Inspiration to the following questions: >> How Change Leader Unfold Potential >> What kind of Consciouness Change leader choose to follow Feel Free For Further Inspiration: >> Book "Change Leader inside" at amazon.de >> Blog "Change Leader inside" at www.stefan-goetz.com >> Phone 0049-179-2928382 Stefan Götz >> Email share@changeleaderinside.com

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Our Business World is in the midst of a global
transformation towards it’s 6th wave of innova-
tion, the evolutionary global society, way
beyond the information, knowledge and em-
pathic society. Leaders and change makers all
of the world’s institutions face unprecedented
challenges: climate change, food and water
crises, peak oil, financial and educational
crises, unemployment, social exclusion, and
massive “unforeseeable” disruptive events
such as 9/11, Fukushima, and most recently,
Hurricane Sandy. As the intensity of the dis-
ruptions and conflict surrounding strategic
resources accelerates over the next decades,
new economic frameworks and innovation
capacities will be needed to address the root
causes of these challenges.
“We urgently need new economic thinking and
co-creative leadership capacities to link all key
stakeholders in economic and societal systems,
in order to sense, prototype, and co-create
profound innovation and change. These diverse
stakeholder constella-
tions must include
businesses, entrepre-
neurs, policy makers,
NGOs, media and aca-
demia. Currently, neither
academic institutions nor
conventional leadership
development programs
have the ability to create
such cross-sector collec-
tive leadership and
innovation capacity—let
alone on the scale that is
necessary now” as Otto Scharmer, one of the
leading researcher at MIT points it out.
Alvin Toffler in his book „Rethinking the
Future“ brings it to the point, „the illiterate of
the 21st century will not be those who cannot
read or write, but those who cannot learn,
unlearn and relearn.“ Now a time has come that
brings about a new generation of Change
Leaders who are driven by consciousness and
evolution-based thinking. The generation of
baby boomers, now driving and navigating
multi-billion dollar companies is a dying spe-
cies like dinosaurs before. However business is
following a new framework of individual and
societal evolution that comes from the con-
sciousness of the Generation Y. As a conse-
quence shareconomy, circular economy and
social business are just some of the major
trends we see globally and they are believed to
be amongst the 10 most significant changes to
business in the future as the Times Magazine
outlines. However most of business leaders
have not yet up-dated their consciousness about
this societal and economic paradigm shift. Prof.
Knut Bleicher, former President of Swiss St.
Gallen Business School states, „we work in
yesterday’s structures, with today’s methods,
on tomorrow’s problems, mostly with people
who designed yesterday’s structures, and who
will not be there long enough to see the results
tomorrow. So who are those Change Leaders?
What is their framework of thinking. What kind
of consciousness drives these next generation
leaders?
Key to next generation leaders
is evolutionary consciousness.
Evolutionary Leaders
8 levels of Spiral Dynamics
Ken Wilber, Clare Graves, Don Beck and
Christopher Cowan, US American researchers
have provided an extensive,
global, cross-sector framework
to understand the underlying
principles. It is a set of values
and beliefs that designs coping
strategies individually and
societally to manifest solutions
at any consciousness level.
However, each wave in busi-
ness demands a different level
of consciousness to unfold new
potential. Once we uncode and
discover the essentials of these
8 different levels we can lead
our self and our organization to the next level in
business. Are you ready?
Consciousness Level 1: Beige is Survivalistic
We find this level in humans and
organizations if they are just
focused to survive, concentrating
to fulfill their basic physiological or financial
needs. All action is driven by fear. The solar
industry represent this level at the moment, in
particular in Germany, as many family owned
business go bust or just about, i.e. SolarWorld.
Consciousness Level 2: Purple is Myth
This level is driven by safety as
organizations tend to group as clan
or cartel and they believe in the
myth and follow a mystical leader. Companies
can well develop in this stage like FC Bayern
München, Red Bull or Virgin, since charismatic
owners or presidents drive the myth of the
company, just think of Uli Hoeness (FC Bay-
ern), Dietrich Matechitz (Red Bull) or Richard
Branson (Virgin). However the limits of this
consciousness is most likely linked to the
mythical leader, which is why the next level
unfolds.
