Logical Levels: A tool for change
We humans are problem-solving machines. As soon as we hear someone describe a problem, we want to dive right in and get our hands in the proverbial soil. We give advice, tell them a story about how we resolved a similar issue, commiserate, or suggest someone they should talk to who will be able to help.
We often miss the real problem completely
When we step into our automatic ‘fix it’ response to help someone solve a problem, we assume that the problem they’re telling us about really is the problem.
And that’s our first mistake
The problem a person is telling you about isn’t the real problem.
The real problem is how they are thinking about the problem.
You might want to read those last two sentences again.
“We cannot solve our problems with the same thinking we used when we created them.” ~Albert Einstein
By buying into their perception of the problem, we’re reinforcing the same level of thinking — thinking that clearly isn’t working. If it worked they wouldn’t have told you about it because they’d have already solved it.
That’s about as effective as trying to clean a muddy floor with a filthy mop.
When we try to solve someone else’s problem, we’re also sending them a deep, unconscious message. That message is, “You’re incapable of solving the problem, let me take over.” Can you notice the superhero music and dramatic cape flourish?
That’s not our intention
We’re just trying to be helpful. Nevertheless, it often feeds our ego to feel we’ve ‘nailed’ the problem and come up with a solution. “Look at me, the problem-solving wizard!”
What happens to a person’s problem-solving ability when we solve the problem for them?
Nothing!
They don’t learn anything. It’s like giving a man a fish, rather than teaching him to fish for himself. Plus, fishy gifts aren’t great for long-term sustainability.
But if we’re not to ‘help’ by solving the problem, what are we supposed to do?
The most important thing you can do for someone is to listen and encourage them to think about their issue in a different way. While doing so won’t feed your ego in the same way that coming up with a solution might, you’ll assist anyone with a challenge to think about it more creatively.
Remember, the problem isn’t the problem
The way the person is thinking about the problem is the real problem. This means that inspiring more innovative thinking about the issue will often lead them to their own solution.
In conjunction with using reflective listening as outlined in this blog post, here’s how you can encourage someone to solve their own problem using the Logical Levels model.
The Logical Levels Model
Developed by NLP Trainer Robert Dilts, the logical levels framework is a powerful tool for understanding and addressing complex problems by examining them from multiple perspectives. Doing so helps individuals shift their perspective and identify where the real issue lies. It encourages a holistic approach to problem-solving, ensuring that solutions are sustainable and aligned with deeper values and goals.
To change ourselves effectively, we first have to change our perceptions.
~Stephen R. Covey
Although they’re called ‘levels’, each ‘higher’ level isn’t necessarily more important than the levels below; they’re just more abstract. Like the difference between concrete, rubber, and a fluffy cloud.
Using Logical Levels to gain perspective
Using the framework means thinking about what the person with the problem might have missed in their quest for a solution. This demands smart thinking skills and a quick mind. You, as a would-be ‘helper’, need to explore the issue from many angles to determine what the other person might be missing, that would help them find a solution, and then ask relevant questions to guide their thinking processes.
Overview of Logical Levels
Here’s a brief outline of the purpose and usefulness of each level. I’ve given a couple of simple examples for the sake of clarity, and added some exploratory questions you might ask the person with the problem to help guide them through the different levels. Answering these questions will lead to new perspectives, insights and potential solutions.
The bottom level is Environment/Context
Let’s get an understanding of the role this level plays in problem-solving
This level focuses on the external factors that influence the problem. By examining the ‘where’ and ‘when’ of a situation, individuals can gain awareness into how their surroundings and context affect the issue. It’s useful for identifying situational factors and external constraints.
Example: Jane finds that she often gets overwhelmed at work, when there are many interruptions.
Useful questions:
- Where and when does this problem typically occur? Jane notices it happens in the office on Monday mornings.
- Who else or what else is involved or present when this problem arises? Other colleagues who frequently interrupt her with questions.
Behaviour: Analysing actions and reactions for effective problem-solving
This next level addresses the specific actions and reactions of individuals involved in the problem — their behaviour. Understanding behaviours helps pinpoint what actions are contributing to the issue and what changes can be made to alter the outcomes.
Example: John is struggling with procrastination on his project.
Useful questions
- What specific actions are you taking that contribute to this problem? John keeps checking social media instead of working on his project.
- What are you not doing that might help resolve this issue? John is not setting a specific time frame to work without distractions.
Capabilities: Harnessing skills and abilities to overcome challenges
This level explores the skills and abilities that are necessary to solve the problem. It involves assessing whether the individual or organisation has the required knowledge and competencies, and what needs to be developed or enhanced.
Example: Maria is struggling with managing her team.
Questions:
- What skills or knowledge do you think you need to solve this problem? Maria thinks she needs better conflict resolution skills.
- What past experiences or abilities can you draw upon to tackle this issue? Maria remembers successfully managing a smaller team in her previous job using reflective listening techniques.
Values and beliefs: unlock solutions
This level delves into the underlying values and beliefs that drive our behaviour. Beliefs and values shape our perceptions and motivations, so understanding them can reveal why certain solutions are acceptable or not, and what might need to shift to resolve a problem.
Example: Steve struggles with giving presentations at work.
Questions:
- What beliefs do you have about this problem that might be affecting your ability to solve it? Steve believes he isn’t good at public speaking.
- How do your values influence the way you perceive and handle this issue? Steve values perfection and fears making mistakes in public.
