Performance analysis tools part 1 – Weisbord Six Box Model.

In this series I am going to focus on the actual tools / models that we tend to use and provide some comments from my side as it relates to Learning and Development. What ever model you select to do your consulting, you have to choose something that works for you. 

Marvin Weisbord publish this model already in 1976, although “old” in nature it is still used widely by O.D. and L&D specialist and consultants. Mostly it is used to determine where the performance issues sit (from an L and D perspective in any case) and where the organization / department currently stands. It provides a “cognitive map” of the organization and a seasoned consultant can really “dig deep” with this model.  There are countless models to view it in a visual representation but here are the six boxes:

1.       Purposes: What 'businesses' are we in?

2.       Structure: How do we divide up the work?

3.       Relationships: How do we manage conflict (coordinate) among people? With our technologies?

4.       Rewards: Is there an incentive for doing all that needs doing?

5.       Leadership: Is someone keeping the boxes in balance?

6.       Helpful mechanisms: Have we adequate coordinating technologies?

I can not tell you how many times (and variations) I have drawn this picture in board meetings / strategy sessions / curriculum development series / coaching session. I had a manager that use to draw these blocks on a board and ask the question: So where do you think your performance issues sit - i.e. what block? That also works! Needles to say each of these sections listed have a multitude of good analysis probing questions. Marvin has written some excellent books on this subject and I will encourage you to get hold of them. 

What it does is take away the clutter and white noise when a group of people get together to discuss business. From a learning and development perspective, after you have gotten clarity on what the business goals are, this is normally your go to model to establish where the human performance aspect ratio sits. Together with data collection tools (document analysis / observations / interviews Survey’s / focus groups ect) you are then able to go a bit “deeper” before you reach a solution for the customer. 

I want to encourage you to come up with your own set of questions for each box. Ultimately it comes naturally after a while, but get comfortable in getting people uncomfortable with your questions when doing performance analysis.