The Spiral Dynamics of our Value systems
Ever wondered why people act and think so differently? It's like we all have invisible guides that shape our views and actions. Think of these as growth stages, just like going from a kid to a teenager. These guides are called 'value levels,' and understanding them is the key to making sense of our world and how we can work together.
In our world today, it's hard to ignore the conflicts and wars happening between countries and nations. It's natural to wonder if we've truly evolved as a society or if we're stuck with the same old ways of thinking that people had thousands of years ago.
Discovering Value Levels
Have you ever stopped to think about why people have such diverse ways of thinking and behaving? Well, I've found the answer, and it's all about something called "value levels."
Imagine these value levels as stepping stones of growth, similar to how we grow from being kids to teenagers. They're like invisible guides that shape how we see the world and how we behave. Some people focus on survival, while others are more about teamwork or achieving success.
Understanding these value levels is not only super interesting but also incredibly important, especially for leaders and teams. It's like having a secret map to navigate our differences and make decisions that everyone can get behind. When leaders know which value level they're on, they can lead in a way that matches their values and helps their team thrive.
So, in this post, I want to share why I believe we can evolve and live in a world of peace. This is for you if you're eager to grow your business but feel overwhelmed by managing people and tired of building something that doesn't align with your values. You'll find answers on how to make changes and feel more open to them.
Understanding these different value levels helps us not only understand ourselves but also plan for changes in our leadership as entrepreneurs, team culture, and organizational structure. If you're ready for a change and want to understand why it's so essential, you'll be excited about this concept of different value systems.
The Choice of Value Systems
The value system you choose depends a lot on your leadership maturity and your team's level of consciousness. As you set new goals for growth, your consciousness needs to expand, and you need to focus on new levels of value systems that will guide your behavior and decisions in all situations in both business and life.
Shifting Value Levels for Win-Win Solutions
To back this up, I'll introduce you to the model of the 9 Levels Values system. It was developed by Prof. Graves and later improved by Dr. Rainer Krumm and his team. This system is scientifically proven, and it helps you identify the right value system for your specific leadership situation based on where your business is at.
By understanding these value levels, you'll know exactly which values to embrace and how to act as a leader. This will help you move toward success in both your business and your life.
Uncovering the 9 Levels
The 9 Levels Value Model describes value systems on different levels of consciousness. Measuring our values and understanding our resistance to them helps us see what truly matters, how our subconscious thinking shapes our behavior, and how we can align our values with our actions for a better world.
The 9 levels
The 9 Levels Value Model describes the value systems on different levels of consciousness,
The ability to measure our values and equally the resistance that we have to those values helps us to see exactly what we really value, how we think in our subconscious and what we actually show in our behavior,
The 9 levels model is great for supporting leadership development, and the evolution of organizations by design and creating business and team cultures by design.
We use three different types of values questionnaires depending on what we want to measure and our goals for development:
- The personal values view
- The team values view
- The values of the entire organization
Here is an overview of the 9 levels of value systems:
The model is represented by a spiral, with each stage or level of consciousness building upon the previous one. These stages are referred to as "memes" and are color-coded for easier understanding. Here is a brief overview of the different stages:
The 9 Levels of Values systems model makes our values visible and measurable, enables us to get a deeper understanding of our values and our thinking system and makes it possible to derive change gaols from the illustrative data that the model delivers. It is not a personal typology, but it describes how we as humans think, act, take decisions and build relationshsips and what do we believe than how they are.
The environment constantly changes. We need to adapt to these changes and adapt our thinking, our behavior and our systems . Graves differentiated the world/life conditions and reactions/mind capacities, which influence each other in both directions. World and reactions are interdependent.
Following Graves, development has different stages or levels and on each one of them, humans are searching for the right way to live. Starting with a focus on survival, followed by a need for safety and then for heroic status, solving one level´s problems always brings a set of new ones. That is why Graves´ model is open. New levels can come up in the future, as the world develops new ways of dealing with its challenges. Graves and also Beck/Cowan described 8 different levels and later on Cowan suggested adding a ninth level, which we also include in our 9 levels model. While Graves used letter pairs to name the levels, we decided to go with Beck/Cowan, using colors.
Can we jumo right to level green or yellow?
The levels are passed in order, without the possibility of skipping one of them.
