a masterclass in evolutionary coaching handout

A MASTERCLASS IN EVOLUTIONARY COACHINGA Values-based Approach to Unleashing Human Potential

Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com

2

Richard Barrett’s Books

1998

2006

2010

2011

2012

Learning Modules:Leading SelfLeading a TeamLeading an OrganisationLeading in Society

Update and new research

2013


3

Evolutionary Coaching


A values-based approach to

unleashing human potential

2010

2012

2013

2014


4


Questions I want to address in this workshop:

1. What is Evolutionary Coaching?

2. How is Evolutionary Coaching different from normal coaching?

3. What resources and tools can I call on to learn about, and practice, evolutionary coaching?


5


Workshop Content:

1. What is Evolutionary Coaching?

2. Stages of Psychological Development(Exercise: Values, Beliefs and Behaviours)(Exercise: Where am I on the SPD scale?)

3. Coaching Tools:Does my organisation fit me? (Exercise: IVA)Do I fit my organisation? (Exercise: LVA)


6

Performance vs. Evolutionary Coaching

Performance coaching is about helping people meet the goals they have at the level of psychological development they have reached. This is performance with a little “p”.

Evolutionary coaching is also about performance; but performance with a big “P”.

Performance with a big “P” is about human emergence; not just helping people become more proficient at what they do, but becoming more proficient at life—actively participating in evolution.


7


“This is a book for coaches: but it is not a book about the skills and techniques of coaching. It is a book about the framework of human development that coaches need to be familiar with in order to facilitate the full emergence of their client’s potential.”


A values-based approach to

unleashing human potential

2014


8

Chapter Headings

PrefaceForewordPart 1: Theory

Chapter 1: IntroductionChapter 2: Understanding evolutionChapter 3: Understanding the evolution of consciousnessChapter 4: Understanding the evolution of the human mind/brainChapter 5: Understanding psychological developmentChapter 6: Understanding cultural evolutionChapter 7: Understanding the evolution of decision-making

Part 2: PracticeChapter 8: What are my values?Chapter 9: What stage of development have I reached? Chapter 10: What levels of consciousness am I operating from? Chapter 11: What stage of evolution has my organisation reached? Chapter 12: What stage of evolution has my community/society reached?


9

Physical Evolution

The Evolution of Human Consciousness

Survival

Relationship

Self-esteem

Transformation

Internal cohesion

Making a difference

ServiceWith the emergence of Homo

Sapiens, evolution shifted from physical evolution to consciousness evolution

Evol

ution

of P

erso

nal C

onsc

ious

ness


10

Consciousness

Consciousness is awareness with a purpose and the purpose is always to establish and maintain internal stability and external equilibrium at the stage of psychological development you have reached and the stages of psychological development you have passed through—satisfy your needs.


11


No matter what type of coach you are, it is important to recognize that every individual you are working with is on evolutionary journey—a natural journey of psychological development that is common to every member of the human race.


12


Evolutionary coaching helps people understand what stage they have reached in their develop-mental journey, what stages remain, and what stages they have passed through.


13

Stages of Psychological Development

Every goal your clients are trying to achieve, every challenge they are facing, and every choice they have to make is in some way influenced by or related to the needs of the stage of psychological development they have reached or the stages of psychological development they have already passed through but have not yet mastered.


14


Surviving: Staying alive and healthy in the best possible conditions.

Conforming: Keeping safe and secure by staying loyal to your family, kin and culture.

Differentiating: Distinguishing yourself from the crowd by honing your skills and talents.

Individuating: Letting go of the aspects of your parental and cultural conditioning that no longer serve you.

Self-actualizing: Becoming more fully who you are by leading a values- and purpose-driven life.

Integrating: Aligning with others who share the same values and purpose to create a better world.

Serving: Fulfilling your destiny by caring for the well-being of humanity and/or the planet.

Evol

ution

of P

erso

nal C

onsc

ious

ness


15

Basic Needs and Growth Needs








Growth Needs

Basic Needs

Evol

ution

of P

erso

nal C

onsc

ious

ness


16

What We Value at Each Stage








Financial stability, wealth, employment opportunities, health and safety.

Open communication, friendship, loyalty, caring, recognition, tradition, rituals.

Pride, productivity, efficiency, quality, professional growth, confidence, excellence.

Independence, adaptability, continuous learning, personal growth, balance, adventure, courage.

Trust, fairness, honesty, integrity, openness, transparency, enthusiasm, commitment.

Collaboration, alliances, environmental awareness, personal fulfilment, empathy.

Social responsibility, social justice, wisdom, compassion, humility, forgiveness, ecology.


