If you encounter resistance from people or teams, you can create space by viewing the situation from the perspective of motivations. This is a completely different viewpoint from which you can better understand why people react the way they do. It also provides you with leverage to better connect (build rapport) and design a more effective intervention.

This approach is based on Spiral Dynamics, a model developed by American psychology professor Clare W. Graves and later expanded by Don Beck and Chris Cowen. In the Netherlands, the training and consultancy firm 'De Boer & Ritsema van Eck' frequently uses this model. They have developed individual and organizational assessments to gain insight into prevailing motivations. They provided us with the following description for this e-learning module.

The Model

The model provides a clear insight into the prevailing motivations, or value systems, within an organization (at individual, team, and organizational levels). Additionally, it explains how motivations develop in response to the environment (problems and challenges). Motivations are neutral; they are neither good nor bad. However, it can be stated that motivations are either effective or ineffective, depending on the situation or circumstances.

In a crisis situation, for example, it is likely impractical to have lengthy meetings where everyone speaks ('Together'). A quick analysis followed by a decisive action and swift implementation will likely be more effective ('Success' combined with 'Energy and Power').

Understanding value systems makes it possible to make statements and predictions about how people perceive, how they communicate, what tensions they feel, what behavior they exhibit, and what emotions arise. Value systems are a good starting point for understanding ourselves and others. The model provides building blocks for leadership and collaboration, effective interventions, effective communication, and maintaining sustainable relationships. It offers insights into potential pitfalls and tensions in interactions with others and how to avoid them. In other words, the model is a valuable tool for strengthening one's role and sustaining the quality of relationships.

The Spiral Dynamics model distinguishes different motivations, also known as value systems:

Example

If I am driven by the value 'Togetherness/Community', I value atmosphere, equality, and attention to one another. I gain energy from appreciation and working together on a project. On the other hand, colleagues who focus on their own correctness or engage in conflicts likely drain my energy. If I am driven by the value 'Success', I derive energy from winning and distinguishing myself from others. I enjoy change and prefer to do things my way.

Note: It is therefore understandable why people with a dominant preference for 'Togetherness' may sometimes struggle to interact pleasantly with those who have a dominant preference for 'Success', and vice versa.

Each value system is characterized by specific expressions. For example, in the red system 'Energy and Power', the actors' primary focus is on gaining as much autonomy and developing as much decisiveness as possible. Whether the expression is effective depends on the demands of the environment. The model's premise is that a team or organization is only effective when there is a match between what drives people and the environment or circumstances they are in.

Measuring Values

DBR has developed a value profile scan based on the insights of Spiral Dynamics. which measures scores on the different values. The scan assists concretely in working deeply on team and organizational development, leadership development, and breaking unwanted patterns.

This scan is highly suitable for measuring the motivations of individuals and teams. For example:

The scan provides valuable insights into:

• The values perceived as essential by each individual and in the team or organization;
• The extent to which individual values of team members align with team values;
• The difference between values of the current team and values of the ideal team desired by the team members;
• Potential obstructive values of the current team.

Conclusion

Spiral Dynamics provides a clear insight into the dynamics within organizations. Learn more about it in the book '(Dutch)by Erik Koenders De Boer & Ritsema van Eck.