explains why people are different, why some change and others do not. It's about the different VALUES. They determine what we believe, how we think, how we experience - and why we act accordingly.
The eight development stages of Spiral Dynamics (the coloured circles in the competency model) are therefore a tool for identifying problems at their root and transforming them permanently.
In this way, coherent measures can be selected and appropriately placed for individuals, teams and the entire organisation. SD has thus proven itself worldwide as a change compass.
In the diagram below, the eight development stages are differentiated by colour: none is ‘better’ than the next, even if the direction from inside to outside means increased complexity, perception, thinking, awareness and integration.
For sustainable corporate development towards regenerative organisations
... the integral competency model is suitable because it:
1. shows where the organisation is right now.
2. where change and development are needed.
3. how transformation/‘change’ can be implemented. And on four levels:
a - biological
b - psychological
c - social and
d - economic
This enables the causes of problems to be recognised in their depth and effectively transformed. Change processes using SD are characterised by integrity, clarity and compassion for all stakeholders: within teams and organisations, for individuals, communities and entire societies. As a bio-psycho-social systems perspective, it has proven itself worldwide.
Together with Ken Wilber's integral theory (hereafter the ‘i’ behind SD) - the dynamic interplay of individual and organisational developments in the four quadrants - SD combines scientific aspiration with successful implementation, even in complex organisations.
This is how I use SDi in my ‘Creation Lab’ programme, offering individuals and teams access to ‘yellow’ insights and solutions: Drawing ideas from a deep layer of knowledge while synchronising the creative potential within the team.
At derleerer.de I enable people to develop ‘yellow’ skills: consciously directing perception and dealing with feelings and thoughts in a balanced way. Fear gives way to playful joy and the successful creation of complex and new things.
My ‘agent offer’ of organising funding for digitalisation projects and start-ups supports companies and freelancers with regard to long-term financial success - an ‘orange’ value, the fulfilment of which enables further development towards an innovative organisation in ‘yellow’.
The eight development levels in Spiral Dynamics, which I call ‘value attitude levels’, are differentiated by colour. The qualities and values of a level follow one after the other and build on the previous one, but are therefore not better or worse.
![[Translate to English:] Integrales Kompetenzmodell](/fileadmin/_processed_/6/6/csm_Integrales-Kompetenzmodell-IMU_11b1ded671.jpg)
You can download the image as a PDF here.
| Color | Values | Models Methods | Fears |
| Beige | Survival: Fight, Flight or Freeze. Eat, sleep, follow your instincts. | Polyvagal theory, resource activation | Fear of death |
| Purple | Tribe gives security & stability. Rituals, myths and magic create a sense of security in a harsh environment. | Group dynamics with ranks, team building through rituals, myths, religions, stories | Fear of being rejected by the group |
| Red | Ego dominates and frees itself. The will strives for power and strength. | Law of Attraction, resource activation, vision finding (for the individual will) | Fear of weakness and destruction |
| Blue | Rules, duties and punishments result in a hierarchical order. If you function within it, you get security, justice and praise. | Conditioning, contracts, defining clear processes, project management, operators (for teaching & coaching), controlling | Fear of punishment |
| Orange | Effektivität, Erfolg und Anerkennung, Flexibilität, Wissen, Marketing, Branding, Effectiveness, success and recognition, flexibility, knowledge, marketing, branding, business development.Business Development. | Getting Things Done, OKRs, 7 Ways to Effectiveness, Innovation Methods, Coaching as a Business, Gamification, Design Thinking | Fear of failure & loss |
| Green | Community & equality, love, harmony, closeness to nature, sustainability. | Cultivating relationships, mindfulness, SDGs, conflict resolution, trauma integration, Somatic Experiencing, holacracy, mediation, relationships, NVC, personal hero's journey | Fear of conflict |
| Yellow | Self-organisation in intelligent systems, development of potential, meaning, creativity, complex systems. | Organisational design, vision pyramid, systemic questioning techniques, agile methods, facilitation, systemic design thinking | Fear of being overwhelmed |
| Turquoise | Holism, global awareness, transcendence | Overview effect, transcendence, reinventing mindfulness | ... no more fear |