Consciousness Level 3: Red is Egocentric
Life and business at this point
resembles to a battleground and
people and organizations at this
stage act accordingly. But then the war is really
just about the leaders own ego, it is purely to
his own benefit and staff, suppliers and other
stakeholders are used as soldiers who have to
follow a command. Some of the following
examples seem partially to represent this level,
i.e. ENRON, Amazon Boss Jeff Bezos and
Formula 1 President Bernie Ecclestone.
Consciousness Level 4: Blue is Authoritarian
Once society and organization
have overcome the restraints of
“red” they develop another
coping strategy to unfold potential. They agree
on a certain sets of rules, law and order. The
advantage being that everyone feels safe when
all actions are taking according to the rules, but
what happens if the framework of life, the
industry and the markets change? Is there yet
an up-dated rule to follow? And besides the
heaviness and slowness that may lie in proce-
dures, rules and orders can really bring down
major corporations. Some of the big organiza-
tions like BOSCH or the European Union
suffer from this “disease”.
Consciousness Level 5: Orange is Achievist
This is the level we would
find most businesses and
organizations in globally at
present. It is the framework of success, of
winning over loosing, of finding the best ra-
tional solution. Major discoveries of the 20th
century were built on this consciousness and
developed unprecedented wealth and welfare to
the industrial world. Growth seemed to be
unlimited and the faster the better. Companies
are driven strategically by long-term planning,
cost-controlling and clear responsibilities
addressed by MBO’s. Organizational structure
is geared both towards functional and market
responsibilities, also called matrix organization.
However the limits of this consciousness are
resources, be it financial (shareholder value),
human (war for talents and burn-out rates),
material (limited access to rare materials locat-
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ed in politically difficult countries) or the
environment (global warming, Great Pacific
Ocean Garbage Patch, extinction of species),
just to name a few. At this stage you will find
globally renowned brands like BMW, Audi,
Mercedes or Apple.
Consciousness Level 6: Green is Egalitarian
As “orange” is limited by it’s
own consciousness “green” will
find new answers to global chal-
lenges. Green believes in partnership, equality
of people, systems and planet. It creates com-
munities, networks and strategic partnerships to
address all of the unsolved issues in “orange”.
Remarkable organizations like Grameen Bank,
Desso, InterfaceFlors, Grameen Danone,
drogeriemarkt dm, Bioland, Demeter, Natur-
land, Hess Natur, Greenpeace, Foodwatch were
found, developed and lead the market into a
new era. The business is people driven; needs
are really taken serious of everyone involved.
Non-violent communication skills, developed
by Marshall Rosenberg, address those needs
and will ultimately find answers for this con-
sciousness. However the risk of “green” is to
stay stuck in the belief that everything and
everyone is equal and needs to get equal pay
and equal appreciation although not everyone
has the same task, responsibility, talent and
mission. At this point some of the organizations
may get stuck in harmony.
Consciousness Level 7: Yellow is Integrative
When “beige” to “green”
is called the first tier
consciousness, “yellow” is
at the start of a whole new consciousness and
business era. We call it second tier. Conscious-
ness at this point means that we leave the limits
of our ego, of the unconsciousness of emotions
behind and prepare ourselves for a much larger
field of potential that comes with a deepened
perception what really is. Most leaders and
organizations at “green” are still imprisoned in
a belief-system, it is this or that solution where-
as “yellow” leaders can see the whole picture
and come up with a more integrated solution
that has never been seen and implemented
before. “Yellow” really is process-driven where
individuals and organization develop intelli-
gence far beyond rationale, emotional and
relationship intelligence. They develop an inner
awareness about their true mission and purpose
to serve the greater good, the 4P’s as we call it.
