Logical Levels

Neurological levels were proposed by anthropologist Gregory Bateson (1972, 1979) who defined a hierarchy of abstraction including beliefs, values and identity. The model was developed by Robert Dilts into the Dilts' Neuro-logical levels (also known as the logical levels of change and the logical levels of thinking) and has since come under criticism from among others NLP co-creator John Grinder for its logical incoherence (thus demonstrating, some say the NLP Community's enthusiasm for healthy debate!)

Regardless of family squabbles, the usefulness of Logical Levels need only be restricted by our own limitations - or our our need to comply with Authority!.

It is excellent for planning, decision making, and goal setting. It can be a frame work or checklist for ensuring that all the bases have been covered or considered, as an aid for swot analysis, for team or any meetings in which participants subscribe to the notion that gathering High Value Information is preferable to point scoring, petty squabbling and the many ways  which people in groups can squander time and energy.  It is a lamentable truth that many meetings are shockingly awful experiences for every one involved!

Some times the group process is awful because of petty, childish, so-called 'Personality Clashes' i.e. the sulking, spiteful retaliation, temper tantrums and power-plays that result from the group as a whole or particular individuals lacking Emotional Intelligence, and sometimes the awfulness ensues from straightforward incompetence in those who are supposed to be chairing or facilitating.

The Logical Levels will not resolve these or any other problems, but the model, especially if combined with, for example, the WFO (Well Formed Outcomes) frame, can certainly help to clarify thinking and facilitate understanding.

 Levels

 Comments 
 EnergyThe energy or attitude that you bring to situations and relationships. If you are a timid, frightened sort of person, or if you relate to people from a one-down position (psychologically) your energy could be depleted or fearful. From a one-up position, you can be perceived as an oppressive bully. 
 Relationship What and how you communicate is an expression of your relationship with yourself, with others, with ideas and events.
The company you keep, the friendships you make, keep or drop, the colleagues to whom you turn for support, or turn away from in disgust – all these reveal something about your identity.		 
 Identity Who do you think you are? Everything you do partly answers that question! When you look in the mirror, do you see the person you’d like to be, or someone you wouldn’t really want to know? 
 Values What are your personal guiding principles? How do other people know? Do you live by those principles? Do you treat other people with respect ? Do the things you say and do make it obvious that you value yourself - and others?  
 Beliefs Is your internal dialogue positive or negative? Do you have limiting beliefs about yourself or your world? Do you ‘rehearse’ failure (I won’t be able to…? They won’t listen / care / believe / support…What’s the point, I always mess up…)?

Do you have life affirming beliefs: “I can learn from my mistakes."? It is my Right to say ‘No!’ It is OK to day-dream. My feelings are valid.

 
 Capabilities What skills do you have that you may not be using
e.g. listening?Assertiveness? Negotiations? Presentation? Observation? Questioning? Thinking, reasoning or Social skills?
What skills do you need to develop or to improve? 		 
 Behaviour What actions and reactions serve you in this context? What do you need to do differently? How do you want other people  to act?  
 Environment Do problems occur at specific times and places? When it is not a problem, what makes the difference?  What constraints or opportunities does the environment present? 

The following links, from Wikipedia could also be of interest: