SDTEST® has 28 different VUCA polls that calculate the 9,191 correlation values between stages of development according to the theory of Spiral Dynamics and answer options of these 28 polls.
We invite curiosity about the systemic mechanisms behind this correlation. There may be hidden variables that provide alternative explanations.
0.1632 between the No and the Purple stage.
The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.1125. This positive correlation of 0.1632 meets the reliability criteria but does not necessarily imply causation.
This positive correlation of 0.1632 indicates that the organization does not foster a collaborative culture. The positive correlation with the purple value system suggests that those aligned with purple values are more likely to view the competitive, individualistic culture negatively.
This makes sense, given Purple's emphasis on community, tradition, and group identity over individual interests. People guided by purple values may see an organizational culture that pits employees against each other in competition as detrimental to the collective good. It goes against their communitarian way of life.
Instead, those in the purple stage would likely advocate for a workplace that operates more like an extended family, with knowledge-sharing, cooperation, and care for the group's welfare. They want to feel part of something larger than themselves.
While healthy competition has its place, when taken too far, it can undermine social cohesion. This correlation reminds us that we should maintain our shared humanity in pursuing individual success. A sense of community is vital for human flourishing.
-0.0778 between A good relationship with colleagues and the Red stage.
The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.0647. This negative correlation of -0.0778 meets the reliability criteria but does not necessarily imply causation.
This negative correlation of -0.0778 reveals an interesting dynamic - those operating from the Red value system are less likely to prioritize good relationships with colleagues when job-seeking. This aligns with some of the key traits of Red psychology.
Red is oriented toward power, control, and self-gratification. Red wants to dominate others, not connect with them. Building strong social bonds is not a priority in Red's quest for freedom and conquest. Red values express their strong ego and meet their needs over interpersonal harmony.
In the workplace, Red types are often individualistic and competitive. They focus on their own career advancement over team collaboration. Too much emphasis on group affiliation and colleague approval can constrain Red's assertive nature.
This correlation reveals a potential blind spot that Red should heed. But the ideal approach is harnessing Red's ambition and drive while mitigating its excesses through wisdom. Completely suppressing Red impulses stifles the spark of entrepreneurship and self-actualization. Discernment, not denial, of red is needed.
0.15 between the Finances and Blue stage.
The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.1283. This positive correlation of 0.15 meets the reliability criteria but does not necessarily imply causation.
This positive correlation of 0.15 makes sense, given Blue's orientation toward stability, order, and convention. Finances align with these priorities.
For Blue, having one's financial house in order is a virtue and a mark of proper adulthood. It demonstrates self-control, responsibility, and playing by the rules - core Blue values.
Blue also respects traditional symbols of success like home ownership and savings accounts. These can represent that one has "made it" according to established social standards. Many traditional Blue communities see Financial discipline and prudence as moral virtues.
This correlation shows Blue's wise insistence on accountability and maturity within balance. Yet even Blue's ordered world needs sparks of inspiration and faith in things unseen. Wisdom integrates the material and spiritual.
0.1235 between the Motivating and the Orange stage.
The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.0436. This positive correlation of 0.1235 meets the reliability criteria but does not necessarily imply causation.
This positive correlation of 0.1235 makes sense, as being able to motivate others aligns with several orange traits. Orange is achievement-oriented - focused on driving towards goals and results. They appreciate leaders who can rally their teams towards a shared vision through inspiration.
Orange psychology also values innovation and competence. Leaders who motivate by painting a compelling picture of how the team can grow, improve, and accomplish great things tap into Orange's ambitious spirit.
However, Orange should beware of seeing motivation as just another tool to extract maximum performance. Authentic leadership requires genuine care for people as well as results.
Orange tends to be individualistic, so the communal nature of teamwork may need balancing. Strong motivation emerges from shared identity and purpose, not just personal gain.
This shows Orange's results-focused outlook prizes leaders who can energize teams. However, overreliance on raw motivation can lead to burnout. Sustainable achievement requires self-direction and alignment of values, not just passionate rallies. Nuance is key.
-0.0854 between the Empowering their People and the Green stage.
The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.0459. This negative correlation of -0.0854 meets the reliability criteria but does not necessarily imply causation.
Since empowering people has a negative correlation of -0.0854 with the Green stage, this suggests that contrary to expectations, those with Green values are less likely to view empowering employees as an essential leadership quality.
This reveals an unexpected over-focus on communal values in Green at the expense of recognizing individual needs. In its desire for equality, Green can fail to see that people require autonomy and responsibility to thrive.
Excessive Green conformity and consensus-seeking can discourage empowering individuals to take initiative and authority. Yet doing so is critical for collective success.
This reminds Green it must balance its communal orientation with respect for personal growth. Empowerment should not be seen as threatening the group. Fostering participatory leadership and self-direction for all is essential.
0.0681 between the Yes, 5%, and the Yellow stage.
The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.0669. This positive correlation of 0.0681 meets the reliability criteria but does not necessarily imply causation.
This positive correlation of 0.0681 makes sense, as the flexibility and autonomy of remote work appeal to the Yellow orientation. Yellow is integrative, able to see connections between individual needs and the whole.
While financial reward has its place, Yellow also values personal growth, innovation, and a customized lifestyle. More than a rigid focus on money is required.
Yellow recognizes that rigid policies suited for industrial systems often must be updated today. Individual self-direction trumps one-size-fits-all norms.
Overall, this correlation reflects Yellow's expansive, holistic perspective. Old workplace paradigms are transcended, integrating individual fulfillment and economic realities in an updated way. But prudence remains vital amidst idealism.
0.0514 between the Empathy and the Turquoise stage.
The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.0431. This positive correlation of 0.0514 meets the reliability criteria but does not necessarily imply causation.
This positive correlation of 0.0514 between valuing empathy and the Turquoise value system makes sense, given Turquoise's orientation toward interconnectedness, compassion, and holism.
Turquoise recognizes that we are all part of a more prominent human family and natural order. This fosters an inclusive mindset that seeks to understand different people and perspectives. Turquoise empathy comes from transcending separateness.
In the workplace, Turquoise types tend to see leadership as empowering others, not self-glorification. Serving the well-being of the team and stakeholders matters more than personal status.
Overall, this correlation reflects how Turquoise's expansive care for all of life naturally enhances empathy. Yet wisdom integrates care for people with the discernment to make difficult leadership decisions when required. Unbounded compassion without discernment is naive.
The integrative nature of Turquoise allows it to synthesize big-picture idealism with situational realism. This holistic empathy, tempered by wisdom, leads to purposeful service of the whole.
What insights do you gain from today's correlation? How might we study this relationship more carefully before deducing causation?
We welcome respectful and wise perspectives! Stay tuned every week as we share more results and insights.
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