Purpose, People, Planet and Profit. Change
Leaders will have developed a strong capability
to perceive the greater “scene of life happen-
ing”, called “Presencing” that was designed by
leading researchers like Peter Senge, Otto
Scharmer, Betty Sue Flowers and Joseph
Jaworski. It is a 9 stage process that enables
Change Leaders to download the unfolding of
the wider potential by letting go of any attach-
ment to the ego-mind, stuck emotions and
thoughts of how things have to be. Once they
are really present in the now they are capable to
perceive the true potential of any individual,
organization and situation. It is a strong con-
gruency between purpose, mind, heart and
action. We also call it authenticity that can
bring out second tier solutions that are powerful
beyond “orange” or “green”. As most “orange”
companies are stuck at a 5.9.9 up-date they still
apply the same thinking to copy with a world
7.0 or higher. This reminds me of an interesting
story. “Nan-in, a Japanese master, received a
university professor who came to inquire about
Zen. Nan-in served tea. He poured his visitor's
cup full, and then kept on pouring. The profes-
sor watched the overflow until he no longer
could restrain himself. "It is overfull. No more
will go in!" "Like this cup," Nan-in said, "you
are full of your own opinions and speculations.
How can I show you Zen unless you first empty
your cup?" Communication at this point is
trans-parent, which means that we go beyond
the person and include the true potential that
shows up when the greater purpose is linked
with the mission of that person. You will find a
few highly interesting organizations such as
SEMCO in Brazil run by Ricardo Semler,
TESLA Motors run by Elon Musk, the Young
Global Leaders a global group of Change
Leaders within the framework of the World
Economic Forum in Davos, Fairphone in the
Netherlands and a number of companies based
on the principles of the shareconomy like
car2go, drivenow, flinkster, just to name a few.
Consciousness Level 8: Turquoise is Holistic
When yellow is process driven,
turquoise starts to be evolution
driven which means that anything is
related with anything, globally. A change at one
part of the system will imply a change of
another part, even remote and without any
seemingly direct connection, it is also known as
the Quantum Physics Einstein-Podolsky-Rosen
Experiment. It is an energy-focused holistic
organism, with an intelligence that flows organ-
ically as the dynamic balance of life. Organiza-
tions operate on the base of collective wisdom,
learning from the future as it emerges, senses
order within chaos, lead society-wide transfor-
mations, respond to whole earth challenges,
combining inner,
social, and electron-
ic technologies.
Main qualities are
authenticity, truth
and transparency
combined with a
complex and inte-
grated vision.
Limits or this level
are the risk of
scattering manage-
rial and organiza-
tional efforts, to the
benefit of the com-
mon good and
losing touch with
the primary function of the Yellow organization
that “turquoise” must guide. However what
really drives these organizations is the awaken-
ing humankind to its collective sentience and
global consciousness by relationships full of
curiosity, discovery and synergy. The design
principles of any organization at this level is
Bio-mimicry — the patterns and qualities of the
Nature hold solutions to most of our design
challenges. Life is naturally generative and
wastes nothing. Energy is always present — it
is just a question of channeling it. There is not
yet a corporate raw model to this level, howev-
er organizations like Wikipedia, Linux, Firefox,
airbnb show some interesting elements of it
worth investigating and being inspired about.
Change Leaders master four
quadrants of development
Evolutionary Capabilities
4 quadrant of development
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Such leaders need the wisdom
that enables long-term
thinking, and the courage to
act with agility even in
uncertain conditions, when
all the information is not
necessarily available to cut
through complex knots.
They also need to trust and
strengthen the power of the
collective intelligence and
wisdom of their people.
Where will those qualities
come from? Who are the
future-responsive leaders,
who can manifest them?
They are called Change or Evolu-
tionary Leaders. Evolutionary Leadership is
grounded in a vision of the totality of every
phenomenon, which includes our internal and
external, individual and collective aspects.
They understand that our individual and collec-
tive consciousness have a large impact on the
structure and performance of our organizations,
just as much as the other way around. The four
aspects mentioned above are presented in the
diagram on the left, as the four quadrants
applied to leading organizations. It is patterned
on the underlying AQAL framework introduced
by Ken Wilber, where AQAL stands for “All
Quadrants, All Levels”. The quadrants are not
static. A “level” in AQAL refers to the fact that
within each quadrant there are numerous lines
of development. For example, we can assess the
development of a company in the lower right
quadrant by assessing what stage of develop-
ment its governance structure reached. The
leaders who are committed and capable to
attend and evolve all four quadrants (their
individual consciousness and competences, as
well as, the culture, strategy, and performance
of their organizations) are Change Leaders.
