Critical Perspective Shifting as an Inner Growth Mechanism

Critical Perspective Shifting as an Inner Growth Mechanism

Integrating the 3S–FORM Model within the Effectiveness Coaching Methodology

 

Sukjae Lee, Ph.D.
Creator of the Effectiveness Coaching Methodology

January 10, 2026

 

Abstract

Perspective shifting has long been recognized as a critical mechanism in adult learning and transformative development. However, existing literature has largely treated perspective change as either a cognitive reframing technique or an episodic outcome of reflection, without providing a structured, coachable process that integrates internal psychological dynamics with external behavioral execution. This article introduces Critical Perspective Shifting as a core developmental mechanism within the Effectiveness Coaching Methodology (ECM) developed by Dr. Lee Suk-Jae.

Specifically, the paper conceptualizes perspective shifting as the result of an Inner Growth Engine—the 3S system (Self-Awareness, Self-Talk, Self-Reflection)—activated and guided through the FORM coaching process (Feedback, Opportunity, Reframe, Move-Forward). By integrating this dual-engine architecture with the ABC framework (Antecedent–Behavior–Consequence), the article presents a six-stage perspective shifting process that enables sustainable mental model transformation rather than temporary cognitive adjustment. Practical implications for coaching, leadership development, and organizational effectiveness are discussed.

 

Keywords: Perspective Shifting, Mental Models, 3S–FORM Model, Effectiveness Coaching Methodology, Inner Growth Engine, Adult Development, Transformative Learning

 

1. Introduction

Changing one’s perspective is not merely a cognitive exercise; it is a profound attempt to change one’s way of being in the world. When perspective changes, individuals perceive reality differently and begin to pursue alternative life trajectories. Perspective thus functions not only as a perceptual filter but also as an expression of identity.

Within the Effectiveness Coaching Methodology (ECM), perspective is understood as a mental model—a structured system of meaning that shapes how individuals interpret situations, regulate emotion, and choose behavior (Lee, 2014; 2020). Because perspectives are rooted in deeply internalized mental models, they do not change easily. Sustainable perspective shifting therefore requires more than insight; it demands an internal developmental mechanism capable of transforming meaning itself.

This article argues that critical perspective shifting emerges when internal meaning-making processes (3S) are systematically connected to external coaching intervention (FORM), within the broader ABC logic of effectiveness (see [Figure] shown below) .

 

2. Perspective as a Mental Model in Effectiveness Coaching

People encounter life-defining challenges—career decisions, leadership dilemmas, relational conflict, transitions, and identity disruptions. While such challenges appear external, ECM posits that outcomes are primarily shaped by the perspective through which the situation is interpreted, rather than the situation itself.

In ECM terms:

• Antecedents (A) are interpreted through perspective
• Behaviors (B; belief/mental model)) are selected based on that interpretation
• Consequences (C) reinforce or challenge the underlying mental model

Thus, effectiveness is determined not by action alone, but by the quality of the mental model that gives rise to action.

A critical perspective is defined as one that increases the probability of achieving desired results within a given context. This definition moves beyond subjective preference or optimism and anchors perspective in effectiveness.

 

3. The Inner Growth Engine: 3S as the Source of Perspective Shifting

At the core of ECM lies the Inner Growth Engine, operationalized through the 3S system:

1. Self-Awareness – recognizing one’s current perspective and its emotional, cognitive, and behavioral patterns
2. Self-Talk – examining the internal narrative that sustains the perspective
3. Self-Reflection – meaning-making that enables reinterpretation and learning

Perspective shifting occurs when these three internal processes operate in an integrated and iterative manner. Importantly, 3S does not force change; rather, it enables individuals to generate change from within. This aligns with ECM’s philosophical stance that growth is self-generative, not externally imposed.

However, internal growth alone is insufficient without structured engagement. This is where the FORM process becomes essential.

