Maximizar el rendimiento empresarial con la gestión de activos
Mejorar el rendimiento
Conexiones integrales
Uno de los pasos cruciales en nuestro proceso de descubrimiento es el análisis de su infraestructura SAP actual, tal como está, para construir el sistema y los procesos más adecuados. Empezamos con las directrices básicas estándar de SAP/ERP para empresas, considerando a las personas, el entorno y los procesos de integración.
Desarrollo de liderazgo personalizado
Programas de alineación de capacitación de SAP
Estrategias de facilitación del cambio
Rutas de desempeño continuo
Impulsando un cambio sostenible mediante la formación y el liderazgo
El cambio es constante, pero el éxito no está garantizado.
Más del 60% de los empleados dicen que sus organizaciones no gestionan bien el cambio y casi el 70% de las iniciativas de cambio fracasan debido a la falta de preparación, alineación y apoyo.
En Integral 360 Solutions, creemos que la mejora del rendimiento comienza con una transformación centrada en las personas. Nuestros programas de capacitación van más allá del conocimiento del sistema: ayudamos a los equipos a comprender la importancia del cambio, cómo adaptarse y cómo se refleja el éxito en un entorno dinámico.
Nuestro enfoque para mejorar el rendimiento:
✅ Desarrollo de liderazgo adaptado a los objetivos empresariales en evolución
✅ Programas de capacitación SAP alineados con operaciones reales y roles de equipo
✅ Estrategias de habilitación de cambios que empoderan a todos los niveles de la organización
✅ Rutas de aprendizaje continuo para la adaptabilidad a largo plazo
No solo implementamos SAP: equipamos a los equipos para que se desempeñen, participen y lideren en cada etapa del proceso de transformación.
Nuestra entrega de desempeño
Rol clave de la gerencia media
Elevando el rendimiento
¿Cómo medimos el potencial empresarial?
¿Qué diferencia a Integral 360 Formula?
Adaptabilidad de la gestión del cambio
Ofrecemos estrategias de cambio adaptables que responden a la evolución de su negocio y panorama tecnológico. Nuestro enfoque incluye:
Marcos de cambio ágiles para adaptarse a las prioridades cambiantes y las actualizaciones de SAP.
Evaluaciones de preparación para el cambio para orientar la toma de decisiones estratégicas.
Bucles de retroalimentación y análisis para ajustar tácticas de cambio en función de la entrada del usuario.
Estrategias de empoderamiento para equipar a sus equipos para la resiliencia al cambio a largo plazo.
Modelo de liderazgo integral 360
Los líderes que utilizan el Modelo Integral 360 (véase la Figura 1) y evalúan las habilidades, comienzan por determinar claramente el nivel de competencia del usuario en el sistema SAP. Al ser un sistema integrado, los usuarios deben conocer la integración clave entre los módulos.
Una vez definida la tarea, el líder evalúa la preparación para el desempeño del individuo evaluando dos factores clave:
Nivel de habilidad actual: ¿Cuánto conocimiento, experiencia o habilidad específica para la tarea demuestra actualmente el individuo?
Estilo de accesibilidad: ¿El individuo tiene confianza, está comprometido y motivado para completar la tarea?
Al responder estas preguntas, el líder identifica uno de los cuatro perfiles de preparación comunes, que sirven como base para seleccionar el estilo de liderazgo apropiado:
Bajo nivel de habilidad / Baja accesibilidad
“No sé qué hacer y me frustra que se altere mi rutina actual”.Bajo nivel de habilidad / Alta accesibilidad
“Tengo miedo de aprender un nuevo sistema, pero estoy dispuesto a aprender”.Alto nivel de habilidad / Baja accesibilidad
“Tengo una buena comprensión de mi nivel de habilidad actual, pero no estoy listo para adquirir más conocimientos de un nuevo sistema”.Alto nivel de habilidad / Alta accesibilidad
“Tengo un gran conocimiento de lo que hago y estoy ansioso por dominar un nuevo sistema”.
Este modelo proporciona a los líderes un marco práctico para adaptar su enfoque, mejorar el compromiso individual y desarrollar estrategias de coaching específicas que aceleran el crecimiento y el rendimiento. Es especialmente eficaz en entornos de cambio, como durante las implementaciones de SAP o las transiciones operativas, donde la claridad y la confianza son esenciales.
Our Services & Pricing
🔹 Basic Site Visit & Assessment
A 2–3 hour on-site evaluation of your current system usage, practices, and challenges. Ideal for small to mid-size facilities.
