1. Long-term excellence. This has two dimensions: competence and fulfillment.
   
   
   • Competence is a capacity that endures. It is distinct from a goal, which is something you achieve, like getting a promotion or losing ten pounds. Competence helps us achieve particular goals but it stays with us afterwards. For example, speaking in a way that moves people to action can contribute to a promotion. It can also open up new possibilities for our friendships, family life, and health.
      
   • Fulfillment is a deeply felt experience that what we are doing, how we are living, and who we are becoming is meaningful and worthwhile. We are fulfilled when we are held deeply by life, when what once burdened us has lifted. From an individual perspective, the value of fulfillment is self-evident. For organizations, fulfillment is valuable because it promotes long-term commitment and superior outcomes among those working within the organization.
                 
2. Self-correction. When we are self-correcting, we have the capacity to observe discrepancies between what we intend and the actual outcomes, between our espoused values and our actual actions, and then bridge the gap. When clients become self-correcting, they are no longer dependent upon a coach.
    
3. Self-generation. When self-generating, we have the ability to continuously renew ourselves by drawing upon resources from without and within. When clients are self-generating, the development of competence becomes not a final end state but a continuous process.

How do Integral Coaches do this?

• "Manage difficult conversations more skillfully"
• "Speak in a way that moves people to action"
• "Focus each day on what matters most"
• "Develop a sense of calm amid life's turbulence"

• It provides a clear focus and sense of direction for the coaching program.
• It creates a standard by which the coach and client (and, in some cases, the client's organization) can assess the effectiveness of the work.