 

4. FORM as the External Activation System

The FORM Model provides the coaching structure that activates and directs the Inner Growth Engine:

• Feedback – making the current perspective visible through data, reflection, or experience
• Opportunity – identifying alternative interpretations and possibilities
• Reframe – reconstructing meaning at the mental model level
• Move-Forward – translating the new perspective into intentional action

FORM ensures that perspective shifting does not remain abstract or introspective, but becomes applied and testable in real life. Together, 3S and FORM constitute a dual-engine architecture: internal meaning transformation aligned with external behavioral execution.

 

5. A Six-Stage Process of Critical Perspective Shifting

Building on research in perspective taking (Epley et al., 2004) and transformative learning (Mezirow, 1978), and grounded in over two decades of coaching practice, ECM articulates a six-stage process of perspective shifting.

Perspective Exploration (3S-Dominant)

1. Identifying the Current Perspective
   Clarifying the existing mental model and its assumptions
2. Connecting Perspective to the Inner Self
   Linking perspective to identity, emotion, and self-talk
3. Expanding to a Systemic Perspective
   Viewing the situation within broader relational and contextual systems

Perspective Realization (FORM-Dominant)

1. Accepting the Explored Perspective
   Reducing resistance and acknowledging subjective construction of meaning
2. Choosing a Critical Perspective
   Intentionally selecting a perspective that increases effectiveness
3. Applying the Chosen Perspective to Life
   Enacting new behaviors and testing outcomes in real contexts

This progression reflects a shift from being-centered awareness to doing-centered execution, without collapsing one into the other. As shown in [Table 1], sustainable effectiveness emerges when leaders can intentionally access double- and triple-loop learning, not merely single-loop correction.

 

[Table 1] How the Loops Integrate with 3S–FORM

Learning Loop	Dominant System	Developmental Depth
Single Loop	FORM (Move-Forward)	Action effectiveness
Double Loop	3S + FORM	Perspective / mental model
Triple Loop	3S (Self-Reflection → Self-Awareness)	Way of Being

 

6. Illustration: From Performance Orientation to Being-Centered Leadership

A coaching case illustrates this process. A performance-driven leader initially equated “waiting” with inefficiency and passivity. Through feedback and reflection, he recognized that waiting could also signify consideration for others—a critical perspective previously excluded by his mental model.

This reframing did not dilute performance; instead, it expanded leadership capacity. The leader shifted from a narrow, self-centered perspective to an other-centered, relationally intelligent stance, achieving both results and respect. This exemplifies mental model transformation rather than surface behavior change.

 

7. Implications for Coaching and Organizational Development

Perspective shifting, when grounded in 3S–FORM, offers several implications:

• It distinguishes temporary insight from sustainable transformation
• It provides a repeatable, coachable structure for mental model change
• It aligns individual development with organizational effectiveness
• It reframes leadership as a function of perspective quality, not authority

Organizations that succeed in volatile environments—such as Samsung, Tesla, Apple, and Amazon—demonstrate this principle at scale: competitive advantage emerges from leaders’ capacity to shift perspective systemically.

 

8. Conclusion

Perspective shifting is not an accidental outcome of reflection, nor a technique to be applied sporadically. Within the Effectiveness Coaching Methodology, it is a disciplined developmental process driven by the Inner Growth Engine (3S) and guided by the FORM coaching structure.

The critical question remains:

“What is your critical perspective right now?”

This question is deceptively simple, yet it opens the door to profound transformation. By learning how to generate and apply critical perspectives, individuals reclaim agency over their lives and increase the likelihood of achieving meaningful, effective results.

 

References

Epley, N., Keysar, B., Van Boven, L., & Gilovich, T. (2004). Perspective taking as egocentric anchoring and adjustment. Journal of Personality and Social Psychology, 87(3), 327–339.

Lee, S.-J. (2014). Effectiveness Coaching. Seoul: Thinking Partner.

Lee, S.-J. (2020). Effectiveness Coaching Methodology. Seoul: Thinking Partner.

Mezirow, J. (1978). Perspective transformation. Adult Education Quarterly, 28(2), 100–110.

Lee, S.-J., & Lee, J.-S. (2025). Perspective Shifting. Seoul: Parkyoungstory.