Price: $500 CAD
Includes:
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System walkthrough
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Interviews with key users
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Summary of key gaps & quick wins
🔹 Comprehensive System Assessment
A full-day engagement focused on plant maintenance, integration, and system adoption across teams.
Price: $1,200 CAD
Includes:
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End-to-end workflow review
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Integration and reporting gaps
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Custom recommendations
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Delivery of a comprehensive PDF report within 5 business days
Initial call to discuss $300.00 20 - 30 mins.
Meeting of 2 - 4 discussions your current system usage, practices, and challenges. $500.
A 2–3 hour on-site evaluation of your current system usage, practices, and challenges. Ideal for small to mid-size facilities.
Price: $1500 CAD
Includes:
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System walkthrough
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Interviews with key users
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Summary of key gaps & quick wins
Building Systems of Empowerment and Culture — A Personal Reflection
Aligning Functionality and Processes with SAP® Readiness for Streamlined Performance: A Test of User Willingness & Ability
August 4th, 2025
A Conversation with Lisa Wingson, co-founder and Certified Global Leadership Business Performance Change Strategist and Jeremy Wingson, President at INTEGRAL 360 SOLUTIONS, lead SAP PLANT MAINTENANCE ADVISOR with over 8 years as an SAP Business Analyst for the leading transmission and distribution natural gas company in the western hemisphere.
1. Introduction
Lisa and Jeremy are the parents of two entrepreneurial young men, and have been committed partners in life and business for over 25 years. Together, they co-founded Integral 360 Solutions, where Lisa champions the next generation of leaders through organizational culture transformation, and Jeremy bridges field operations with technical strategy, aligning SAP-integrated performance systems for asset-intensive industries. Their combined approach blends technical acumen with people-centered readiness to deliver measurable outcomes for clients across utilities, mining, oil & gas, and manufacturing.
2. Where People, Process, and Culture Align
Lisa: I’ve often been asked what I “really do.” My journey—anchored in leadership, organizational behavior, and a formal Diploma in Immigration Consulting (with honors) alongside scholarship-supported Interior Design studies at Yorkville University—was unconventional. Yet those experiences taught me something essential: environments—whether built, legal, or organizational—should create access, not barriers. At heart, my work has always been about opening doors for individuals and teams who aren’t starting from the same place.
When we co-founded Integral 360 Solutions, we (my husband Jeremy and I) did so with a clear insight: SAP technology alone doesn’t change performance. Without trust, clarity, and readiness, it risks becoming just another rigid layer in a confusing system. That’s why our work centers on blending training-for-performance and integration expertise in a way that respects where people and processes actually start—and helps them evolve together.
Jeremy: Today, when I step into a boardroom—or even just a team huddle—I lean into humility and curiosity first: Where are people stuck? How are communication systems set up? What beliefs guide their day? Rather than prescribing solutions from a distance, I join them in understanding their “ready‑state,” using tools like our Business Readiness Assessments, empathy-driven training, and leadership alignment workshops to frame transformation as human and strategic at once.
So, when I talk about “systems,” I’m talking about more than just tools or architecture—I’m talking about cultures that pull everyone forward. Because in our view, high‑performing teams aren’t born from technical prowess alone—they’re forged when people at every level—especially those starting from uneven footing—feel seen, supported, and empowered to lead their part.
3. Leadership & SAP Transformation
Lisa: In 2023, I officially partnered with my husband to help deliver large-scale SAP transformation initiatives. By then, I had committed myself to earning the best leadership certifications, with one goal in mind: to design and deliver SAP programs that do more than teach transactions—they prepare people.
Because the truth is, success in SAP isn’t just technical—it’s cultural. You can’t expect a system to thrive if the people using it aren’t ready, aligned, and confident.
What makes our work unique is how we bring technical readiness and human capabilities together. We don’t just roll out functionality and walk away. We start by assessing performance readiness, using levels that range from one to four. Why? Because not everyone starts from the same place. Some employees have the skills and confidence—they’re “ready now.” Others might have the willingness but lack competence, or the other way around. That matters.
From there, we adapt our leadership style—what we call PR1 through PR4. Each style balances task direction and relationship support based on where the individual is in their journey. When applied correctly, this approach meets employees where they are and guides them toward achieving their performance goals.
I’ve invested over two years researching and personally mastering this model of leadership—one driven by the performer but executed by the leader. This wasn’t about theory for me; it was about creating practical solutions that work.
