/Spiritual States/Brain States/Biological States
States

Lower Left Lower Right

Subjective Collective - State of team Objective Collective - Weather States/Economic
morale/Shared Meaning/Relational States States/Political States

Within organisations it is healthy to have employees operating from enhanced motivational

and flow states in order to achieve outstanding results, equally it is important to be able to
create an environment that allows for reflection and contemplation, many states are
necessary for individual and organisational success and all require different conditions to
arise.

Spiral Dynamics acknowledges that people are constantly moving through a series of states
that are related to change and that these states will be influenced by conditions in the inner
world of the individual as well as in the outside environment. Understanding states is an
integral part of understanding change.

Meaning & Profit

“The reason leaders must mediate values is that corporations have reached such levels of
complexity that ‘giving orders’ rarely works anymore. What increasingly happens is that
leaders’manage culture’ by fine-tuning values and dilemmas, and then that culture runs the
organization. The leader defines excellence and develops an appropriate culture, and then
the culture does the excelling.”

- Fons Trompenaars & Charles Hampden-Turner

So, change makers have a model of the world that they are passionate about and because
they are good communicators, they sell their model of reality the organisational Decision
Maker who needs solutions or at least to be seen to be doing something. Both are convinced
it is the right model to bring to the organisational and they passionately set about delivering
a particular model of reality to everyone in the company based on an agreement of what is
right and what is needed. Spiral Dynamics and Integral Theory ask “Right for whom?”

Understanding how individuals interpret and give meaning to the world based on the most
accurate assessment of their values is crucial to supporting individual or organisational
change. All too often change making programmes fail because they don’t understand with
enough accuracy how people make sense of the world in the first place.

Change happens in response to embodied values as opposed to instructions from those on

high. People lean into their full potential because it creates meaning for them to do so, not
just because they have been told they must. The impact of embodies learning within
organisations is increased confidence, motivation and loyalty and this in turn drives
performance and profit.

Integral change programmes are evolved to meet the way that different people think, not
according to the way that the change maker thinks and so deliver exceptional value in the
long run.

How I work

Listening & Compassion

The single best piece of advice I have ever been given is by one of my very wise teachers
many years ago. When I was overwhelmed with the task ahead and wasn’t sure I would find
the right answers,

“Helen,” he said, “All you have to do is bring a deep listening.”

This instruction has seen me through many complex coaching scenarios and during times
when my thinking mind told me that I wasn’t up for the task or that I was out of my depth.
This kind of listening penetrates through the busyness of fear and striving, which leads much
of today’s reactions to life’s complexity and allows for a wisdom-based response to managing
change to emerge. It is the kind of listening that people feel completely supported by.

“Helen listened to me wholeheartedly. It is refreshing in this hectic world we live in, that
people of her dedication and caring in their fields of work still exist.”

Results

Results are what tangibly define a successful coaching relationship. Our work together
should endeavour to successfully bring you to a number of satisfactory outcomes that you
have identified as being important to you.
“Helen enthuses me every time we meet, she makes me feel I can achieve my dreams.”

My commitment to my clients is that I will bring all that is necessary to ensuring that agreed
goals are achieved and, in the process, you also grow in ways that you never imagined. The
hidden benefit of working integrally is the inner development that takes shape, it’s a deeply
enriching process that tends towards increasing vitality in all aspects of life.

Challenging

I possess an enquiring mind and a sharp sense of being able to spot the kinds of kinks in
people’s perceptions that will be impacting outcomes negatively, if not now then further
down the line. As an Integral Coach I understand that it is as important to be able to direct
and challenge my clients, as it is to be able to open them to their own wisdom and self-
directedness. It’s not a one size fits all affair, every unique individual, at different times, will
need something slightly different to help bring out the best in them. My job is to attune
myself to those needs and preferences and to authentically adapt myself accordingly in the
service to the development and enrichment of those with whom I work.

Research, Study & Knowledge

I have an academic mind and I ensure that I keep up-to-date with current thinking and
research in a broad range of practices. I research and study with my clients in mind and on
my clients behalf, outside of our sessions, to ensure that I am operating at my optimum
when we come together for sessions. I am committed to my own professional development
and am working always, in all ways, to further develop my training. I will always have a
professional development plan in progress and I generally seek out the very best training and
development programmes with great discernment.

“Interesting, motivating, researched.”

Trust & Respect

Trust and respect must form the foundation of all effective relationships. This means that my
clients must experience me as someone with whom they feel safe, who will do what I say I
will do, who will make myself available to them in ways that support their development, who
is walking my talk in respect of taking care of my own wellbeing so that I can operate at my
optimum in as many lines of development as I have available to me. Trust and respect comes
with authenticity and integrity and I hold these principles as dear as any I have listed above.