This model is an abstraction like any other. The aim of using this model is about understanding how we can better understand what drives people’s thoughts and behaviour how we can interact with others how our values relate to these stages how we can understand and relate to different organisational environments and importantly whether the development we are seeking or providing, is right for what we, others or the organisation, want to accomplish. Each stage’s value system, fulfils its own function, in the right environment. The intention of this model of development, is not to say that any stage is better than another. Specific contexts require functioning from specific stages of development In this article we will cover each stage all the way to Teal.

This image provides a description of each stage and its related value system.ĭevelopment happens through each value system in sequence. We can better understand what drives or influences people’s thoughts and behaviour.Ī basic version of Ken Wilber’s adaption of the Spiral Dynamics model, for his Integral Theory, is included below. Spiral dynamics can therefore be used to analyse the interaction between people and their work environment. The theory provides an understanding of how people and the environment change through these distinct stages. Importantly people’s value systems represent the way in which they adapt to thrive in their environment. It helps us understand the value systems (what they care about and what motivates them) of different people and organisations, as they move through distinct stages of development.

Spiral Dynamics is a model and language which describes the development of people, organisations and society. Beck and Cristopher Cowan, based on the pioneering work of developmental psychologist Clare W. Ken Wilber, the American writer on transpersonal psychology and his own integral theory, has used and popularised Spiral Dynamics in his work. If you are looking for an overview of this topic and a summary of the Spiral Dynamics levels, jump to the Summary section below. Organisations can be a place in which all employees achieve their potential, whilst benefiting others in a meaningful way. When I read Frederic Laloux’s book, in 2015, it was inspiring to read about real-world examples of organisations, functioning from the different stages of Spiral Dynamics. To support our understanding of Spiral Dynamics, we cover some of the key points and insights, from Reinventing Organizations, by Frederic Laloux. We believe, that Spiral Dynamics is an effective model to understand the value systems and factors that drive where leaders and their organisations want to go, where they are now and what influences their current organisational values, practices and processes. In this article we cover an overview of Ken Wilber’s version of Spiral Dynamics and how it can be used to understand the motivation, development and functioning of people, cultures and organisations.