Identity: creates alignment with self perception
This level considers the individual’s self-concept and sense of identity. It examines how the problem and potential solutions align with or challenge a person’s identity.
Addressing issues at this level can lead to profound personal change and greater alignment with one’s true self.
Example: Laura feels she’s a creative person, but her job involves lots of routine tasks, making her feel unfulfilled.
Questions:
- How does this problem affect your sense of who you are? Laura feels her job doesn’t allow her to express her creativity, which is a core part of her identity.
- In what ways does solving this problem align with the person you want to be? Finding a way to incorporate creative tasks into her job would make Laura feel more authentic and fulfilled.
Vision or purpose: Connecting to a level beyond just you
The top level connects the problem and its resolution to broader goals and visions. It explores the higher purpose or mission that drives the individual or organisation. By linking problem-solving efforts to a larger purpose, individuals can find greater motivation and meaning in their actions.
Example: Alex is frustrated with the administrative tasks in his role.
Questions:
- What larger purpose or goal does resolving this problem serve? Resolving this problem would allow Alex to focus more on his goal of helping others.
- How does this problem relate to your broader life mission or vision? Alex’s life mission is to make a positive impact on people’s lives, and reducing administrative tasks would enable him to spend more time on direct impact activities.
Understanding the different Logical Levels
Interconnectedness:
All levels are interconnected and influence each other. (The model is sometimes drawn as a series of concentric circles to illustrate this.) A change at a more abstract level (like beliefs and values) should have a profound impact on more concrete levels (like behaviour) as we align what we do with what we believe and value.
An example of non-alignment
One of my corporate clients had their company values engraved on a plaque in their foyer. One of these proudly stated ‘Our people are our most important resource’. Feedback from staff indicated that the behaviours of the senior managers towards their team did not support the company’s stated values.
This had been causing high staff turnover as people didn’t feel valued at all. A reeducation programme trained senior managers in basic coaching, listening and valuing staff. Some senior people were let go. It still took over a year before feedback from staff indicated that the managers behaviours were aligned with stated organisational values.
Conversely, changes in the environment or behaviour can sometimes influence capabilities or beliefs, for example the installation of a new CEO.
Perspective
Higher levels provide a broader and more abstract perspective on the problem. For example, while ‘Environment’ and ‘Behaviours’ are more tangible and observable, ‘Identity’ and ‘Purpose’ are more abstract and deeply rooted in an individual’s or organisation’s core.
Application: Logical Levels
When solving problems, starting at different levels can be beneficial depending on the nature of the issue. Environmental changes might offer quick fixes, such as changing the lighting so people don’t have sore eyes or repairing the air-conditioning to create a comfortable environment. Addressing issues relating to beliefs and identity can lead to deeper, more lasting transformation.
Holistic approach
Using the Logical Levels model to resolve an issue encourages a holistic approach. It ensures that solutions are comprehensive as it considers various dimensions of the issue, rather than just treating the symptoms or rushing to implement the first obvious solution.
By using the Logical Levels model, individuals and organisations can navigate the complexities of their problems more effectively, ensuring solutions are aligned with deeper values and goals.
The Logical Levels model as a framework for change.
In this post I’ve given you simple examples of problems for each level. In reality, any problem can involve several, or all of the Logical Levels. So take this as an introduction to what is essentially a map for change, a deep understanding of which is critical for anyone involved in a coaching role.
You can explore this model in greater depth with examples from your own life first.
If you’re seen as the number one problem solver, guess what?
Everyone will come to you with their problems. That may boost your ego, and who doesn’t love feeling like the hero of the day? But hold your horses for a moment!
Instead of hogging all the glory and perpetuating the cycle of dependency, imagine the incredible impact you can have by empowering others to solve their own problems. You’ll be cultivating a whole team of superheroes, each with their own unique superpowers.
By not solving a problem, but using some of the skills mentioned above, you’ll inspire others to tap into their creativity, boosting their self-confidence, and building resilience. You’re not just giving them a quick fix; you’re giving them the tools to become problem-solving legends themselves.
Imagine the satisfaction of watching someone you’ve guided light up with that “aha!” moment when they crack their own problem. It’s like watching a chick hatch from an egg, or seeing someone finally ‘get’ that tricky dance move you’ve been teaching them.
Pure magic!
Added bonus: when others become more self-sufficient, they won’t flood your inbox or stampede your office with every minor hiccup. You’ll have more time to enjoy your own pursuits, like sipping your favourite beverage, while basking in the glow of your own empowerment efforts.
You could become First-Rate-Facilitator-Coach
Relishing in the joy of seeing others flourish, you’ll be the unsung hero behind a legion of capable, confident problem-solvers. And let’s face it, that’s got to be worth more than a quick ego boost.
It’s a lasting legacy of empowerment and growth. Now, go forth and sprinkle your problem-solving fairy super-hero dust, and watch as those around you transform into the resilient problem-solving champions they were always meant to be.
Personally, it’s as if I have this model imprinted on the back of my mind! It helps prevent me being sucked into the rabbit hole of other people’s problems.
If you’d like another tip to help you help others, you’ll find one here Shhh! The Secret Power Of Silence In Problem Solving.
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And I’d love to hear of any techniques you use to prevent you falling into the trap of other people’s problems.
Tags: Beliefs and values, Change, Motivation and taking action, Perception, Problem solving, Self-awareness, Thinking and mindset
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