Sometimes, they are also called Evolutionary
Leaders because they care for the well-being of
the whole and all of its parts, as well as for their
evolution to their best future possibility, to
realize their full potential. Change Leaders can
perform their epic function only if they learn
from thinking, sensing, and acting from a
higher level of consciousness than the one that
created the problems they have to deal with.
Reaching it requires training that, typically,
business schools don’t provide.
Most businesses are stuck at “Orange 5.9”,
although a quantum leap is possible and just
about to happen if we allow ourselves to up-
date our own consciousness.
Individual Consciousness
Key to any development in consciousness,
especially from first tier to second tier is to
explore your inner compass of guidance. This
will include your entire reason of being, your
emotions, thoughts and all concepts about your
inner reality like your individual vision, mis-
sion, identity, values, beliefs, talents and com-
petences. As we have discovered over years of
research and practical application in corporate
change programs an inner journey is well-
invested time and resources for any leader as it
will multiply the potential of all 4 fields of
corporate development.
Individual Competence & Communication
As we develop our individual consciousness
research from Daniel Goleman, years ago,
already confirmed that it will create an emo-
tional intelligence way beyond rational intelli-
gence of 5.9. And any development will not
stop as up-dating the capabilities of communi-
cation will create the foundation for further
unfolding of new potential. Typically commu-
nication at “Orange” will center around finding
the best rationale solution whereas in “Green”
the organization will learn to explore the needs
of everyone involved. Non-violent communica-
tion from Marshall Rosenberg will best address
this level but not stop here. In “Yellow” our
communication will not just take care of an
issue, a person but also about the field of
potential that lies in the purpose of the individ-
ual and the organization. Transparent Commu-
nication by Thomas Hübl, built on the princi-
ples of “Presencing” from Otto Scharmer will
best help to prototype new potential to the
company.
Corporate Culture
Corporate Culture at this point does not mean a
nice brochure provided by a PR agency or
another communication expert but a shared
compass of guidance on corporate vision,
mission, identity, beliefs, values and targets
with all stakeholders.
Market, Organization, Strategy & Perfor-
mance
This field will be a direct expression of a well
explored, experienced and anchored inner
compass of guidance both on the individual and
corporate level. If they are congruent to each
other they will drive necessary competences
and communication on one side and perfor-
mance, processes, market, strategy and organi-
zation on the other side.
Change Leaders sense, down-
load and prototype a new busi-
ness era
Evolutionary Competences
5 lines of competences
This approach takes into account and is built
upon 5 very precise lines of competences that
Change Leaders are willing to develop to
unfold second tier individual and organizational
potential.
Individual Consciousness
Individual Consciousness is well captured in
the development lines of self-consciousness,
attitude in relationships, motivation, and will-
ingness to change, fear, trust and thrive to act.
Let’s have a little closer look at the various
dimensions of self-consciousness and attitude.
In accordance to the levels we will see any
leader evolve from an attitude in “red” where it
is just about me, then being cautious, strategic,
empathic and finally present. Can you imagine
what will change in your business, if you just
developed this attitude? And what about your
self-consciousness – from being unconscious
about your thought and emotions, to suppress-
ing them, to being conscious about your
thoughts, then also emotions to finally dispose
of the heart-mind quality that resembles to a
leading-edge telescope to the universe captur-
ing any signal from the unfolding reality. How
would this shift your life and organization?
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Individual Competences & Communication
Once you evolve your Individual Inner Lines
you will see a change and drive also in your
Outer Lines, i.e. self-effectiveness, leadership,
hr development, conflict resolution and facilita-
tion. What do you think changes if you evolved
from fulfilling targets, to perceiving and cata-
lyzing potential by being authentic in any given
business situation? Authenticity at “yellow”
means that you have a “crap-detector” to what
is really true and what isn’t. Your self-
effectiveness becomes a real gift to your organ-
ization since you are in tune with the presence.
