How do you use the Dilts pyramid to coach your clients on their goals?

Logical Levels, a tool used for understanding and creating change in self or other. Developed by Robert Dilts. This hierarchy of six levels represent different aspects of a person. Analysis of each level provides a deeper perspective and understanding of the problem and hence a sense to know that change at which level might bring the desired change and will be most effective. The levels from bottom to top are: Environment-the where, when, with whom Behaviour -the what Capabilities and Skills-the how Beliefs and Values -the principles, the rules and the motivation Identity - who Purpose/Vision -why, for who all

The logical levels of change (described here as the Dilts pyramid) suggests that change is limited based on the level at which the change occurs, and the higher the level of change, the more profound and lasting the impact can be.

These are known as "neurological" levels, to differentiate from Bateson's Logical Levels. Once, this was thought to suggest that higher levels of change that affect lower levels. However, sometimes, profound change can happen as leverage from different levels, owing to the principle that problems cannot be solved at the level of thinking that created them. For example, trying to train people to become more outspoken (capability) in a culture that vilifies ideas (beliefs/values) would be futile. A relevant change would be to find ways to shift that set of beliefs or values in the first place.

The Dilts pyramid is indeed a powerful tool in coaching, as it highlights the interconnectedness of individual experiences at various levels. Understanding that beliefs and identity significantly influence behavior allows coaches to address deeper root issues rather than just surface-level challenges. By facilitating changes at the higher levels of the pyramid, clients can often achieve transformative results that cascade down to their environment and behaviors. This holistic approach not only fosters personal growth but also empowers clients to create sustainable changes in their lives. As coaches, our role is to guide them in this exploration, helping them to realign their beliefs and identity with their goals.

Environment: Where and when the behavior occurs. Behavior: What actions or behaviors are being taken. Capabilities: Skills and abilities that enable behavior.

NLP contains a large variety of models owing to its modeling methodology. The Neurological Levels are a branch of NLP known as systemic NLP, as popularized by Robert Dilts, whose basis is on what is known as a Unified Field Model that integrates the TOTE model from Miller, Galanter and Pribram, the SCORE model which is Dilts' timeline-based model, which is similar but predates the GROW coaching model, and the Neurological Levels. As a modeling framework, it enables users to become more precise and holistic with their modeling efforts.

I find that when using Logical Levels with clients in consulting, coaching, and in my NLP trainings, it's important to educate them that while changing at the lower levels can be useful, when you shift your belief systems, expand yourself as an identity, and move from purpose it transform at a deeper level thereby making behavior change more natural.

This model is really a problem solving model. When you look at root causes, the Neurological Levels can provide insight after the effective use of the Meta Model, which is a language model of clarification and precision. For intance, a child may be unmotivated to study. But the pattern is intertwined by a mother's constant nagging. While the nagging is intended to move the child, the presence of nagging stymies the child's belief in himself, even when beliefs are changed. When removing the nagging, the child's belief can be adjusted and enacted more easily. By looking at systemic loops of Dilts models, one can better interpret and intervene in systemic influences in behavior.

That's defined by 'big C' and 'small c' coaching... stepping in each level in ascending and descending order, magically reveals what needs to be actually done to successful...for example, people keep on working on a certain level like skills but does not have needed belief and hence is not able to taste the desired success.

The Unified Field Model allows for an intriguing interpretation of models of behavior. It will be insufficient to inquire using the Neurological Levels because the key is to ensure you know the approrpriate perceptual positions (first, second and third position), levels of thinking (the 6 Neurological Levels), moments in time (past, present and future) as well as microbehaviors (Trigger, Operation, Test and Exit) elements to determine the current and desired state. For instance, not attaining fitness goals. The current state might be lethargy due to an intersection of belief, skill and environment. By mapping across to a role model's belief, skillset and environment, one will find that the fitness outcome become easier to attain.

Interventions can be designed through modeling of successful patterns of behavior, modeling each element in the Neurological Levels. Interventions, however, require knowledge about present and desired states. You need to then establish the correct Trigger, correct sequence of Operations, which must be represented the ROLE schematic model to visually show Representation system, Orientation (internal/external), Link (direction of sequencing) and Exit points, and finally Test elements to ensure you know to Exit the intervention, or else use feedback for an iteration of Operations.

This is so important, especially in Business Coaching. The Business is ultimately a product of the owner's mind, so any challenges or issues a business may face will come from the mindset of the owner/leader. When coaching business owners in their growth, I focus on them as a person first and foremost. I identify their personal values and then see how closely they align with their business values. Once we start to uncover any limiting beliefs or negative mindsets I always work to help them shift, pivot, adjust and renew their approach personally. This then always has an immediate effect on their business success. Often, the business's values, mission and vision change as the owner goes through their own transformation journey.

KPI that have many feedback processes are very valuable for the people and the company. One KPI that rings a bell could be amount of goals rached vs planned and then try to evaluate how many of these goals are helping the company to change its status in the market

Environment - Has the client's environment become more conducive to achieving their goals? Behaviour - Assess changes in specific actions or behaviours. Are they engaging in new behaviours and habits that align with their goals? Capabilities - Has the client developed new competencies that help them handle challenges more effectively? Beliefs and Values - Are their beliefs and values now more aligned with their aspirations? Identity - Consider changes in how they see themselves. Do they identify more strongly with their target role or self-image? Spirituality/Purpose - If applicable, discuss any changes in their connection to larger patterns, purposes, or meanings in life. How do these changes support their goals?