The logical levels model, also recognized as Dilts logical levels, was established by Robert Dilts and Todd Epstein, who were, in turn, influenced by the creation of Gregory Bateson and Bertrand Russell.
The logical levels model is built up of the following six stages: Environment, Behavior, Capability, Beliefs and values, Identity, Spirituality, or connectedness.
We can employ for self-transformation, we can employ the same for the team Transformation.
A leader of the team or a coach can study through these logical layers and influence the team for transformation Journey.
Some of the questions team can propose to commence the journey...
How do we distinguish ourselves?
How do we consider ourselves mainly in terms of what we accomplish? Or the experiences we have?
Or What’s vital to us and what we believe? How do we want to be known as?
Or Who we are as a team? What do people tell about us?
Or how do we describe ourselves in terms of our purpose, or being part of something that’s bigger and further prominent than we are as a team?
The essential concept behind the Logical Levels is that each level has a direct relation to the lower level in the hierarchy.
A transformation on a lower level doesn’t naturally change the levels above. A change on a high level, however, invariably changes the lower levels.
This is exactly like a Pyramid of Layers. The base layer is Environment – this is where we are, and what’s around us – including other people. The vital questions here are “Where are We as a team? What is around us as a team? How does my environment affect my objective? What are my external opportunities or constraints? What kind of individuals do we like to have around us? Where do we get assistance from? Where are my sources? How does our working environment make us feel?
The next level up is Behavior. This is what we literally accomplish? What are our habits? How do we as a team act or react in a given condition? – all these happen in the context of the Environment
The next level is the Capability. This is what we recognize how to do, what we are competent to perform, the skills that we have. What are the skills and abilities that we presently possess that will support us to get the transformations we choose? Which skills we desire, but we have not yet mastered in order to perform the required reforms? So our Behavior is adopted from within our territory of skills – just because we have the expertise to perform something, doesn’t mean we will accomplish it.
The next level up is Values and Beliefs – Values being what’s fundamental to us as a team, and Beliefs being what we believe about ourselves, about other communities, and about how the world works, Why do we believe and value that? What beliefs might help us to get stronger results? Our values are what motivate us – if a goal is essential to us, we will set time and effort into carrying out it happen – and they are again the yardsticks that we adopt to vote if something is right or wrong.
Above that, we have the level of Identity. This is the level of who we are as a team, our sense of self as a team. What we stand for as a team? What is our vision of the team? How is what we are experiencing an interpretation of who we are? How would others represent us?
Finally – we have the level of Purpose or Spirit. This is what we are part of that is more powerful to us than to ourselves; what we feel hooked up to, and what someday we would give up your life for. This is an about team mission. For what reason, we are here? How would we like to be remembered when we are no more team? What greater good do we believe in?
So, if we are wishing to establish change take effect, make assured that the change is taking place at an adequately high level to establish it stick.
Reference: http://www.nlpu.com/Articles/LevelsSummary.htm#:~:text=Dilts,another%20system%2C%20and%20so%20on.
No comments:
Post a Comment