17

Values, Needs and Motivations

If you know what your values are then you know what stage of psychological development you are operating from and what stages you have passed through where you still have unmet needs.


18

Values Exercise: Hand-out

On Line: www.valuescentre.com/pva


19

Values, Beliefs and BehavioursThis exercise takes about 15 minutes

1. Choose 3 values that are important to you and enter them in the left hand column of the worksheet

EXAMPLE: Clarity

2. Write down your beliefs that support this value in middle column

EXAMPLE: Clarity bring focus to decision making

3. Write down the behaviours you exhibit that support this value

EXAMPLE: Seek many opinions, synthesize multiple data points to understand the big picture


20

What We Value at Each Stage
















21

A Map of the Territory

If you are taking people to a place they have never been before, you need the best map of the territory you can find: it also helps if you have explored the territory yourself.


22

Where are You on this Journey?

Understanding where you are (the coach) on this journey is just as important as under-standing where your clients are. If you know where you are, then you will know how far you can take your clients before you enter unknown territory.


23

AT ANY GIVEN MOMENT IN TIME, the values that are most important to you are a reflection of the stage of psychological development you have reached and your unmet basic needs.

Our needs (what we value) have always been, and always will be the principal drivers of our behaviors and actions.

What motivates us is the satisfaction of our needs


24

SPD Exercise: Hand-out

Where are you?Where are your clients?

Acting out.


25

SPD/LC Overview of task

Need requirements

Values

Serving/Service

Fulfilling your destiny by caring for the well-being of humanity and/or the planet.

Satisfying your need to lead a life of selfless service for the well-being of the disadvantaged and the Earth’s life support systems.

Social responsibility, social justice, future generations, compassion, humility, forgiveness, wisdom, long-term perspective, ecology.

Integrating/Making a difference

Aligning with others who share the same values and purpose to create a better world.

Satisfying your need to make a difference in the world by actualizing your purpose.

Collaboration, alliances and partnerships, environmental awareness, personal fulfillment, empathy.

Self-actualizing/ Internal cohesion

Becoming more fully who you are by leading a values- and purpose-driven life.

Satisfying your need to find meaning through activities or work you are passionate about.

Trust, fairness, honesty, integrity, openness, transparency, enthusiasm, commitment, authenticity.

Individuating/Transformation

Letting go of the aspects of your conditioning that no longer serve you.

Satisfying your need for freedom, and independence by becoming accountable for your life.


Differentiating/ Self-esteem

Distinguishing yourself from the crowd by honing your skills and talents.

Satisfying your need for recognition and acknowledge-ment for your skills and talents.


Conforming/ Relationship

Keeping safe and secure by staying loyal to your family, kin and culture.

Satisfying your need for love, respect and belonging at home and work.


Surviving/ Survival

Staying alive and healthy in the best conditions possible.

Satisfying your physiological and nutritional needs.



26

Acting Out (Improvisation of each stage)
















27

Parental Programming and Cultural Conditioning

We come into life with our own unique preferences, qualities and talents.

By the time we become young adults, who we are is a complex mixture of our unique self overlaid by layers of parental programming and cultural conditioning.

What happens to most of us is our unique self—the person we were born to become—gets pushed into the background.


28

Parental Programming and Cultural Conditioning

By the time we reach physical maturity we are the prisoners of our parental programming and cultural conditioning.

The persona we display to the world is not our unique self, but our false self: a self with a socialized mind.

If the gap between our persona and our unique self is wide, we will feel uncomfortable—a sense of unease about who we are and what we are supposed to do. We may even feel lost and get depressed.


29

Cultural Context

Every person you have as a client is embedded in multiple cultural contexts: a family context, an organisational context, a community context, a societal context and perhaps a religious context.

The level of psychological development of the cultures your client are embedded in will either support or hinder their psychological develop-ment.


30

Cultural Evolution-World Views

SURVIVAL: Hunter gatherers

TRIBAL: Agricultural and pastoral farming

POWER: Empire builders the big boss

AUTHORITY: Religious and royal hierarchies

STATUS: Knowledge and wealth creators

PEOPLE: Democracy and shared values

INTEGRATIVE: Systemic/pragmatic approach

HOLISTIC: Everything is connected

Evol

ution

of S

ocia

l Con

scio

usne

ss

For more information see Spiral Dynamics


31

Universal Stages of Evolution


World Views Examples

CooperatingServing Holistic Global thought leaders

Integrating Integrative Conscious business leaders

Bonding Self-actualizing

PeopleIceland, Norway, Sweden, Finland, Denmark, CanadaIndividuating

Becoming viable and independent

Differentiating

Status Australia, UK, USA, Germany, France, Italy

Authority Iran, Iraq

Power China, Syria, North Korea

Conforming Tribal Sub-Saharan Africa

Surviving Survival Remote Jungle bands


32


Your job as an evolutionary coach is to help your clients break down the bars of the prisons they have constructed for themselves (parental programming and cultural conditioning) so they can unmask their false selves, discover their true selves and grow and develop the inborn gifts and talents of their unique selves. This is how you help your clients reach full human emergence.


