"I want something different, but I don't know what." "I feel stuck, without understanding why." These are sentences we hear regularly in coaching conversations. Practical questions that often mask a deeper layer.
The logical levels of change
Robert Dilts's model distinguishes six levels of human experience and change:
- Environment: where do you work, with whom?
- Behaviour: what do you actually do?
- Capabilities: what can you do?
- Beliefs: what do you believe about yourself and your work?
- Identity: who are you in essence?
- Purpose: what drives you, what are you doing it for?
Most career questions start at the level of environment or behaviour: "I want a different job" or "I need to be more assertive." But sustainable change often only emerges when you explore the deeper levels, beliefs, identity and purpose.
The right question at the right level
An effective coach recognises at which level the real question sits. The same sentence, "I doubt whether I am in the right place here", can be explored at the behavioural level (what do you actually do?), at the level of belief (what do you believe about your own capability?), or at the level of identity (who do you want to be in your work?).
Each level calls for a different approach and leads to a different insight.
From practice
A project leader with eight years of experience struggled with self-doubt, despite the creative freedom and trust she received from her manager. Her insecurity turned out not to come from a lack of competence, but from a deeper pattern of self-suppression that traced back to her childhood.
By working at the identity level, who do I want to be, what do I want to contribute?, she found not only more peace, but also a new direction that aligned with her drivers.
The compass conversation
At AVOP we offer the Compass Conversation as a starting point: an in-depth conversation in which we jointly explore your drivers, talents and direction. Not a standard test, but a personal exploration of what gets you moving.