INTEGRAL STRATEGY is an executive coaching and management consulting company that specializes in the healthcare and higher education sectors. Over the past decade, Art Haines - president and principal - has served over 400 client companies nationwide.

The organization’s efforts have been scattered, ineffective, and not focused on a clear strategy.


The management team has not been able to take action on its strategies and cannot produce consistent results.


They want to build stronger working relationships among meeting participants.


They want to achieve a new level of professional and personal effectiveness.


Despite best efforts, their organization lacks a clear strategy for moving forward and the leadership is not clear about the priorities for intervention.


The Board of Directors does not understand its role in policy-setting and strategy and is preoccupied with day-to-day management.


The leadership team is mired in miscommunication, conflict, and an inability to generate effective action.


The management team has not been able to demonstrate the company's core values and there's a decline in morale, productivity, and collaboration.


The leadership meetings have not resulted in specific outcomes and action plans. As a result, key stakeholders are skeptical about the value of these meetings.


There's a need to reach a working agreement among diverse constituencies where little common ground nor shared interests appear to exist.


They have important, emotionally charged issues that must be addressed.


The Board of Directors and executive management do not understand their respective roles in policy-setting, strategy, and operations.


They have not held planning meetings for several years and need to address long-standing strategic and operational issues.


They have employees that are having difficulties in their positions.


They need to resolve conflict or miscommunications within their leadership team.


They want to create a positive shift in the culture of their leadership team and organization.


Leadership meetings needs to result in specific, actionable plans and results.


They want to hold engaging, fast-paced meetings that encourage and stimulate participation.


They want to integrate team building and planning objectives in a retreat format.


They lead teams that need to be more effective in collaborating in order to achieve important business objectives.


They are stymied by complex, multifaceted business problems that seem to defy solution.


They have high-potential staff in need of development in order to access a new level of effectiveness.


They have taken on new leadership challenges and need to develop new competencies equal to these challenges.


They need assistance in planning and executing critical business-process or planning meetings.