33


Evolutionary coaching is about helping people find out who they really are and become all they can become—helping them to individuate and fully self-actualize—so they can be truly independent.


34

Three Stages of Mind Development

In Immunity to Change Robert Kegan and Lisa Laskow Lahey identify three plateaus of adult psychological development (ability to handle complexity)—the socialized mind, the self-authoring mind and self-transforming mind.

Robert Kegan and Lisa Laskow Lahey, Immunity to Change (Boston: Harvard Business School Publishing), 2009, pp.16-21.


35

Three Stages of Mind Development

THE SOCIALISED MIND is focused on meeting its survival, relationship and self-esteem needs. People operating with a socialised mind think of their work as a job—a way of earning a living. They may enjoy their work and colleagues, but are not passionate about what they do.

THE SELF-AUTHORING MIND is focused on achievement and ambition. People operating with a self-authoring mind seek opportunities for advancement. They think of their work as career—a pathway to a better future.

THE SELF-TRANSFORMING MIND is focused on leading a values and purpose-driven life. People operating with a self-transforming mind see their work as a mission. They want to leave a legacy and be of service to the world.


36

Complexity of Thinking

THE SOCIALISED (Dependent) MINDCommunication is strongly influenced by what others need to hear so it can fit into its social context. Filters what it hears so that it can maintain alignment with others. Limited ability for independent thinking.

THE SELF-AUTHORING (Independent) MINDCommunication is strongly influenced by what others need to hear to further its agenda. It places a priority on receiving information that supports its mission. Prisoner to its filter.

THE SELF-TRANSFORMING (Interdependent) MINDThis mind is not a prisoner to its filter. It can stand back and look at it, not just through it. Open to considering different perspectives and modifying its thinking and direction.


37

Motivating the Socialized Mind

SURVIVAL: Opportunities to earn income and/or receive benefits that are sufficient to take care of your needs.

RELATIONSHIP: Opportunities to live/work in a congenial atmosphere where people respect and care about each other..

SELF-ESTEEM: Opportunities to learn and grow professionally with feedback and coaching from people you respect.


38

Motivating the Self-Authoring Mind

TRANSFORMATION: Opportunities for adventure, and challenges that allow you to explore and hone your gifts and talents.

INTERNAL COHESION: Opportunities to learn and grow personally by aligning your work with your values and purpose.


39

Motivating the Self-Transforming Mind

MAKING A DIFFERENCE: Opportunities to leverage your actions by aligning with others who share the same values and purpose.

SERVICE:Opportunities to serve others and/or care for the well-being of the Earth’s life support systems.


40

SPD and Types of Mind








Socialized Mind

Self-authoring Mind

Self-transforming Mind

Evol

ution

of P

erso

nal C

onsc

ious

ness


41

The Universal Stages of Evolution

From the Big Bang … to the Present Day Stage 3:

And as life conditions become even more complex, group structures then cooperate with each other to form a higher order entity.

Stage 2: As life conditions become more complex, entities bond with each other to create viable independent group structures.

Stage 1:Entities learn how to become viable and independent in their frameworks of existence.

Energy Atoms Molecules Cells Organisms Creatures Homo sapiens

Evol

ution


42

SPD and Stages of Evolution








Becoming viable and

independent in your

framework of existence

Bonding to form a group structure

Cooperating to form a higher order entity

Evol

ution

of P

erso

nal C

onsc

ious

ness

The Seven Levels of Consciousness Model

Origins of the Cultural Transformation Tools

Growth NeedsWhen these needs are fulfilled they do not go away, they engender deeper levels of motivation and commitment.

Deficiency NeedsAn individual gains no sense of lasting satisfaction from being able to meet these needs, but feels a sense of anxiety if these needs are not met.

Physiological

Safety

Love & Belonging

Self-esteem

Know and Understand

Abraham Maslow

Self Actualization

N e e d s C o n s c i o u s n e s s

Self-Actualization

Richard Barrett

Safety

Love & Belonging

Self-esteem

Physiological

Safety

Love & Belonging

Self-esteem

Know and Understand

Abraham Maslow

Maslow’s Needs to Barrett’s Consciousness

Maslow’s Needs to Barrett’s Consciousness

N e e d s C o n s c i o u s n e s s

1. Expansion of self-actualization into multiple levels.

2. Substitute ‘states of

consciousness’ for hierarchy of needs.