Seeing Jeremy apply these principles on real projects confirmed what I believed: this isn’t just about his ability to influence change. It’s a deeper calling—an approach that needs to be shared—because true transformation happens when leadership and culture align with employee capability and readiness.
This isn’t a “nice-to-have.” It’s essential for success.
4. Real-World Case Studies
From the frontlines, where leadership, language, and culture intersect with SAP.
🌍 Argentina Manufacturing Project (2020)
Jeremy: When the pandemic hit in 2020, I was scheduled to travel to Argentina—but instead ended up leading a steel tube manufacturing implementation of SAP Planning and scheduling application entirely over Zoom from Canada. I had managed projects at the time with companies within North America remotely, it was the first one that had relied heavily on bilingual collaboration. The project manager spoke both English and Spanish; others echoed solely Spanish. I soon discovered that my job was less about consulting of the SAP software than it was about building and coaching with confidence—in both myself and the team on the other side of the camera.
At first, the language barrier seemed like extra distance. But as trust grew, people began asking “why am I doing this?” instead of “what do I click next?” We leaned into individual readiness—skill and willingness—and in doing so, turned resistance into real ownership. Those cross-border teams remain linked today, and their success taught me that empathy builds the bridge before code ever compiles.
⚙️ Utilities & SAP PM Optimization
More recently, Jeremy took on a role merging Supply Chain Optimization and SAP Plant Maintenance (PM) in the utilities sector. He encountered teams working in silos with differing processes and no shared vision. His objectives were redefined business processes, established accurate asset master data governance, and optimized PM strategies—transforming the organization’s approach to maintenance, reliability, and team cohesion.
5. Takeaways from Lisa and Jeremy Model :Business Performance Readiness
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Leadership Transformation: Real change happens at the intersection of technology, training, and trust.
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Empathy and Access: Power comes from building systems that acknowledge and uplift individuals at their starting point.
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Performance Over Privilege: Distinction should be based on ability and alignment—not background or bias.
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Culture as Strategy: A team aligned around a mission-powered vision can overcome technical complexity and thrive.
6. Conclusion & Call to Reflection
Lisa’s journey—from immigration law and design into change-led leadership strategy—anchors a unique blend of technical acumen and people-first transformation.
At a time when industries grapple with rapid digitalization, her message is clear: align purposeful culture and preparedness with technical implementation to create meaningful, lasting impact.
At Integral 360 Solutions
We partner with executive and frontline teams to cultivate high-performing cultures and systems grounded in human performance. We bring expertise in organizational behavior, Business Readiness Assessments, and employee-centric training to activate change readiness across SAP implementations. Our approach aligns business process, technical infrastructure, and human capability into a single, resilient operating rhythm.
Together we build workplaces that don’t merely deploy SAP—they embed it into daily performance, ensuring systems serve people as much as people serve systems.
Culture Movement and Alignment Speed- Integral 360 BUSINESS PERFORMANCE READINESS
Integral 360
SOLUCIONES
I’ve often been asked what I “really do.” My journey has been unconventional—rooted in leadership, organizational behavior, and shaped by formal studies in Immigration Consulting (with honors) and Interior Design at Yorkville University. These experiences taught me a fundamental truth: environments—whether organizational, cultural, or structural—should create access, not barriers.
Beyond my formal career, I also played a key role in supporting our family enterprise, where my sons ventured into manufacturing. Drawing on both my legal training and design background, I was able to step into any area the business required—from operational decisions to creative problem-solving. This hands-on involvement strengthened my management expertise and contributed to the company’s growth, as it scaled operations internationally with plans to expand into global markets. Most importantly, it reinforced my belief that sustainable growth happens when leadership adapts, supports, and empowers others to succeed.
I’ve often been asked what I “really do.” My path has been unconventional—rooted in leadership, organizational behavior, and shaped by formal studies in Immigration Consulting (with honors) and Interior Design at Yorkville University. These experiences taught me a fundamental truth: environments—whether organizational, cultural, or structural—should create access, not barriers. Beyond my formal career, I supported our family enterprise, where my sons ventured into manufacturing. That experience demanded both business acumen and creativity, allowing me to apply my legal training and design background to strategy, customer experience, and problem-solving—ultimately contributing to the growth of a well established trusted national brand.
Today, I bring insights, vision and clarity into my work with organizations, helping leaders align people, culture, and systems for meaningful, sustainable results. With a focus on adaptability, empowerment, and performance, I partner with teams to design environments where individuals and businesses can thrive.