Organisational behaviourKPI / metricOrganisational configurations (Mintzberg)How should organisational configurations (mintzberg) be measured and interpreted?Use the configurations when a strategy is being translated into an operating model, when coordination repeatedly fails, or when a reorganisation is under consideration. The analysis can reveal which part of the organisation currently has the most influence, how work is actually coordinated and whether those choices are mutually consistent. It can also show what must change if the organisation’s strategic priorities or environment have changed.
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Organisational behaviourKPI / metricOrganisational configurations (Mintzberg)How should organisational configurations (mintzberg) be measured and interpreted?Use the configurations when a strategy is being translated into an operating model, when coordination repeatedly fails, or when a reorganisation is under consideration. The analysis can reveal which part of the organisation currently has the most influence, how work is actually coordinated and whether those choices are mutually consistent. It can also show what must change if the organisation’s strategic priorities or environment have changed.
Organisational behaviourFramework / modelGreiner’s growth modelHow can greiner’s growth model support strategic choice or positioning?To recognise organisational pressures associated with different phases of growth and prepare a transition.
StrategyFramework / modelThe market-driven organisation (Day)How can the market-driven organisation (day) support strategic choice or positioning?Use the framework when the organisation needs to become more responsive to customers, competitors and market change.
StrategyFramework / modelThe ambidextrous organisationHow can the ambidextrous organisation support strategic choice or positioning?Diagnose whether the firm’s strategic position is sustainable beyond the current planning horizon.
Organisational behaviourFramework / modelSchein’s model of organisational cultureHow can schein’s model of organisational culture improve people, teams, or organisational effectiveness?Diagnose how culture shapes behaviour, decisions and belonging.
TemplateTemplate / formProgram Final ReportHow can program final report improve people, teams, or organisational effectiveness?
TemplateTemplate / formContracts Management PlanHow can contracts management plan improve people, teams, or organisational effectiveness?
TemplateTemplate / formBenefits Realization PlanHow can benefits realization plan improve people, teams, or organisational effectiveness?
TemplateTemplate / formChange Management PlanHow can change management plan improve people, teams, or organisational effectiveness?
TemplateTemplate / formProgram Risk Management PlanHow can program risk management plan improve people, teams, or organisational effectiveness?
Organisational behaviourFramework / modelStorytellingHow can storytelling improve people, teams, or organisational effectiveness?Weave an appropriate story into a conversation to disclose something about yourself, engage people in an idea, teach, solve a problem, sell an offer or focus attention on what matters at work.
TemplateTemplate / formQuality Management PlanHow can quality management plan improve people, teams, or organisational effectiveness?
TemplateTemplate / formSchedule Management PlanHow can schedule management plan improve people, teams, or organisational effectiveness?
MarketingFramework / modelAIDAHow can aida improve people, teams, or organisational effectiveness?To make marketing communications more effective from first exposure through response.
TemplateTemplate / formTeam CharterHow can team charter improve people, teams, or organisational effectiveness?
TemplateTemplate / formRisk Audit ReportHow can risk audit report improve people, teams, or organisational effectiveness?
MarketingFramework / modelCustomer online engagement levelHow can customer online engagement level improve people, teams, or organisational effectiveness?Answer the key performance question: “How well are we engaging our customers online?”
TemplateTemplate / formAudit PlanHow can audit plan improve people, teams, or organisational effectiveness?
MarketingFramework / modelPersonasHow can personas improve people, teams, or organisational effectiveness?To focus marketing messages, product decisions, service design and customer journeys.
TemplateTemplate / formQuality Assurance AuditsHow can quality assurance audits improve people, teams, or organisational effectiveness?
TemplateTemplate / formAudit ReportHow can audit report improve people, teams, or organisational effectiveness?
TemplateTemplate / formKnowledge TransitionHow can knowledge transition improve people, teams, or organisational effectiveness?
TemplateTemplate / formSupplier Performance ReviewHow can supplier performance review improve people, teams, or organisational effectiveness?
Organisational behaviourTemplate / formTick-box and high-performance teamsHow can tick-box and high-performance teams improve people, teams, or organisational effectiveness?Use this model as a periodic reality check when a team seems busy with compliance but the quality, speed or usefulness of its work is not improving.
