Step Up or Zoom In: Mastering Abstraction Laddering
Examples of Abstract Laddering
Have you ever been stuck on a problem that felt too big to tackle, or too vague to pin down? Maybe you’ve been in a workshop or coaching session where everyone kept circling the same issue without landing on an actionable way forward. Enter abstraction laddering, a simple yet effective tool for reframing challenges by zooming in and out to uncover valuable insights.
If you’re a facilitator, coach, or HR professional, this technique can quickly become one of your secret weapons. With a little practice, it helps uncover what's at the core of a problem and explore actionable solutions. Let's break it down step by step.
What Is Abstraction Laddering?
At its heart, abstraction laddering is about rethinking a problem by either broadening or narrowing its focus. You start in the middle with an initial statement about the problem or challenge. From there, you can move in two directions on the "ladder":
Up the ladder (abstract): To zoom out, ask “Why?” This helps broaden the perspective by considering the bigger purpose or context. Use prompts like “so that...” or “in order to...” when answering.
Down the ladder (concrete): To zoom in, ask “How?” This narrows the focus by exploring specific actions, tools, or processes. Use phrases like “by considering...” or “enabled by...” as you refine your answers.
Keep in mind, there’s rarely just one “Why” or “How.” Your answers might branch into multiple paths—that's the beauty of building more ladders! The process encourages curiosity and shifts perspectives in creative ways.
How to Use Abstraction Laddering
This tool is perfect for workshops, coaching conversations, and brainstorming in HR settings. Here's a step-by-step guide to get started, along with practical examples you can use.
Step 1: Start with an Initial Statement
Choose a challenge you and your team are trying to solve. For example, let's say you're an HR professional, and employees are leaving negative feedback about the onboarding process. Your initial statement could be:
“Our onboarding process needs improvement.”
Step 2: Go Up the Ladder (Ask WHY?)
To explore the bigger "why" behind the problem, ask WHY the onboarding process needs improvement. Your answer might look like this:
Why does onboarding need improvement?
“So that new hires feel supported and ready to succeed in their roles.”Why is that important?
“In order to boost employee retention and create a positive workplace culture.”
This exploration can help the group or individual step back and identify overarching goals tied to the problem.
Step 3: Go Down the Ladder (Ask HOW?)
Now, to zoom into specifics, ask HOW you might address the need to improve onboarding. For example:
How can we improve the onboarding process?
“By considering feedback from recent hires during exit or stay interviews.”How can we act on that feedback?
“Enabled by redesigning the onboarding materials and incorporating peer mentorship.”
These concrete steps give you actionable ideas to begin solving the problem.
Step 4: Repeat and Build More Ladders
Don’t stop at just one WHY or HOW. Explore different directions and perspectives. For example, you could build separate ladders focusing on other aspects like feedback mechanisms or onboarding timelines. The more ladders you create, the more comprehensive your understanding becomes.
Practical Tips for Facilitators and Coaches
Here are some tips to make abstraction laddering work effectively in your sessions:
Write It Down: Use sticky notes, whiteboards, or visual tools to map out the WHYs and HOWs. The visual aspect helps participants stay engaged and see the bigger picture.
Encourage Curiosity: Remind participants that there are no wrong answers. The goal is to explore the problem from multiple angles, so every WHY or HOW has value.
Use Time Limits: To keep the process moving, set a timer for each round of WHYs and HOWs. This keeps the momentum up, especially in group settings.
Pair with Other Techniques: Combine abstraction laddering with methods like root cause analysis or brainstorming sessions to turbocharge creative problem-solving.
Practice Active Listening: Whether you’re coaching a client or facilitating a team discussion, listen carefully to answers. Often, the key insight is buried in the conversation.
Why Abstraction Laddering Matters
Abstraction laddering works because it helps you find clarity amidst complexity. It pushes people to think about both their ultimate goals and the practical steps needed to get there. For HR professionals, it’s a powerful way to align team efforts with organizational goals. For coaches, it sparks deeper self-awareness in clients. And for facilitators, it gets everyone collaborating effectively by shifting perspectives.
Whether you're improving an onboarding process, tackling workplace challenges, or coaching someone on their career path, this tool will help you and your team think more insightfully and act more strategically. Want to learn how Lizard Brain can help? Contact us today.