What is Development?
The term ‘development’ refers to “the expansion in people’s abilities to reflect on and understand their personal and interpersonal worlds made possible by increasing differentiation of one’s self from others and integration of the undifferentiated view into a complex and encompassing view” [2]. Development ranges from the ability to manage complexity, author your own narrative, and your unique voice to transcendence and enlightenment. It moves in two planes, both horizontally and vertically [4].
To give a brief overview of adult development stages, I will use Torbert’s action logic as a guide, and Berger’s forms of mind, which mirror and elaborate on Kegan’s developmental theory lucidly and concisely. Interestingly, Torbert uses the term ‘action logic’ instead of the more traditional term ‘stage’ in his Leadership Development Profile “in an effort to reflect the dynamic, multiple dimensions of the person’s experience, including reasoning and behavior” [1]. The action logics allow for greater flexibility and gradation in its active description of the interconnected phases of human development, which mirror the fluctuations of human progress throughout life.
The following is a succinct outline of Torbert’s seven leadership action logics ranked in descending order of development:
Alchemical– integrate material, spiritual, and societal transformations.
Transforming– generates organizational and personal transformations.
Redefining– reframes complex problems in unique ways.
Achiever– driven by personal and team achievement.
Expert– focuses on logic and expertise.
Diplomat– wants to belong and fit in.
Opportunist– wins for self in any way possible [3].
Berger’s forms of mind are essentially worldviews that reflect ascending tiers of meaning-making capacity, which evolve as the person rises to a higher level of consciousness.
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I empower busy and ambitious executives, business owners, and professionals to go from existing to living so they can gain clarity on their purpose, unlock their potential, and elevate their leadership. I am a certified leadership Coach credentialed by the International Coaching Federation; I have graduated with Honors with a master’s degree in organizational leadership and am a certified emotional resilience, Mentor and Trainer. The Honor Society of the National University nominated me as a presidential member of the National Society of Leadership and Success. I am also a professional Speaker and published Author. In addition, I have had the pleasure of establishing coaching relationships with leaders from different US-based and international organizations.
References
1. Livesay, V. (2013). Exploring the paradoxical role and experience of fallback and developmental theory. San Diego, CA.
2. McCauley , C. D., Drath, H. W., Palus, C. J., O’Connor, P. M., & Baker, B. A. (2006). The use of constructive–developmental theory to advance the understanding of leadership. The Leadership Quarterly, 17(6), 634-653.
3. Rooke, D., & Torbert, W. R. (2005). Seven transformations of leadership. Harvard Business Review, 66-77.
4. Sugarman, L. (2005). Life-span developmental psychology. In L. Sugarman, Life-Span development: Framewors, accounts and strategies (pp. 1-30). Tylor & Francis e-Library.
