Seeking Deeper Understanding #060

SDTEST^® has 38 different VUCA polls that calculate the 13,643 correlation values between stages of development according to the theory of Spiral Dynamics and answer options of these 38 polls.

We invite curiosity about the systemic mechanisms behind this correlation. There may be hidden variables that provide alternative explanations.

In our analysis of the poll "Gender difference in building self-confidence" (IFD Allensbach), we found an intriguing positive correlation that warrants closer examination:  

0.1178 between the Marriage and the Purple stage. 

The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.1067. This positive correlation of 0.1178 meets the reliability criteria but does not necessarily imply causation.

This positive correlation of 0.1178 between Marriage as a confidence builder and the Purple stage offers meaningful insights when viewed through the lens of the Purple value system:

Organizational Perspective:

Organizations operating within the Purple mindset might interpret this correlation as:

1. Validation that sacred bonds strengthen the collective spirit of the community
2. Confirmation that marriage rituals maintain cosmic harmony and tribal stability
3. Evidence that ancestral traditions of union protect and empower their members

These organizations might respond by:

• Strengthening ceremonial practices surrounding marriage
• Creating sacred spaces for matrimonial rituals
• Preserving and passing down traditional marriage customs

Team Perspective:

Teams operating from a Purple mindset might approach this correlation by:

1. Viewing marriage as a mystical strengthening of the tribal bond
2. Interpreting married members as blessed by ancestral spirits
3. Seeing matrimonial unions as protective circles against uncertainty

These teams might respond by:

• Honoring married members as keepers of sacred traditions
• Creating rituals to celebrate marriages within the group
• Building support systems around married couples as blessed units

Individual Perspective:

Individuals aligned with the Purple value system might interpret this correlation as:

1. Personal validation that marriage connects them to ancestral protection
2. Evidence that their marital bond brings spiritual strength
3. Confirmation that following traditional paths brings divine security

These individuals might respond by:

• Embracing marriage as a source of mystical protection
• Seeking guidance from tribal elders about marital traditions
• Participating in sacred rituals to strengthen their marital bond

This correlation, viewed through the Purple lens, suggests that those operating at the Purple level experience marriage as a profound source of spiritual and ancestral empowerment. It implies that the Purple value system's emphasis on tradition, ritual, and tribal belonging naturally aligns with marriage as a confidence-building force.

The reasons why Marriage might build self-confidence in the Purple stage could include:

1. Spiritual Protection: Marriage provides a sacred shield against negative forces
2. Ancestral Blessing: Unions are blessed by tribal ancestors
3. Community Standing: Marriage elevates one's status within the tribal group
4. Traditional Fulfillment: Following ancestral paths brings divine approval
5. Mystical Security: Marital bonds create protective spiritual circles

This correlation prompts us to consider how traditional value systems view marriage as a source of spiritual and communal strength. It raises important questions about the relationship between sacred unions and personal empowerment.

Ultimately, this correlation highlights how Purple value systems, with their emphasis on tradition, spirituality, and tribal belonging, may naturally recognize marriage as a powerful source of confidence through divine protection and ancestral blessing.

In our analysis of the poll "XING's culture assessment" (Interaction. Imagine a great working environment. Which aspects do you like the most?), we found an intriguing positive correlation that warrants closer examination:  

0.1468 between the People are encouraged to assert themselves and the Red stage. 

The critical value of the correlation coefficient for a non-normal distribution, by Spearman r = 0.0121. This positive correlation of 0.1468 meets the reliability criteria but does not necessarily imply causation.

This positive correlation of 0.1468 between "People are encouraged to assert themselves" and the Red stage offers meaningful insights when viewed through the lens of the Red value system:

Organizational Perspective:

Organizations operating within the Red mindset might interpret this correlation as:

1. Validation that power and dominance drive organizational success
2. Confirmation that encouraging aggressive self-assertion leads to desired outcomes
3. Evidence that a competitive, warrior-like culture produces stronger results

These organizations might respond by:

• Creating environments where power plays are openly rewarded
• Implementing systems that celebrate dominant personalities
• Developing structures that pit individuals against each other for rewards

Team Perspective:

Teams operating from a Red mindset might approach this correlation by:

1. Viewing it as proof that internal competition strengthens the group
2. Interpreting it as validation of survival-of-the-fittest team dynamics
3. Seeing it as evidence that aggressive self-promotion drives team success

These teams might respond by:

• Encouraging direct confrontations to establish dominance
• Creating competitive challenges that reward assertive behavior
• Celebrating those who forcefully claim their territory

Individual Perspective:

Individuals aligned with the Red value system might interpret this correlation as:

1. Personal validation of their aggressive approach to advancement
2. Evidence supporting their belief in power as the path to success
3. Confirmation that forceful self-assertion leads to personal gain

These individuals might respond by:

• Actively seeking opportunities to demonstrate dominance
• Taking bold actions without concern for consequences
• Using intimidation as a tool for personal advancement

This correlation, viewed through the Red lens, suggests that those operating at the Red level naturally thrive in environments that encourage forceful self-assertion. It implies that the Red value system's emphasis on power, dominance, and immediate gratification naturally aligns with aggressive self-promotion.

The reasons why self-assertion might be encouraged in the Red stage could include:

1. Power Dynamics: Direct confrontation establishes clear hierarchies
2. Immediate Results: Aggressive action produces quick wins
3. Natural Selection: Strong personalities naturally rise to the top
4. Territorial Control: Bold assertion helps claim and defend resources
5. Dominance Display: Visible shows of power command respect

This correlation prompts us to consider how power-driven value systems approach personal advancement. It raises important questions about the relationship between assertiveness, dominance, and organizational success.

Ultimately, this correlation highlights how Red value systems, with their emphasis on power, impulsiveness, and immediate gratification, may naturally encourage and reward aggressive self-assertion as a primary path to success and influence.

In our analysis of the poll "Real freedom is," we found an intriguing positive correlation that warrants closer examination:  

0.1460 between the Living without rules or obligations / Disagree and the Blue stage. 

The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.0971. This positive correlation of 0.1460 meets the reliability criteria but does not necessarily imply causation.

This positive correlation of 0.1460 between disagreeing that "Real freedom is living without rules or obligations" and the Blue stage offers meaningful insights when viewed through the lens of the Blue value system:

Organizational Perspective:

Organizations operating within the Blue mindset might interpret this correlation as:

1. Validation that proper order and structure create true freedom through clear boundaries
2. Confirmation that moral codes and regulations provide the framework for righteous living
3. Evidence that adherence to established rules leads to legitimate liberty

These organizations might respond by:

• Strengthening existing regulatory frameworks and policies
• Implementing more comprehensive codes of conduct
• Developing clearer hierarchical structures and reporting lines

Team Perspective:

Teams operating from a Blue mindset might approach this correlation by:

1. Viewing it as confirmation that discipline enables proper functioning
2. Interpreting it as validation of their structured approach to collaboration
3. Seeing it as evidence that following proper protocols creates reliable outcomes

These teams might respond by:

• Establishing more detailed operational procedures
• Creating stricter accountability measures
• Reinforcing chain-of-command principles

Individual Perspective:

Individuals aligned with the Blue value system might interpret this correlation as:

1. Personal validation of their commitment to duty and responsibility
2. Evidence supporting their belief in moral absolutes
3. Confirmation that following rules leads to true personal freedom

These individuals might respond by:

• Deepening their commitment to organizational procedures
• Embracing stricter personal codes of conduct
• Strengthening their adherence to traditional values

This correlation, viewed through the Blue lens, suggests that those operating at the Blue level understand that true freedom comes through proper structure and order. It implies that the Blue value system's emphasis on duty, discipline, and moral authority naturally rejects the notion of freedom as absence of rules.

The reasons why people might disagree with "freedom means no rules" in the Blue stage could include:

1. Moral Framework: Recognition that rules provide essential moral guidance
2. Divine Order: Belief that regulations reflect higher authority's wisdom
3. Structured Liberty: Understanding that true freedom requires proper boundaries
4. Duty-Bound: Seeing obligations as meaningful expressions of purpose
5. Righteous Living: Believing that following rules leads to moral righteousness

This correlation prompts us to consider how traditional value systems view the relationship between freedom and structure. It raises important questions about the role of rules and obligations in creating meaningful liberty.

Ultimately, this correlation highlights how Blue value systems, with their emphasis on order, tradition, and moral authority, may naturally reject the notion that freedom means absence of rules, instead seeing true freedom as the proper fulfillment of duty and obligation.

In our analysis of the poll "AI and the end of civilization" (by Elon Musk), we found an intriguing negative correlation that warrants closer examination:  

-0.1144 between the Artificial intelligence is dangerous to human civilization / Strongly agree and the Orange stage.