The 9 different value levels of our consciousness development can be described as follows:
Beige level
Beige (Survival Mode): This is the most basic level of human existence, where survival is the primary concern. People at this level are focused on meeting their immediate physical needs, such as food, water, and shelter.
People in Level 1 are in the most basic stage of life and consciousness. They live in small groups or associations which help them secure their needs. Beige is instinct driven and acts intuitively. In the economic arena, this level is fighting for economic survival.
LEADERSHIP STYLE: none- victim of circumstances
ORGANISATIONAL CULTURE: none- focus on personal survival- not being aware of organisations
STATE OF CONSCIOUSNESS: Instinctive Thinking and reaction
VALUE SYSTEMS are related to: Staying alive, physiological needs, Lives for survival safety, protection
LIFESTYLE: Living for survival
Purple level
Purple (Tribal Mode): At this stage, individuals form strong bonds with their tribe or community and adhere to traditional customs and rituals. People form small groups or tribes for mutual protection and support. Beliefs are often based on superstitions and rituals, and the tribe's customs and traditions are highly valued.
People in Level 2 see themselves as members of a clan with the Patriarch or Chief as its leader. The clan offers protection, security and belonging. Everything runs according to a set of rules which is usually not written down but neither is it questioned. Sacrifice and obedience are required. Traditions and customs are maintained.
LEADERSHIP STYLE: King of the Tribe, Patriarch Style
EMPLOYEE ENGAGEMENT: waiting for command, form the boss, obedience, no self initiative.
ORGANISATIONAL CULTURE: Kingdom, Patriarch centric, BOSS
STATE OF CONSCIOUSNESS: feeling protected, fear of getting kicked out of the tribe, not questioning the status, acceptance
VALUE SYSTEMS are related to: Tribe, family, Rituals, Traditions, Rules, Symbols, Hierarchy, We against the rest of the world
LIFESTYLE: serving the family, living in a tribe
THINKING: Tribe over Individual, accepting the reality, protecting the status quo
Red level
Red (Power Mode): In this stage, individuals seek power, dominance, and control. This is often seen in rebellious teenagers or dictators who want to assert themselves and have their way without much regard for others.
People in Level 3 are characterized by their quest for power, independence, and prestige. They use resources for their own benefit, and they are willing to take risks. They don't recognize rules and laws, and they want to be in control. Organizations that are successful and tough are referred to here. Everything is targeted to their own advantage, regardless of the consequences.
LEADERSHIP STYLE: BOSS; Entrepreneur, Gang leader, Business developer, Solopreneur
EMPLOYEE ENGAGEMENT: Limited, but fulfilling commands like clockwork, the ones are waiting for commands and fear of punishment, -the others if they are red themselves overstep boundaries and fight for power or against each other- coworkers, or the boss.
ORGANISATIONAL CULTURE: Top down decisions, top down communication, a hire and fire atmosphere, the boss is taking the decisions, like a general in the army, conflict and intrigues between coworkers.
STATE OF LEADERS CONSCIOUSNESS: fearless, risk taker, independence, powerful, fixed mindset, nobody can be trusted, fight for power and growth, ignoring the other people, focus on personal vision.
VALUE SYSTEMS: Power, glory, glitz, gratification, Lives for Now exploitation, no boundaries
LIFESTYLE: Lives for Now
THINKING: Egocentric
Blue level
Blue (Conventional Mode): This stage emphasizes order, structure, and conformity. Rules, hierarchies, and moral codes are highly valued. It's the stage where organized religion, laws, and systems of authority come into play.
People in Level 4 see themselves as part of a system of rules and look for rules and laws to guide their actions. Fairness is key, and loyalty is rewarded. Blue is characterized by a strong sense of duty and discipline, and identity is obtained through the collective. Hierarchies are stressed, and job descriptions are important.
LEADERSHIP STYLE: Board of Decision makers, Democratic Style, Servant
EMPLOYEE ENGAGEMENT: Fulfilling tasks of the job description, clear boundaries, freedom inside their current job description or position (Silo)
ORGANISATIONAL CULTURE: Clear organizational structure, clear roles and responsibilities, Rituals, Rules and Governance, SOP are written
STATE OF LEADERS CONSCIOUSNESS: Need for planning, creating systems and controlling of the performance
VALUE SYSTEMS: Structure, right, wrong, delivering results, governance, punctuality, respecting boundaries, authority, living for a bigger purpose, finding meaning in the work, morality, accepting the rules, "one-right-way"
LIFESTYLE: Lives for later
THINKING: Fixed Structure - Hierarchy - Fixed mindset
Orange level
Orange (Achievement Mode): In the Orange stage, individuals are more concerned with personal success, ambition, and achievement. The orange stage values success, progress, and material wealth. It's characterized by a focus on innovation, competition, and individualism.
