Leadership & the Map of Consciousness


I woke up this morning with a clarity that I should share with you some of the fascinating

Courage & Map of Consciousness

Is this courage or what!

leadership research I’ve been doing over the last six months.

Have you heard of the Map of Consciousness? I doubt it. It’s not exactly mainstream, yet it is quite profound. And it has a huge impact on personal behaviors and performance. Therefore, it relates to a huge leadership issue and opportunity.

Dr. David Hawkins, MD, wrote Power vs Force: the Hidden Determinants of Human Behavior in 1995, and introduced the Map of Consciousness in it. I’ll call it MOC.

The MOC is a logarithmic scale 1 to 1,000 that defines levels of consciousness and the characteristics of each level. Depending upon your current level of consciousness, your behaviors and performance–both supportive and limiting–will follow.

FYI: your MOC number can be measured. How? We’ll discuss that in another post.

Do you remember our model of Personal DNA™? It stands for Decide, Notice, and Acknowledge. It is a model of self-fulfilling prophecy. Once we make a decision, we automatically look for indications it is true. When we spot evidence that supports the decision, we acknowledge our decision, and the decision is even more solidified.

So, if your decision is “limiting,” the natural process will work to prove your limiting decision is correct. If you say, for example, “I’m so forgetful,” the mind will support your decision by looking for and finding indications that your decision is true. And when it spots an indication, it points it out, and you say, “See there? I knew was forgetful.” This is a no-win game. You don’t even notice the times you DID remember, because that wasn’t your decision.

If you made a “supportive” decision instead, like “I have a good memory,” your mind will look for and find indications that is true. It will spot and point out an example of your memory being good and you’ll acknowledge, “See there? I knew my memory was good.” That supportive decision supports you in continuing to improve your memory.

Folks, this is very real. You can spiral downward with a limiting decision or spiral upward to develop your strengths with a supportive decision. I invite you to correct those decisions that you’ve made which are holding you back. Here is a video we did on Personal DNA.

Now, back to MOC. It’s amazing how Personal DNA and MOC align. There are supportive MOC levels and limiting MOC levels. If we want people to contribute more and disturb less, we need to look at this from a leadership perspective.

For this series of posts, I’m only going to look at the MOC between 0 and 600, because above 600 is Enlightenment, and not too many people I know will relate to that. :-) To put it in perspective, Jesus Christ and Buddha calibrate at 1,000. Other historical spiritual/religious leaders calibrate between 600 and 1,000.

So, let’s look at the lower part of the scale:

“0″ on the scale represents Death. No human consciousness.

For today’s discussion, I’m going to focus up to the level of 250, which is defined as Neutral, the point above which consciousness shifts to supportive, reinforcing, positive, etc.

Below the Neutral band is negative, energy-draining, “what’s wrong”-oriented consciousness. This is exactly like a limiting decision in Personal DNA.

Above Neutral is positive, energy-adding, “what’s right”-oriented consciousness. This is exactly like a supportive decision in Personal DNA.

There’s good news and bad news.

The bad news first. According to Dr. Hawkins, the average person never changes their Map of Consciousness number by more than five points in a lifetime. That’s scary – unless you happened to be born with a high MOC level.

The good news. You CAN change your MOC # rather dramatically(e.g., 100 point improvement) by deciding to do so, then focusing attention on doing what it takes. I’ve personally seen this happen.

Now, before this post gets too long, let’s look at some of the levels below 250, the Neutral point of MOC – just to give you something to think about.

  • Death – 0
  • Shame – 20
  • Guilt – 30
  • Apathy – 50
  • Grief – 75
  • Fear – 100
  • Desire – 125
  • Anger – 150
  • Pride – 175
  • Courage – 200 (This is a crucial point. Neutral actually begins here and stays until level 250. When we reach the courage level, we’ve made a major shift for the better. There is also much more energy at this level than at the Anger level of 150.)
  • Neutrality 250.  At 251, you’re in the supportive, positive territory!

Now, don’t panic when you see this list. You’ve been very angry, so you wonder if you’re at 150? Not likely. I, too, have been very angry, and when I was in that anger, I WAS at 150. But once through the anger and out the other side, I moved back to my “normal” consciousness level.

The thing I’m working on is how to spend less and less of my time at levels below 250, and certainly below 200! And, of course, spending more and more time at levels above these.

Ok, that’s enough for now. This will be a short series of posts if this is of interest. Would love to have comments from you about whether this is interesting or not?

Best wishes to the Enlightened Leader in you! :-)


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Thanks a lot for your notes, how can i do to learn more about the MOC.
Best regards


Great topic to discuss. Very motivational. I like it!


I love maps of consciousness and have studied Dr. Hawkins in some detail. Other maps of consciousness I useful, particularly in the field of leadership and corporate culture include the Graves/Beck/Marshal model of states of consciousness, often called Spiral Dynamics. Richards Barrett’s model is also extremely useful, as are the maturity models described in “Tribal Leadership” & “Leadership Agility”.