3. Each state of consciousness

is defined by specific

values and behaviours.

Service

Making a difference

Internal Cohesion

Transformation

Self-esteem

Relationship

SurvivalPhysiological

Safety

Love & Belonging

Self-esteem

Know and Understand

Stages in the Development of Personal Consciousness

Positive Focus / Excessive Focus

Service

Making a difference

Internal Cohesion

Transformation

Self-esteem

Relationship

SurvivalFinancial Security & SafetyCreating a safe secure environment for self and significant others. Control, greed , …

BelongingFeeling a personal sense of belonging, feeling loved by self and others. Being liked, blame, …

Self-worth Feeling a positive sense of pride in self and ability to manage your life. Power, status, …

Personal GrowthUnderstanding your deepest motivations, experiencing responsible freedom by letting go of your fears

Finding Personal MeaningUncovering your sense of purpose and creating a vision for the future you want to create

Collaborating with PartnersWorking with others to make a positive difference by actively implementing your purpose and vision

Service to Humanity and the PlanetDevoting your life in self-less service to your purpose and vision

Positive Focus / Excessive Focus

Financial StabilityShareholder value, organisational growth, employee health, safety. Control, corruption, greed, …

BelongingLoyalty, open communication, customer satisfaction, friendship. Manipulation, blame, …

High PerformanceSystems, processes, quality, best practices, pride in performance. Bureaucracy, complacency, …

Continuous Renewal and LearningAccountability, adaptability, empowerment, teamwork, goals orientation, personal growth

Building Corporate CommunityShared values, vision, commitment, integrity, trust, passion, creativity, openness, transparency

Strategic Alliances and PartnershipsEnvironmental awareness, community involvement, employee fulfillment, coaching/mentoring

Service To Humanity And The PlanetSocial responsibility, future generations, long-term perspective, ethics, compassion, humility

Stages in the Development of Organizational Consciousness

Service

Making a difference

Internal Cohesion

Transformation

Self-esteem

Relationship

Survival

Placement of Values by Level

Top Ten Values

1. tradition (L) (59)

2. diversity (54)

3. control (L) (53)

4. goals orientation (46)

5. knowledge (43)

6. creativity (42)

7. productivity (37)

8. image (L) (36)

9. profit (36)

10. open communication (31)

10

42 5

7

9

6

8

3

110

Current Culture 100 Employees

Service

Making a difference

Internal Cohesion

Transformation

Self-esteem

Relationship

Survival

Distribution of Values by LevelCurrent Culture 100 Employees

11%

1

2

3

4

5

6

7

Cultural Entropy

Service

Making a difference

Internal Cohesion

Transformation

Self-esteem

Relationship

Survival


51

What is Cultural Entropy?

The amount of energy that is consumed in an organisation doing unnecessary or unproductive work that does not add value.

It is a measure of the conflict, friction and frustration that employees encounter in their day-to-day activities that prevent the organisation from operating at peak performance.


52

Cultural entropy is a function of the personal entropy of the current leaders of an organisation and institutional legacy of past leaders as embedded in the structures, systems, policies and procedures.

How Does Cultural Entropy Arise?

Does my organisation fit me?

Personal Values

Pick ten values/behaviours that most reflect who you are, not who you desired to become.

Current Culture Values

Pick ten values/behaviours that most reflect how your organisation currently operates.

Desired Culture Values

Pick ten values/behaviours that, in your opinion, are essential for your organisation to achieve

its highest performance.


57

Examples of Individual Values Assessments


58

Highly Engaged Employees

Highly engaged employees identify with the company. They care passionately about the future of the company. They bring passion and purpose to their work. They are willing to invest their discretionary effort to make

the company a success. They want the company to do the right thing. They want to feel pride in the way the company behaves.

Do I fit my organisation?


60

What is Personal Entropy?

Personal entropy is the amount of fear-driven energy that a person expresses in his or her day-

to-day interactions with other people.

It is a measure of a lack of a person’s lack of personal mastery skills. Fear-driven energy arises from the

conscious and subconscious fear-based beliefs of the ego about meeting its deficiency needs.