The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.0745. This negative correlation of -0.1144 meets the reliability criteria but does not necessarily imply causation.

This negative correlation of -0.1144 between belief in AI danger and the Orange stage, combined with "Strongly disagree," effectively indicates that Orange-stage thinkers tend to reject the notion that AI poses an existential threat. Here's an analysis through the Orange value system lens:

Organizational Perspective:

Organizations operating within the Orange mindset might interpret this correlation as:

1. Validation of their technology-driven, scientific approach to innovation and progress
2. Confirmation that rational analysis trumps emotional fears about technological advancement
3. Evidence supporting their belief that AI is a tool to be mastered through scientific methodology

These organizations might respond by:

• Increasing investment in AI research and development programs
• Implementing data-driven frameworks to measure and optimize AI system performance
• Promoting evidence-based approaches to AI safety and governance

Team Perspective:

Teams operating from an Orange mindset might approach this correlation by:

1. Viewing it as confirmation of their rational, analytical approach to AI development
2. Interpreting it as support for their focus on empirical evidence over speculative fears
3. Seeing it as validation for prioritizing measurable results over theoretical concerns

These teams might respond by:

• Developing more rigorous testing protocols for AI systems
• Encouraging team members to propose data-driven solutions to AI challenges
• Celebrating breakthrough achievements in AI capabilities and control mechanisms

Individual Perspective:

Individuals aligned with the Orange value system might interpret this correlation as:

1. Personal validation of their scientific, rational approach to technological progress
2. Evidence supporting their belief that AI can be controlled through proper engineering
3. Confirmation of their focus on practical applications over theoretical dangers

These individuals might respond by:

• Actively seeking opportunities to work with advanced AI systems
• Viewing their technical expertise as key to ensuring safe AI development
• Using empirical data to counter emotional arguments against AI advancement

This correlation, viewed through the Orange lens, suggests that those operating at the Orange level may be less likely to fear artificial intelligence. It implies that the Orange value system's rationality, scientific approach, and focus on technological progress align with a more optimistic and controlled approach to AI development.

The reasons why Orange-stage thinkers might strongly disagree with AI being dangerous include:

1. Scientific Confidence: They trust in humanity's ability to engineer safe AI systems
2. Empirical Focus: They require concrete evidence rather than speculative scenarios
3. Progress Orientation: They see AI as a tool for advancement rather than a threat
4. Technical Mastery: They believe in human capability to maintain control over AI
5. Rational Analysis: They prioritize data-driven assessment over emotional reactions

This correlation highlights how the Orange value system's emphasis on scientific thinking and technological mastery influences perceptions of AI risk. It raises important questions about balancing technological optimism with responsible development practices.

Ultimately, this correlation highlights the complex interplay between value systems, technological advancement, and societal progress. AI advancement might be seen not as a threat but as a natural and even essential aspect of human evolution in Orange-dominant environments, where scientific methodology and rational control are prioritized over emotional fears.

In our analysis of the poll "Why People Resist Change" (by Siobhán  McHale [1]), we found an intriguing positive correlation that warrants closer examination:  

0.1427 between the Curtailed freedom and the Green stage. 

The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.1272. This positive correlation of 0.1427 meets the reliability criteria but does not necessarily imply causation. 

This positive correlation of 0.1427 between Curtailed Freedom as a reason for change resistance and the Green stage offers intriguing insights when viewed through the lens of the Green value system:

Organizational Perspective:

Organizations operating within the Green mindset might interpret this correlation as:

1. Validation of their commitment to individual autonomy and collective empowerment
2. Confirmation that respect for personal freedom is essential for sustainable change
3. Evidence supporting their belief that organizational transformation must honor human dignity

These organizations might respond by:

• Implementing participatory decision-making processes for change initiatives
• Developing consensus-building approaches that preserve individual agency
• Creating safe spaces for open dialogue about concerns regarding freedom

Team Perspective:

Teams operating from a Green mindset might approach this correlation by:

1. Viewing it as affirmation of their inclusive, collaborative approach to change
2. Interpreting it as support for their focus on emotional and psychological safety
3. Seeing it as validation for prioritizing individual expression within group dynamics

These teams might respond by:

• Facilitating open discussions about personal boundaries and freedoms
• Encouraging team members to co-create change processes
• Celebrating diversity of perspectives and approaches to change

Individual Perspective:

Individuals aligned with the Green value system might interpret this correlation as:

1. Personal validation of their need for autonomy within collective transformation
2. Evidence supporting their belief that authentic self-expression is vital for growth
3. Confirmation of the value they place on personal freedom in communal settings

These individuals might respond by:

• Actively advocating for inclusive change processes
• Viewing their resistance to curtailed freedom as a legitimate concern
• Using their voice to ensure changes respect individual rights and choices

This correlation, viewed through the Green lens, suggests that those operating at the Green level are particularly sensitive to restrictions on personal freedom during change processes. It implies that the Green value system's emphasis on human dignity, authentic expression, and collaborative decision-making makes them especially attuned to potential limitations on individual autonomy.