Although all of these maps vary in how they calibrate and define “levels” they all share a similar evolutionary pattern defining maturity, based upon whatever “lens” they are viewing the subject. I find all of them valuable. Dr. Hawkins lens is very similar to the emotional maturity model espoused by Abraham-Hicks. Leaders can use these emotional maturity models to always reach for the next better emotion. Same goes for Barrett’s values-based model, the Tribal leadership language and behavior-based model and the “Outside-In” and “Inside-Out lens of Leadership Agility.

It should be no surprise that leaders and the cultures they lead develop in an evolutionary pattern. However, I am continually amazed that the developmental map is not more widely used in corporate settings. While it is certainly true that the map is not the territory, it is also true that we have a much better chance of navigating the territory towards our goals if we have a map.


Hi Ed-
Good post. Goes directly to what we were talking about on Sunday on the way home from the range. I wanted to ask you if it is possible for one person to help elevate the consciousness of the entire team, just by being at a higher level themselves. Do you physically have to address the low level of consciousness with the team, or is it all a personal work ethic that has to happen? I’d like to think I can help this situation I’m in, but not sure I have the personal power and drive to make it happen. What do you think? Thanks!


I tok some time to look at info on the MOC. You’re correct about the parallels between DNA and the MOC. What a wonderfully useful tool to re-organize how we look at life’s challenges and our ability to overcome them!

Aiming at > +251 all the time is a real challenge, but one that appears to be exactly the right approach for not only our business life, but especially useful in our “other lives”. Just realizing the level we are operating at is a true advantage. Raising our score can give us a truly superior platform from which to operate.


Ed – Thank you for this great article! I’ve become more aware of self in the last couple of years and have been wanting to achieve a higher MOC, not knowing this was the term for it nor that there’s a scale associated with various levels, and ultimately, quite how to go about it. The information in your article has helped me gain a much better understanding of the MOC and insight into ways of possibly raising my MOC, and certainly the level I should be above.

Very interesting and helpful. Please keep these coming!

Thank you.

Kathleen Chapman
June 14th, 2011 at 10:41 pm

Recently, I had a situation at work, I was told I had to learn and use a new leads tracking program to organize my sales efforts for reporting purposes for upper management. I did not have a choice in using the new program. I had already made the subconscious decision I would not like a new leads tracking program because of the extra work I would need to do in inputting leads into the program and following up on the leads on predetermined dates. As I was training myself on the program, at first I was really angry and frustrated. I slowly learned the program with a very negative attitude because my mind does not like change. The more I trained myself, I saw some benefits in being more organized and following up on leads with more lead prioritization and less stress. My attitude changed to a positive attitude as I started using the program and found the program to be very helpful in increasing my sales which made me happier and my boss happier. My change in attitude was a very positive force in reducing my stress and succeeding in meeting my boss’s and my goals.
You are correct, a person’s attitude is a self fulfilling prophecy. A person needs to make a conscious decision to have a positive attitude if the person wants to achieve goals. Kathy


Probably the best way is to read David Hawkins book, “Power vs Force.” Another even deeper is “Healing & Recovery,” an amazing book. Probably best to read “Power vs Force” for the foundation first.


Thanks, Syed. Sorry, I missed these comments.


Tom, I just discovered your comment! My apologies. I’m grateful for the wealth of perspective you bring, and I can see I have some homework to do, including checking to see if you have a blog! Blessings for higher consciousness!


Hi Joe, great comments and questions, and forgive me for not seeing the comment before now.
I’m not sure JUST being at a higher consciousness level oneself will elevate the entire team, HOWEVER, I believe the ACTIONS and BEHAVIORS and MOTIVATIONS of someone with a higher consciousness WILL impact the team. Perhaps the best thing you could do is to raise your own consciousness, because that would give you the personal power and drive to make a bigger difference. Best wishes to the higher part of you!
ps: would love Tom Rausch’s perspective on this.


Great comments, Gary! and forgive me not seeing it earlier. Because you “get it,” Gary, I want to recommend a phenomenal book I’m just now reading. It is written by Martin Seligman, father of positive psychology. “Flourish” is the title. It gives scientific evidence for why our 5 Action Steps for Breakthrough Results works so well! Thanks.


Great comments, Gary! and forgive me not seeing it earlier. Because you “get it,” Gary, I want to recommend a phenomenal book I’m just now reading. It is written by Martin Seligman, father of positive psychology. “Flourish” is the title. It gives scientific evidence for why our 5 Action Steps for Breakthrough Results works so well! Thanks.


I think I’m a little confused about how to reply! Kathy, excellent comment. THanks for sharing your process. I can certainly relate to what you went through, and I’ll bet everyone else can too! I think it has something to do with being human. People don’t mind change as much as they don’t like to be forced to change! My best,


Thank you, Jean, and sorry I just found this comment! You know, you can measure your MOC. Do you remember when Jonette demonstrated the “muscle testing” in the first Enlightened Leadership class at UCSF? You can use that to measure MOC – not that it’s important to know as much as providing a place from which to measurably increase consciousness. Best wishes!



A very interesting post

I was unaware of the MOC, and look forward to learning more about it –
The point that Dr. Hawkins makes, though, is important – we CAN change if there is truly an intent and commitment to doing so.

Victims let circumstances impact their comitement, while victors let their commitment impact their circumstances!

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