You are no longer hanging onto the past that is
gone or to the future that has not yet emerged
as your ego is no longer navigating your sail
boat against the wind to prove you are always
right even if it does not make sense. And what
effects would you expect from solving conflicts
in a different manner. “Red” just defends his
position whereas “green” utilizes the energy
driving the conflict to co-create a new solution.
How would this help develop your organization
beyond traditional change programs, most of
which don’t seem quite to get the job really
done and need themselves an up-date.
Corporate Culture Identity
Once we have evolved individually our focus
changes also onto the Corporate Level. What
really matters here are lines about the relation-
ship with stakeholders, values, communication
culture, work ambiance and loyalty. What
would happen, if the organizational communi-
cation evolved from commands, to order and
rules to a trans-parent, trans-rationale and trans-
personal culture? Just imagine the unfolding of
potential that my come from this area alone.
And what about from shifting the way of
relationship with all stakeholders from radical,
hierarchical, strategic to partnership and co-
creative? I remember, once we had a Blue
Ocean Project going for a major international
supplier. When we suggested that we were
capable of more than just delivering parts
according to specifications, cost, time and
quality the first reaction was a bit distant com-
ing from an old hierarchical belief of stake-
holder relationships. And yet once the project
was approved significant innovative products
and services were designed as everybody on a
partnership level wanted to contribute to a real
benefit to the customer in the market. Would
this be an interesting approach for you?
Market, Strategy, Organization & Perfor-
mance
Last but not least lets have a look at the bottom
line, at the market, strategy, organization and
performance. What could be possible, if we
evolved from one level to another in areas such
as organizational structure, processes, flow of
information, forms of communication, efficien-
cy of resources, payment system, products and
services. How far can you reach out in your
wildest dreams if your organization developed
it’s flow of communication from meetings to
trans-personal and trans-rationale forms? And
finally what would happen if everyone in the
organization involved would turn the organiza-
tional structure from functions and processes to
a fluid field where co-workers would be co-
creatively prototyping sustainable solutions to
the market in an open, flexible and fluid way?
Would you be willing to develop your con-
sciousness this far? Because you felt you could
really make a difference and contribute to the
change of this planet? And now imagine that all
4 fields are interdependent and evolve at the
same time, wouldn’t it be time to up-date in the
most challenging field of Individual Con-
sciousness to quantum leap your company, to a
second tier organization?

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Evolutionary up-dating will
utilize business power for it’s
true purpose to find sustainable
solutions for the planet
Evolutionary Planet
Conclusion
I am deeply convinced that the business is not
at a global downturn at an ever increasing rate
of destroying this planet but at the eve of an
evolutionary quantum-leap to a second tier
society that will actually be driven by global
challenges to come up with sustainable solu-
tions that will embody the planet, the people,
their purpose and profit. It will be addressed
coming from a belief of potential rather than
coming from fear for the disaster we are im-
prisoned at the moment in our thinking.
I remember Dalai Lama once said: “this planet
does not need any more successful people. It
really needs healers, peacemakers, friends,
lovers, integrators, visionaries and courageous
people with hope.” Change Leaders are really
confident and fully responsible people we
desperately need in this world. People who are
passionate and care for all life, who have
developed an authentic life practice with a big
vision that comes from their heart. The vision
of a new society and culture in which everyone
can find his or her place and live up to his or
her true potential. Change Leaders who live this
vision are irresistible and feel the urge to
contribute to the overall change. They really
represent the kind of people Mahatma Gandhi
wished for, “ be the change you want to see in
the world”. For Change Leaders Evolutionary
Leadership is not a better coaching tool or a
better leadership approach in the sense of an
“orange 5.0 awareness” where companies get
more out of less in order to be even more
suceessful. For them it is a must to unfold
organizational and societal potential of the 21st
century.
Would you be this Change Leader?
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