Spiral Dynamics
Spiral Dynamics is a scientific theory based on the work of the American psychologist Dr. Clare W. Graves (1914-1986). The model describes how mankind develops both individually and collectively in response to life conditions which are becoming more and more complex. In the case of organizations, as their environment and the market becomes increasingly more complex, they develop new values and ways of organizing to cope with their life conditions. In the course of this development, organizations move through a set of consecutive value systems, which translate into behavior and in organizational structures which are increasingly capable of dealing with complexity.
These changing life conditions and their corresponding value systems, also called ‘value memes’, are assigned a color in the Spiral Dynamics model. Although there are at present eight known value systems, the developmental model is open-ended, since mankind continues to develop in response to changing life conditions. This is a noted difference with Abraham Maslow’s well-known ‘hierarchy of needs’, which is composed of a fixed number of levels. In addition, Spiral Dynamics distinguishes itself from Maslow’s model by linking value systems to the life conditions in response to which they develop.
What follows is a short description of the value systems, or vMemes, as they successively develop in response to changing life conditions:
Beige - survival-driven
The first, least complex and most instinctive value system, which almost doesn’t occur in organizations.
Purple - safety-driven
Emerges in response to conditions of uncertainty, which gives rise to a longing for stability and safety, and where trust is put in the wisdom of the elders. In an organization in which this is the dominant value system, great significance is attached to symbols, rituals and traditions.
Red - power-driven
Emerges in response to conditions in which we have to fight for our survival. An organization operating dominantly at this level relies on power and force; what matters is that others do what you want them to do.
Blue - order-driven
Emerges in response to conditions of instability and turbulence and brings order and structure. In this organization, there’s one best way of doing things, and we are expected to conform to our role now, and reap the benefits later.
Orange - success-driven
Emerges in response to conditions of social stability, in which opportunities are waiting to be seized. In this organization, we find a constant pursuit of improvement and progress, and a strong creative spirit with which to engage competitors.
Green - people-driven
Emerges in response to rampant individualism and materialism. In this organization, the focus is on people and relationships. People are looking for self-actualization and want to work in a climate that is characterized by high levels of trust, openness, and the sharing of feelings and emotions.
Yellow - process-oriented
Emerges in response to crises, increasing complexity and a call for functionality and effectiveness. In this organization, the focus is on processes, capacities and the learning process, and knowledge and expertise play an important role.
Turquoise - wholeness-oriented
Emerges in response to fragmentation and experiences itself as part of an interconnected, holistic system. At present, organizations operating from this value system are rare.
Contact and more information
Realize! uses Spiral Dynamics directly and indirectly in all of its services. For a Spiral Dynamics culture scan, have a look at our Measuring and monitoring services If you're interested in hearing more, or in a workshop on Spiral Dynamics, contact us at info@realize.nl.
Spiral Dynamics is used more and more in organizations, particularly in the areas of change management and leadership. For more information, visit the Dutch website Spiral Dynamics Integral, where you’ll be able to register for trainings and other events.
