Has anyone developed integral tests

Town Square
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Good morning!

Does anybody know whether anyone has developed tests to determine at what (general) stage of development one is? Or specific to any lines of development, for that matter. If so, could you please send me the reference?

Thank you,

Miguel

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Hi Miguel!

StagesInternational.com has tests based on a model like/exactly as Integral. There are also other disparate sites like KolbeInternational.com which test for different parts like instinct/behaviors.

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Many thanks for that!

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You’re welcome! Live long and prosper :vulcan_salute::slight_smile:

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You might also be interested in: A Guide to the Subject-Object Interview: Its Administration and Interpretation by Lahey, Souvaine, and Kegan. The S-O interview guidelines help you identify the participant’s level of development based on Kegan’s levels of mental complexity. (I tried to paste the Amazon link, but it isn’t playing nicely with the Integral Life platform. . .)

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Thank you so much, Lisa!

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Of the more than a hundred developmentalists Wilber used to describe stages, I’m most familiar with what I call the “Loevinger lineage” psychometric profiles:

  • Washington University Sentence Completion Test (SCT) led by Jane Loevinger,
  • Subject-Object Interview (SOI) led by Robert Kegan,
  • Leadership Development Profile (LDP) led by Harthill Consulting (really Susanne Cook-Greuter, Bill Torbert, and Elaine Herdman-Barker),
  • Mature Adult Profile (MAP) led by Susanne Cook-Greuter,
  • Global Leadership Profile (GLP) led by Bill Torbert,
  • The Leadership Circle Profile (LCP) led by Bob Anderson, and
  • Changewise Leadership Agility 360 by Bill Joiner.

As the profile names suggest, some of these have been refined for business leadership. By “familiar” I mean I have discussed their books and papers with those still alive, had three different profiles (including the LDP), and been certified to debrief the GLP and LCP. So feel free to ask follow-up questions!

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This is outstanding, thank you very much.

Psychometrics is not my field at all, but I figured there would have to be something around!

Excuse my naivete, but I’m assuming that all of these tests are for internal use only, meaning you need to be thoroughly trained in implementation and evaluation to be able to access them? If so, which one would you recommend? The idea would be to test members of an organization (for profit or not) to see where they are at and so to get a better sense of the organization’s strengths and challenges.

Thanks again,

Miguel

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That’s right: debriefing these profiles requires thorough training, and scoring the profile requires significantly more training. Recent exceptions are AI scoring: for example, MyWorldView by Global Leadership Associates (GLA, co-founded by Bill Torbert, Elaine Herdman-Barker, and Richard Izard).

For my work in organizational transformation and leadership coaching I use the GLP and (recently) MyWorldView from GLA–which has had the most well-trained and highly experienced scorers I know of–and the LCP:

  • Global Leadership Profile (GLP) is a projective sentence-completion test resulting in a center-of-gravity stage and optional sentence-level personalized commentary and “meaty” debrief;

  • MyWorldView is a scalable (due to AI scoring) digital learning experience that invites comparisons between leader & organization; and

  • The Leadership Circle Profile (LCP) is a 360° assessment that measures Creative Competencies (Orange to early Green) and Reactive Tendencies (Amber-Orange).

Beyond these three that I use because I would recommend them, there are many other options. The Integral community notes that the STAGES model explicitly incorporates AQAL. Some in Agile (where I have worked) use Changewise Leadership Agility 360.

And on the topic of AI scoring there is also a Computerized Lectical Assessment System (CLAS) trained on the Lectical Assessment System (LAS), informed by the model of hierarchical complexity. CLAS provides a complexity level rather than the ego development stage that Loevinger lineage profiles provide. You might think of CLAS as specific lines of development, related to leadership capacities like clarity, collaboration, contextual thinking, decision-making, and perspective coordination. This can identify gaps between the complexity of people’s thinking and the complexity of the job at their management level.

Both ego development theory and the model of hierarchical complexity have their roots in Piaget. As with any field, there are debates—in conference papers, dissertations, journal articles, theses, and white papers—about which model is best and whether computers can capture what matters. And since each theory embodies some of the researcher involved, I see some personal rivalries as well. But I’d be happy to put you in touch with those working with any profile or test I’ve mentioned.