The reasons why Curtailed Freedom might be a significant concern for change resistance in the Green stage could include:

1. Holistic Awareness: Green values recognize the interconnection between personal freedom and collective well-being
2. Empowerment Focus: Restrictions on freedom may be seen as contradicting principles of individual empowerment
3. Authentic Expression: Limited freedom can inhibit the authentic self-expression valued in Green cultures
4. Collaborative Spirit: Top-down changes that limit freedom conflict with participatory ideals
5. Human Dignity: Curtailed freedom may be viewed as a violation of fundamental human rights and dignity

This correlation prompts us to consider how different value systems influence perceptions of freedom and change. It raises questions about balancing individual autonomy with collective transformation, particularly in contexts where sustainable, inclusive change is crucial.

Ultimately, this correlation highlights the complex interplay between personal freedom, collective evolution, and organizational change. Resistance to curtailed freedom might be seen not as mere obstinance but as a natural expression of Green values' commitment to human dignity and authentic self-expression in change processes.

In our analysis of the poll "What is essential for IT specialists in choosing a job offer?" we found an intriguing negative correlation that warrants closer examination:  

-0.2904 between the Your position level - Junior and younger and the Yellow stage.

The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.1856. This negative correlation of -0.2904 meets the reliability criteria but does not necessarily imply causation.

This negative correlation of -0.2904 between Junior/younger position levels and the Yellow stage offers intriguing insights when viewed through the lens of the Yellow value system:

Organizational Perspective:

Organizations operating within the Yellow mindset might interpret this correlation as:

1. Validation of their systemic understanding that developmental stages require time and experience
2. Confirmation that complex integrative thinking typically emerges through professional maturation
3. Evidence supporting their belief that Yellow consciousness develops through exposure to multiple paradigms

These organizations might respond by:

• Designing developmental pathways that support gradual cognitive evolution
• Implementing mentoring systems that expose juniors to multiple value systems
• Creating learning environments that honor each developmental stage's importance

Team Perspective:

Teams operating from a Yellow mindset might approach this correlation by:

1. Viewing it as natural reflection of developmental progression in professional growth
2. Interpreting it as validation for creating multi-level learning environments
3. Seeing it as confirmation that integrative capabilities develop through experience

These teams might respond by:

• Facilitating exposure to diverse problem-solving approaches
• Encouraging junior members to observe and understand different value systems
• Celebrating growth milestones while maintaining developmental awareness

Individual Perspective:

Individuals aligned with the Yellow value system might interpret this correlation as:

1. Personal recognition of their own developmental journey
2. Evidence supporting their understanding of cognitive evolution in professional settings
3. Confirmation of the time and experience needed for integrative thinking

These individuals might respond by:

• Actively mentoring juniors while honoring their current developmental stage
• Viewing developmental progression as a natural and necessary journey
• Using their experience to create bridges between different levels of understanding

This correlation, viewed through the Yellow lens, suggests that junior positions naturally align less with Yellow thinking patterns, reflecting the time and experience needed to develop integrative consciousness. It implies that Yellow's complex systems thinking and multi-paradigm perspective typically emerge through extensive professional exposure and growth.

The reasons why Junior positions might show less alignment with the Yellow stage could include:

1. Developmental Necessity: Complex integrative thinking typically requires extensive experience
2. Paradigm Exposure: Limited exposure to different value systems in early career stages
3. Cognitive Evolution: The gradual nature of developing meta-systemic awareness
4. Experiential Foundation: The need for varied experiences to develop Yellow consciousness
5. Integration Time: The natural progression required for synthesizing multiple perspectives

This correlation prompts us to consider how professional development influences cognitive evolution. It raises questions about creating supportive environments for growth while honoring each developmental stage's unique value.