People in Level 5 are always focused on their own success, and are very energetic and determined in pursuing it. They are able to see the big picture, but their success is not necessarily achieved at the expense of others. This is characterized by a clear goal orientation and constant, rapid improvements in performance. They are always looking for ways to improve and cooperate with others to achieve mutual goals.
LEADERSHIP STYLE: Board of Decision Makers: They make decisions together for the organization's success.
Democratic Style: They let the team help decide, but they still want the organization to do well.
Servant Leadership: They help their team, but their main goal is the organization's success.
EMPLOYEE ENGAGEMENT: People are motivated by rewards for doing their job well.
ORGANIZATIONAL CULTURE: The culture is about being the best, making money, and everyone taking responsibility for their work.
STATE OF LEADER'S CONSCIOUSNESS: Leaders care most about their success and their organization's success. They think logically and want to grow.
VALUE SYSTEMS: They care a lot about being successful, having things, and being in charge.
LIFESTYLE: They work hard now to enjoy life later, and they often work a lot.
THINKING: They think carefully, plan, and try to be the best in what they do.
Green level
Green (Communitarian Mode): At this stage, people are concerned with cooperation, community, and social justice. They value equality, diversity, and environmental sustainability. This stage often relates to the rise of social movements and a more inclusive worldview.
People in Level 6 see success as the result of a team effort. They focus on achieving objectives through collaboration and consensus-building. Their goal is long-term collective success. They value relationships and dialogue with their environment more than individual achievement. Compared with blue and orange, green thinks less in absolute terms, but assesses various options. Participation and inclusion are important concepts in terms of co-operation.
LEADERSHIP STYLE: Board of Decision Makers: They make decisions together, and they really care about what everyone thinks.
Democratic Style: They want everyone to help make decisions, and they care about the team's feelings and opinions.
Servant Leadership: They help their team a lot, and they want everyone to be happy and successful.
EMPLOYEE ENGAGEMENT: They want everyone to work together and be happy at work. They care about teamwork and fairness.
ORGANIZATIONAL CULTURE: The culture is about being fair, caring for others, and protecting the environment. They like diversity and teamwork.
STATE OF LEADER'S CONSCIOUSNESS: Leaders care about everyone's well-being, not just their success. They think about the big picture and how everything is connected.
VALUE SYSTEMS: They value fairness, caring for others, and the environment. They want everyone to be happy and have equal chances. Egalitarian, caring for others, Lives for Harmony being authentic, creating community
LIFESTYLE: They work for a better future for everyone, not just for themselves. They want to make the world a better place and value harmony over results.
THINKING: Community centric.They think about what's good for everyone, not just themselves. They want to be fair, kind, and take care of the Earth.
First and second tier
Levels 1 to 6 make up the levels of the first rank. These initial six levels react to the lacks and needs in an individual’s environment. The levels are repeated in the second tier, but at a higher level and with a focus on common sense and sensory needs.
Yellow level
Yellow (Integrative Mode): The Yellow stage represents a shift towards greater flexibility and a holistic perspective. People at this stage can see the value in multiple viewpoints and are more adaptive in their thinking.
People in the 7th or yellow Level, are the first to recognize the advantages of the preceding levels and to use and combine them. . With yellow, the focus is on increasing knowledge, flexibility, competence and independence. Material possessions, power and status are secondary. They think in a multi-perspective and systemic manner and have a large capacity for abstractive thinking. Networks and changing collaborations are the order of the day. Rank and status are not important; instead they focus on expertise and knowledge. Yellow is the beige of the second tier.
LEADERSHIP STYLE: Board of Decision Makers: In management, these leaders make well-thought-out decisions that benefit both the team and the organization.
Democratic Style: They value input from the team before making decisions, aiming for choices that benefit the whole group.
Servant Leadership: They support their team while also ensuring the long-term success and strength of the organization.
EMPLOYEE ENGAGEMENT: In management, they prioritize team collaboration and ongoing learning. Their goal is to enhance the team's skills and knowledge.
