Discover the Science of MindLevel

The Subject–Object Interview (SOI) is the research gold standard for assessing how a person currently makes meaning—not just what they prefer or how they feel. It identifies what is still subject (the assumptions and loyalties that “have” us) versus what has become object (the beliefs and patterns we can see, reflect on, and work with). That shift from subject to object is the essence of adult development and the engine of better leadership.

An SOI is a structured, 45–90 minute conversation that elicits real, high-stakes moments—conflict, criticism, change, success, failure. Rather than hypotheticals, the interview draws out live reasoning: how the person frames competing demands, handles ambiguity, integrates feedback, and balances self, role, and system.
Trained scorers analyze transcripts for specific developmental indicators (e.g., stance toward rules and values, handling of trade-offs, ownership of commitments, perspective-taking, time horizon). The result is a developmental profile with a center-of-gravity (e.g., 3(4), 4, 4/5) and evidence of emerging capacities.

Personality tools describe relatively stable traits. The SOI maps capability growth—the person’s current capacity to coordinate more complexity and their next edge of development. Where trait tools label, the SOI diagnoses movement: what must become object next for performance to rise.

MindLevel uses research-grade scoring methods: verbatim transcription, coding against published indicators, and reliability checks to ensure consistency. Reports include the behavioral evidence behind the rating so leaders and managers can see why a result was given—not just the label.

We go beyond broad levels to identify sub-stages and micro-shifts (e.g., moving from role-defined accountability to enterprise ownership; from either/or trade-offs to principled both/and integration). Each micro-shift becomes a targeted practice tied to the person’s day-to-day work.

Every finding is translated into business-relevant capabilities—decision-making, prioritization, accountability, cross-functional influence, change adoption—with concrete do’s/don’ts and sample manager scripts. Insight arrives in the language leaders use.

A streamlined workflow—discovery → SOI → reliable scoring → report → 90-day plan—lets us support large cohorts without diluting quality. Cadenced touchpoints ensure feedback loops and visible behavior change.

Each participant receives a focused plan with 3–5 small-but-decisive practices, stakeholder routines, and observable markers of progress. We anchor development to live business goals so growth and results move together.

Aggregated heatmaps show where a team (or cohort) is developmentally strong, where it stalls, and which next edges will unlock enterprise performance. Leaders get a practical way to aim coaching, staffing, and L&D investments.

At 90 days we review markers, capture evidence of shift, and set the next edge. Development becomes a repeatable operating rhythm—not a one-off event.