Level 7

Level 6

Level 5

Level 4

Level 3

Level 2

Level 1

Darth's Values Assessors' Top 11 Values

Matches 2

Darth Vader

ambitious Level 3

courage Level 4

creativity Level 5

excellence Level 3

integrity Level 5

long-term perspective Level 7

passion Level 5

results orientation Level 3

strategic alliances Level 6

vision Level 7

Orange = Values match P = Positive I = IndividualL = Potentially Limiting R = Relationship

(white circle) O = organisational

Leadership Values Plot Copyright 2008 Barrett Values Centre August 2008

achievement Level 3

authoritarian (L) Level 1

being the best Level 3

competitive (L) Level 2

demanding (L) Level 2

determination Level 4

excellence Level 3

knowledge Level 4

power (L) Level 3

results orientation Level 3

risk-taking Level 4

PL = 10-0 | IRO (P) = 7-0-3 | IRO (L) = 0-0-0 PL = 7-4 | IRO (P) = 6-0-1 | IRO (L) = 0-4-0

How Darth sees

himself

How Others see

Darth

Matching Values

0%

0%

0%

0%

0%

30%

30%

10%

20%

10%

0% 20% 40% 60%

1

2

3

4

5

6

7

9%

18%

9%

0%

0%

36%

0%

0%

0%

27%

0% 20% 40% 60%

1

2

3

4

5

6

7

Darth Vader

C

T

S

C = Common GoodT = TransformationS = Self-Interest

Positive ValuesPotentially Limiting Values

CTS = 60-10-30Entropy = 0%

CTS = 0-27-73Entropy = 36%

Darth's Values

Assessors' Values

Leadership Distribution Copyright 2008 Barrett Values Centre August 2008

Level of Personal Entropy

Cultural Evolution Begins with Personal Evolution

power (L) 11 Level 3

blame (L) 10 Level 2

demanding (L) 10 Level 2

manipulative (L) 10 Level 2

experience 9 Level 3

controlling (L) 8 Level 1

arrogant (L) 7 Level 3

authoritarian (L) 6 Level 1

exploitative (L) 6 Level 1

ruthless (L) 6 Level 1

1. short-term focus (L) 13 Level 1

2. blame (L) 11 Level 2

3. manipulation (L) 10 Level 2

4. caution (L) 7 Level 1

5. cynicism (L) 7 Level 3

6. bureaucracy (L) 6 Level 3

7. control (L) 6 Level 1

8. cost reduction 5 Level 1

9. empire building (L) 5 Level 2

10. image (L) 5 Level 3

11. long hours (L) 5 Level 3

LV A Feedback 14 Assessors

PL = 1-9 | IRO (P) = 1-0-0 | IRO (L) = 1-8-0

CVA Current Culture

PL= 1-10 | IROS (P)= 0-0-1-0 | IROS (L)= 2-4-4-0

Cultural Entropy 38% Personal Entropy 64%

Culture Values Leader’s Values

The culture ofan organisationis a reflectionof leadership consciousness.

continuous learning 11 Level 4

generosity 11 Level 5

commitment 10 Level 5

positive attitude 10 Level 5

vision 10 Level 7

ambitious 9 Level 3

making a difference 8 Level 6

results orientation 8 Level 3

honesty 7 Level 5

integrity 7 Level 5

intuition 7 Level 6

leadership developer 7 Level 6

1. customer satisfaction 16 Level 2

2. commitment 11 Level 5

3. continuous learning 11 Level 4

4. making a difference 11 Level 6

5. global perspective 9 Level 3

6. mentoring 9 Level 6

7. enthusiasm 8 Level 5

8. leadership development 8 Level 6

9. integrity 7 Level 5

10. open communication 7 Level 2

11. optimism 7 Level 5

12. shared values 7 Level 5

CVA Current Culture

PL= 12-0 | IROS (P)= 4-2-5-1 | IROS (L)= 0-0-0-0

LVA Feedback 27 Assessors

PL = 12-0 | IRO (P) = 9-1-2 | IRO (L) = 0-0-0

Cultural Evolution Begins with Personal Evolution

Cultural Entropy 7% Personal Entropy 9%

Culture Values Leader’s Values

The culture ofan organisationis a reflectionof leadership consciousness.

Internal Cohesion

Internal Cohesion


65

What Low Entropy Leaders Focus on …

Based on 3600 Leadership Values Feedback carried out on 100 leaders from 19 countries (2008-2010).

Commitment *Controlling (L)Ambitious Results orientationDemanding (L)ExperienceGoals orientationAuthoritarian (L)Humor/fun * Power (L)

Commitment *Positive attitude * Accessible Teamwork Trustworthy * Integrity *AccountabilityCustomer satisfactionEnthusiasm *Fairness *

Low Entropy Leaders (0-6%)

High Entropy Leaders (21%+)

Values that address employees needs and create internal cohesion

Internal Cohesion*

Self- Esteem


66

Examples of Leadership Values Assessments

a masterclass in evolutionary coaching handout

Technology