Organisational behaviourFramework / modelOverhead value analysisHow can overhead value analysis improve people, teams, or organisational effectiveness?Use OVA when overhead has grown without a clear link to organisational priorities, when support services no longer meet internal customer needs, or when financial pressure requires a disciplined redesign. It can be preventive or corrective. Because the analysis may affect roles, workload and employment, establish transparent decision criteria, worker consultation and implementation support at the outset.
TemplateTemplate / formComponent Transition RequestHow can component transition request improve people, teams, or organisational effectiveness?
Organisational behaviourFramework / modelDISCHow can disc improve people, teams, or organisational effectiveness?Use DISC as a simple shared vocabulary for discussing communication differences.
TemplateTemplate / formImpact AnalysisHow can impact analysis improve people, teams, or organisational effectiveness?
TemplateTemplate / formOvercoming Obstacles Change DiagnosticHow can overcoming obstacles change diagnostic improve people, teams, or organisational effectiveness?
Organisational behaviourFramework / modelEmployee satisfaction indexHow can employee satisfaction index improve people, teams, or organisational effectiveness?Answer the key performance question: “To what extent are our employees happy in their jobs?”
Organisational behaviourFramework / modelBenchmarkingHow can benchmarking improve people, teams, or organisational effectiveness?The design of a benchmark should follow the decision it needs to support. Typical questions include:
TemplateTemplate / formProgram Requirements DocumentHow can program requirements document improve people, teams, or organisational effectiveness?
TemplateTemplate / formProgram Resource PlanHow can program resource plan improve people, teams, or organisational effectiveness?
OperationsFramework / modelFirst contact resolution (FCR)How can first contact resolution (fcr) improve people, teams, or organisational effectiveness?Answer the key performance question: “How effectively are we resolving our customer queries at first contact?”
MarketingFramework / modelSIMALTOHow can simalto improve people, teams, or organisational effectiveness?Use SIMALTO to identify how much value customers place on possible product or service improvements.
TemplateTemplate / formInitial Stakeholder IdentificationHow can initial stakeholder identification improve people, teams, or organisational effectiveness?
OperationsFramework / modelTime to marketHow can time to market improve people, teams, or organisational effectiveness?Answer the performance question: “How quickly are we getting products/services to market?”
OperationsFramework / modelProject cost variance (PCV)How can project cost variance (pcv) improve people, teams, or organisational effectiveness?Answer the key performance question: “To what extent are our projects delivered on budget?”
Organisational behaviourFramework / modelSigmoid curveHow can sigmoid curve improve people, teams, or organisational effectiveness?Use the sigmoid curve to judge when a team needs renewal, either to extend strong performance or to prevent an emerging decline.
InnovationFramework / modelRandom word techniqueHow can random word technique improve people, teams, or organisational effectiveness?Use the technique when:
OperationsFramework / modelProject schedule variance (PSV)How can project schedule variance (psv) improve people, teams, or organisational effectiveness?Answer the key performance question: “To what extent are our projects delivered on schedule?”
MarketingFramework / modelSERVQUALHow can servqual improve people, teams, or organisational effectiveness?Diagnose service attributes where customer expectations and perceived performance differ.
MarketingFramework / modelCustomer lifetime valueHow can customer lifetime value improve people, teams, or organisational effectiveness?Answer the key performance question: “How well do we understand the financial value from our customer relationships?”
Organisational behaviourFramework / modelBetari boxHow can betari box improve people, teams, or organisational effectiveness?Use the Betari box when a relationship has entered a repetitive pattern of defensiveness, criticism, withdrawal or escalation. It can support:
OperationsProcess / methodProcess or machine downtime levelHow can process or machine downtime level improve people, teams, or organisational effectiveness?Answer the performance question: “When required, how reliably are our machines or processes available?”
Organisational behaviourTheory / principleSeven habits of highly effective people (Covey)How can seven habits of highly effective people (covey) improve people, teams, or organisational effectiveness?Use the habits as prompts for reflection, planning, listening, collaboration and renewal. They are especially useful when a manager wants a coherent vocabulary for moving from personal responsibility to productive interdependence.
Organisational behaviourFramework / modelCognitive biases in decision makingHow can cognitive biases in decision making improve people, teams, or organisational effectiveness?Use bias awareness to examine how you reach consequential decisions and reduce preventable error.
MarketingFramework / modelValue-based marketingHow can value-based marketing improve people, teams, or organisational effectiveness?Increase the customer value and profitability of a product or service.