Ultimately, this correlation highlights the complex interplay between professional experience, cognitive development, and value system evolution. The lower presence of Yellow thinking in junior positions might be seen not as a limitation but as a natural reflection of the developmental journey toward integrative consciousness.

In our analysis of the poll "12 ways to build trust with others" (by Justin Wright [2]), we found an intriguing positive correlation that warrants closer examination:  

0.1821 between the Be real (Authenticity invites others to do the same) / Agree strongly and the Turquoise stage. 

The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.1348. This positive correlation of 0.1821 meets the reliability criteria but does not necessarily imply causation.

This positive correlation of 0.1821 between "Be Real" as a trust-building approach and the Turquoise stage offers intriguing insights when viewed through the lens of the Turquoise value system:

Organizational Perspective:

Organizations operating within the Turquoise mindset might interpret this correlation as:

1. Validation of their holistic approach to human interconnectedness and authentic relationships
2. Confirmation that genuine self-expression creates resonant field effects across entire systems
3. Evidence supporting their belief that authenticity catalyzes collective consciousness evolution

These organizations might respond by:

• Creating spaces that honor and celebrate authentic self-expression at all levels
• Implementing practices that nurture both individual and collective authenticity
• Fostering environments where vulnerability and transparency are seen as strengths

Team Perspective:

Teams operating from a Turquoise mindset might approach this correlation by:

1. Viewing it as affirmation of authenticity's role in creating quantum leaps in trust
2. Interpreting it as support for their focus on genuine, heart-centered connections
3. Seeing it as validation for prioritizing authentic being over performative doing

These teams might respond by:

• Facilitating deep sharing circles that honor each member's authentic expression
• Encouraging members to bring their whole selves to team interactions
• Celebrating moments of genuine vulnerability as catalysts for collective evolution

Individual Perspective:

Individuals aligned with the Turquoise value system might interpret this correlation as:

1. Personal validation of their commitment to authentic self-expression
2. Evidence supporting their belief in authenticity's ripple effect across systems
3. Confirmation of the transformative power of being genuinely present

These individuals might respond by:

• Actively embodying authenticity as a way to elevate collective consciousness
• Viewing their authentic self-expression as a gift to the larger system
• Using vulnerability as a tool for deepening systemic interconnections

This correlation, viewed through the Turquoise lens, suggests that those operating at the Turquoise level deeply understand authenticity's role in creating quantum shifts in trust and consciousness. It implies that the Turquoise value system's focus on interconnectedness and holistic awareness naturally aligns with authentic self-expression.

The reasons why "Being Real" strongly correlates with the Turquoise stage could include:

1. Systemic Awareness: Recognition that authenticity creates ripple effects throughout entire systems
2. Quantum Understanding: Appreciation of how authentic presence shifts collective fields
3. Holistic Integration: Understanding that true trust emerges from genuine wholeness
4. Universal Connection: Recognition of authenticity as a bridge to universal consciousness
5. Evolutionary Catalyst: Seeing authentic self-expression as key to collective evolution

This correlation prompts us to consider how different levels of consciousness influence trust-building approaches. It raises questions about the relationship between authentic presence and systemic transformation, particularly in contexts where collective evolution is crucial.

Ultimately, this correlation highlights the complex interplay between individual authenticity, collective trust, and systemic evolution. Strong agreement with "Being Real" might be seen as a natural expression of Turquoise consciousness's understanding of the transformative power of authentic presence in elevating entire systems.

We welcome respectful and wise perspectives! Stay tuned every week as we share more results and insights. 

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[1] https://www.linkedin.com/in/mchalesiobhan
[2] https://www.linkedin.com/in/jwmba

Valeri Kosenko

Nyir'ibicuruzwa SaaS SDTEST®

Valerii yujuje ibisabwa nk'umuntu wigisha ibijyanye n'imibereho-psychologue mu 1993 kandi kuva icyo gihe yakoresheje ubumenyi bwe mu micungire y'umushinga.
Valerii yabonye impamyabumenyi y'ikirenga hamwe n'impamyabumenyi n'umuyobozi wa porogaramu mu mwaka wa 2013. Muri gahunda ya Master, yamenyereye umushinga Roadmap (GPM Deutsche Gesellschaft für Projektmanagement e. V.) na Spiral Dynamics.
Valerii ni umwanditsi wo gucukumbura ukutamenya neza V.U.C.A. igitekerezo ukoresheje Spiral Dynamics hamwe n imibare yimibare muri psychologiya, hamwe n’ubushakashatsi 38 mpuzamahanga.