ORGANIZATIONAL CULTURE: The management culture emphasizes intelligence, adaptability, and effective problem-solving. They focus on preparing the organization for the future and prioritize learning and meeting everyone's needs.
STATE OF LEADER'S CONSCIOUSNESS: Managers at this level consider the future and seek ways to improve the organization for everyone's benefit. They possess wisdom and a broad perspective.
VALUE SYSTEMS: They value wisdom, continuous learning, and readiness for the future. Their goal is to solve problems and help the entire team excel.
LIFESTYLE: In management, they work diligently to secure a better future for everyone, not just themselves. Their aim is to make the organization smarter and more successful.
THINKING: Managers think carefully, plan for the future, and excel at problem-solving. They strive to enhance everyone's lives using their wisdom and knowledge.
Turquoise level
Turquoise (Holistic Mode): This stage is even more integrated and interconnected, focusing on the well-being of all living beings and the planet as a whole. It's often associated with spiritual and ecological awareness.
People in Level 8 have sustainability and holism as trend-setting maxims for their actions. Turquoise thinks globally, holistically, ecologically, and intuitively. They focus on the well-being of the world and this determines their life and work. This altruistic attitude means they can be both observers, and creators. Turquoise is the purple of the second rank.
LEADERSHIP STYLE: Board of Decision Makers: In management, these leaders make thoughtful decisions that benefit the organization and have a positive impact on the world.
Democratic Style: They value input from everyone and work together to make decisions that benefit the organization and the world.
Servant Leadership: They support their team, focus on long-term success for the organization, and strive to make a positive difference in the world.
EMPLOYEE ENGAGEMENT: In management, they prioritize teamwork, learning, and making a positive impact not just for their team but for the entire world.
ORGANIZATIONAL CULTURE: The management culture emphasizes intelligence, adaptability, addressing global challenges, and environmental responsibility. They prioritize learning and preparing the organization and the world for the future.
STATE OF LEADER'S CONSCIOUSNESS: Managers at this level consider the future and aim to improve not just the organization but also the world. They possess wisdom and a global perspective.
VALUE SYSTEMS: They value wisdom, continuous learning, and preparing for a better future, both for their organization and the entire world. Their goal is to solve significant global problems and help everyone do better.
LIFESTYLE: In management, they work diligently to make the world a smarter, kinder, and better place for everyone, not just for their organization. They are committed to positive global change.
THINKING: Managers think carefully, plan for the future, and excel at solving significant global challenges. They aim to make life better for everyone worldwide by using their wisdom and knowledge.
Coral level
People in Level 9 are the red of the second rank. They are self-centered and live with the knowledge that there are no limits other than those generated by human activity and existence. Thoroughly fulfilled with love and respect for all living things, they will use their charisma to motivate people, break new ground and transcend boundaries. Like the first level, the ninth level is also not a direct subject of the system developed and is therefore not operationalized.
How to get the 9 levels Value system for developing yourself and your team?
The 9 Levels of Value Systems stands for a profound, field-tested and rewarding value-based model for individual, group and organization development. We offers online-based questionnaires and individually generated reports for persons, groups and organizations.
To guarantee the high quality of service I became certifed certified trainer with the 9 levels Institue ito. help our clients
"Unlock Your Best Self with Personal Value System + Coaching"
Your personal values are the compass that guides your life's journey.
Our Personal Value System + Coaching offers you the tools to understand, assess, and enhance your unique value system. We dive deep into your individual values, focusing on one crucial aspect of your life. Just as different hats are worn for various roles, your personal value systems adapt to meet the challenges presented by your environment.
We're here to help you discover and align your values for personal development and coaching tailored to your needs.
Ready to unlock your potential and embark on a journey of self-discovery and growth? Click the link to access your Personal Value System + Coaching Session today
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- Group value system - for team development and team coaching. Comprehending the value system of a team, a department or another group, helps to understand their way of thinking and working. Conflicts, challenges and potentials become more obvious.
Interested? Please send me an email and get support [email protected]
- Organization value system - for the organizational development and optimization of corporate culture. Corporate culture or organizational culture is based on values and value systems, which the employees share and which most executives shape or exemplify. The 9 Levels system enables the measurement of corporate culture and thereby makes it a visible matter to work with.
Interested? Please send me an email and get support [email protected]
