Quadrant Results
HERE ARE THE RESULTS OF YOUR ANSWERS IN QUADRANT PERCENTAGES. We’ve collected your affirmative responses in the boxes below.
As you can see in your own results, we’re always a combination of approaches across the Quadrants.
We tend to prioritize certain theories of change over others, depending on our background, training, personal preferences, organizational culture, and trends in the field.
However, as practitioners, it’s vital that we are aware and intentional about what theories of change we choose to use, where our biases are, and if we are relying too heavily on one or two approaches to driving scalable, systemic, and transformative change. What is the story your results tell about you, your organization, and the field?
Where can you grow? What might be opportunities to build new capabilities? What underlying assumptions are in need of revisiting and challenging?
Integration Across the Quadrants
The take-away is that we can be much more integrative in our work across these theories of change. Integration across all four of the quadrants will provide the most effective engagement strategies and campaigns. This is because each part works in concert with one another.
We have found the Experiential quadrant is least understood and applied. Many of us have used tactics from social marketing, challenges, pledges, nudges, feedback systems, tools and resources, data visualization, positive and inspiring storytelling—but maybe haven’t addressed people’s Three As, used conversation-based platforms or applied a more emotionally honest approach. This is due to a number of reasons mainly because this orientation reflects a leading edge of our work, research, and innovation in the field. Hence, Project InsideOut’s mission and purpose.
We each have the opportunity, and even mandate, to evolve and level up our work, pilot and test new approaches, and show up as demonstration sites for our collective learning.
How can you use your personal Quadrants of Engagement?
We suggest using this tool to reflect, individually and as a team, on some central questions. What is most influencing your current thinking? Is there anything surprising in what you found? Where do you have the biggest gaps or opportunities to enhance your engagement efforts and facilitate meaningful connections and behavior change? What is the story that emerges about your own, or your organization’s approach to change? And is this the story you wish to continue, or do you want to evolve this into a more integrated approach. Access the downloadable Quadrant with your team as a stand-alone document.
Being a Guide means being integrated across the Quadrants.
Guiding is a way of integrating across the quadrants. It takes what’s best about all of these orientations and brings them together, with a heavy dose from the experiential quadrant—drawing on research from neurosciences, motivational interviewing, psychoanalysis, and different modalities in the health sectors.
What we call experiential shares a systems-thinking approach to the human relationship with our environment and climate change threats, but goes much deeper in trying to understand underlying or subconscious needs and conflicts that ultimately drive attitudes and behavior. Integrating this approach means emphasizing campaigns that involve emotional intelligence to draw meaning on how people unconsciously manage the acute anxieties, conflicts, and dilemmas raised by the issue.
As we illustrate in our work, we believe an integrated approach is the only way to achieve sustainable lifestyle change at scale, due to the presence of anxieties, ambivalence, and aspirations when it comes to transformative change.