Library → Models & frameworks
Useful systems for getting to grips with complex problems.
Bring some structure to the complex chaos of work, by applying these time-tested concepts.
If something important needs to get done, make sure a specific person is responsible for it.
Turn your SWOT analysis into tangible strategic options, using the TOWS matrix to guide your brainstorm.
Learn to capture your strengths and weaknesses, and identify opportunities and threats, as a foundation to you strategy.
Is your strategy a plan, ploy, pattern, position, or perspective – or maybe all of the above? Understand this key framework to sharpen your strategic skills.
The right safety gear can enable climbers to take on more intimidating ascents – psychological safety empowers staff to take on important and challenging work.
Learn how the Kubler-Ross change curve, originally conceived to characterise grief, can help managers lead change at their organisation.
Discover the meaning of Ikigai, how your work sits on the Ikigai chart – and how to pronounce it, of course!
Take a look through this window and you might just increase your self-awareness.
We learn best when we step outside of our comfort zone – but whatever you do, don’t panic!
How to get work done – and lead a team – when things are ever-so-slightly confusing (i.e. always)
A classic psychological, motivational theory of five core needs that drive human behaviour.
Are you brave enough for a BHAG? Discover the theory of aiming for the almost-impossible
Brainstorm creative solutions by substituting, combining, adapting, modifying, putting to alternative use, eliminating and reversing.
Are you collaborating, competing, compromising, accommodating or avoiding?
Do you like to get stuck in, or do your research first? Discover your dominant learning style and how this concept can help at work.
Do you really have to choose between caring about people and caring about results? This theory says: no!
The SCARF model by David Rock uses neuroscience to identify five drivers of emotional wellbeing, which provoke a reaction when threatened.
An classic method to explore issues from six key perspectives.
Learn to set concrete, tangible goals that motivate others, using the SMART framework.
The five factors that make great teams tick, according to Richard Hackman.
Diamonds are a problem-solvers’ best friend. Use this four-phase framework to analyse challenges deeply and generate creative solutions.
Are you pushing knowledge ‘at’ someone, or pulling out what they already know? See how you can shift your style along the push-pull continuum.
Embrace this simple four-part framework to get started with coaching conversations.
Make time to focus on what’s important, not only what’s urgent, using the Eisenhower Matrix.
Focus your energy on tasks that have the biggest impact for the lowest amount of effort.
Discover the three drivers of intrinsic motivation, according to Dan Pink’s “Drive.”
Discover the range of management approaches from autocratic to democratic. Learn how much to delegate, depending on the decision and team.
Use the skill/will matrix to assess the competence and commitment of your staff. Then use the right leadership style to support them!
Understand ‘forming, storming, norming & performing’, the four Tuckman stages of Group Development.
Are you a completer-finisher or monitor-evaluator? Find out more about the nine Belbin Team Roles.
