MindLevel

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Discover the Science of MindLevel

MindLevel is based on the gold standard of adult development measures. 

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MindLevel decodes the core layer that directs behavior below the surface.

The Four Core MindLevels

1-Dimensional Thinking

4-Dimensional Thinking

1-Dimensional Thinking

Leadership Strengths

  • Acts decisively based on logic and reasoning.
  • Direct and straightforward in communication.
  • Demonstrates a strong drive to complete tasks.


Leadership Growth Areas

  • Struggles to collaborate or consider team perspectives.
  • Resistant to feedback, difficulty seeing gray areas in situations.
  • Tends to dismiss ideas not aligned with personal conclusions.

2-Dimensional Thinking

4-Dimensional Thinking

1-Dimensional Thinking

Leadership Strengths

  • Aligns team goals with organizational values and expectations.
  • Adheres to company policies and standards consistently.
  • Seeks and values feedback from superiors and peers.


Leadership Growth Areas

  • Struggles to make decisions without external validation.
  • Over-reliance on team consensus, potentially slowing decision-making.
  • Difficulty in challenging established norms or authority.

3-Dimensional Thinking

4-Dimensional Thinking

4-Dimensional Thinking

Leadership Strengths

  • Sets and follows personal leadership principles and values.
  • Makes decisions confidently, even in the face of opposition.
  • Balances team needs with personal leadership style.


Leadership Growth Areas

  • May dismiss valuable external input in favor of personal beliefs.
  • Risk of coming across as stubborn or inflexible.
  • May prioritize

Leadership Strengths

  • Sets and follows personal leadership principles and values.
  • Makes decisions confidently, even in the face of opposition.
  • Balances team needs with personal leadership style.


Leadership Growth Areas

  • May dismiss valuable external input in favor of personal beliefs.
  • Risk of coming across as stubborn or inflexible.
  • May prioritize personal achievements over team or organizational success.

4-Dimensional Thinking

4-Dimensional Thinking

4-Dimensional Thinking

Leadership Strengths

  • Embraces and seeks out multiple perspectives, finds the truth between differences for more comprehensive business insight.
  • Courageous in conflict, naturally invites transformative dialogue and solutions for all parties, including self-transformation
  • Focuses on broader goals beyond personal or immediate organizational suc

Leadership Strengths

  • Embraces and seeks out multiple perspectives, finds the truth between differences for more comprehensive business insight.
  • Courageous in conflict, naturally invites transformative dialogue and solutions for all parties, including self-transformation
  • Focuses on broader goals beyond personal or immediate organizational success, considering the larger ecosystem.


Leadership Growth Areas

  • The constant evolution of approach might be challenging for some team members to keep up with.
  • Risk of overextending in the pursuit of transformative ideas, potentially neglecting foundational processes.
  • The drive for continuous growth and transformation might overshadow short-term goals or immediate needs.

Example MindLevel Report

The Subject-Object Interview (SOI)


What the SOI Measures

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.


How the SOI Works

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.


Why It’s Different from Personality Tests

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.


Scoring & Reliability

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.


How MindLevel Extends the SOI

1) Sub-Stage Precision → Actionable “Next Edges”

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.


2) Leader-Ready Translation

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.


3) Scalable, High-Fidelity Delivery

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.


4) 90-Day Growth Roadmaps

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.


5) Team & Portfolio Analytics (De-Identified)

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.


6) Progress You Can See

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.

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