Follow on questions that arise

Good segment and a great question to consider.

As many people will be aware, there is a dominant Green centre of gravity in the HR departments of many western corporations. Any idea of assessment that looks like a hierarchy is, at best,  viewed with suspicion. At worst, the introduction of levels of development could lead you to permanent corporate exile.

As you would expect with a Green worldview there is strong bias towards types e.g. Myers Brigs etc.. (when matching people to roles) which is important but, from an integral perspective, not sufficient. This denial of stages is strange in organisations that often have very rigid, hierarchical structures with clear rights and power given to people higher up in the structure. I find it also leads to a frustration amongst senior managers and learning & development professionals who have a mindset of  instant transformation. With a well placed development plan, a coach and a two day management retreat the expected return from individuals over a period of months is enormous. A developmental view would say that this expectation is unfair on everyone and experience says that this leads to disappointment, frustration, loss of motivation and inefficient use of resources trying to battle against nature.

To move forward we need a great integral story to tell green, orange and blue (I know this is problematic but worth some thought), a credible and pragmatic approach to assessment which incorporates lines, types and levels and a separation of transformative practices from translational practices. I’m guessing that the Integral Institute has all of these lying  around in fragments. Wouldn't it be great to bring them together in some coherent way?

BTW. Can't help but notice the freshness about Integral since the launch of the new site. Great work.