Create Change By Understanding The Six Logical Levels Of Change In EI Coaching
According to Albert Einstein, “The measure of intelligence is the ability to change.” Also, I think he could have mentioned, the ability to change helps us adapt to an ever-changing environment—a capacity that is sorely needed in our modern, dynamic society.
There are six levels of change, and as we progress through these steps, we create our own algorithm to manage and react to them. In this article, we will explore what these levels are and how you, as a leader, can use them to help individuals transform and raise their level of EI, to achieve lasting personal and professional growth.
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In the realm of EI coaching, an effective approach to understanding how change is implemented is to appreciate that change happens in stages. And in order for you to do that, you must have heightened EI skills. Thus, if you’re a little lacking in this regard, it’s no doubt time to do a little remedial work. But assuming your EI skills are up to snuff, we can go on to talk about using levels of change as an updated algorithm for implementing change.
The Logical Levels Of Change
The concept of the logical levels of change was developed by Robert Dilts—a leading neuro-linguistic programming (NLP) trainer—and provides a structured framework for understanding the hierarchical nature of change.
There are six logical levels, and each one affects the level below it but not the one above it. A level cannot affect the one above it because people tend to operate from a single level, which creates a barrier and prevents them from changing their behavior, as reflected in the level above.
The levels are as follows:
1. Environment: These are the external factors that influence individuals, such as their physical surroundings and the people they interact with. An appreciation of how this level works allows us to understand how and why external factors affect our behavior.0:12ead More
2. Behavior: These are the observable actions and reactions as shaped by stimuli in their environment. Attention to this level reveals patterns and habits and demonstrates how effective our actions are.
3. Capabilities And Skills: These are the competencies, abilities and technical skills people possess. This provides insight into how effectively tasks can be performed to reach an intended outcome.
4. Beliefs And Values: These are the mental models and assumptions, such as principles and philosophies, that guide behavior. It is in this step that we discover what motivates us and how our attitudes shape our actions.
5. Identity: This is the core sense of self, encompassing how a person sees themselves, their mission and aspirations and their role in the world. We use this step to align our identity with our core beliefs and values. Identity is about the question: "Who am I?" Answering this question enables people who are going through change to forge a shared identity with others and act from it.
6. Purpose/Spirituality: This level reflects an individual's higher sense of purpose and connection to something greater than themselves.
At the top of the list, we see the most extrinsic levels. These are the levels that are often the easiest to change. For example, you may be able to change your environment by finding a new job or change your behavior by choosing to act differently.
In contrast, the bottom of the list represents the levels that are the hardest to make changes in. The reason for this hierarchy is obvious: it’s a lot easier to change our environment than it is to change our self-image or spiritual purpose.
The Role Of Logical Levels Of Change In EI Coaching
When looking at how to improve and enhance EI, coaches look to each logical level in order to help individuals identify their strengths and weaknesses and allow them to understand how to make necessary changes.
It all begins with an analysis of the client's current EI across the six levels. This can include assessments, feedback and other evaluation methods.
Questions To Ask
To understand the barriers at each level, here are some questions you can ask the individual:
• Environment: Ask the individual to “step” into their environment and look at what is and isn’t working well for them. What can the client change about this to make improvements?
• Behaviors: Encourage the individual to analyze their behavior and identify which behaviors are helpful compared with the ones that aren’t. What new behaviors can be adopted to enact change?
• Capabilities And Skills: What is the individual currently equipped with to effectively deal with their situation? What additional training or skills are missing that would allow them to manage better? What capabilities do they already have but aren’t using?
• Beliefs And Values: What values does the individual hold that don’t contribute positively to the situation? Are there beliefs that are creating barriers? How can beliefs be changed or adjusted to generate empowerment?
• Identity: Who is the individual, and what do they see themselves as? Do they place labels on themself? Who do they want to become in order to progress? How can they change their self-image by achieving their goals?
• Purpose/Spirituality: What is the individual’s purpose in life? If he or she doesn’t think they have one, what do they want it to be?
The answers to these questions can help you identify which specific logical levels require change and tailor interventions accordingly. The end goal is to align all the levels, so you must work with others at the lowest level where issues are identified. Understanding those logical levels can help us implement the change we desire and become the person we want to be.
As to your own process of welcoming change, EI tools can help you as well as your reports work with and take advantage of a deep understanding of the six logical levels of change. You can learn to communicate more effectively, establish healthy assertiveness patterns, be able to take on a victor mentality and be seen as an inspired and transformational leader.
This article was originally published in Forbes