What is the Weisbord’s Six Box Model, and what are best practices, tools and online templates for teams and organizations?
Definition of Weisbord’s Six Box Model
The Weisbord Six-Box Model is a framework developed by American business analyst Marvin Weisbord used to evaluate the performance of organizations. It was developed to uncover organizational issues that get overlooked by senior management and provides a structured way for management to uncover issues without the task feeling too overwhelming.
Description of Weisbord’s Six Box Model
The Weisbord Six-Box Model uses six broad categories to conduct an organizational diagnosis of the issues within company. According to Weisbord, identifying and solving a problem is something that should be done systematically by the people themselves, because they are the most familiar with their own situation. A formal diagnosis is a way to bridge the gap between what is and what should be. Analyzing the six research areas enables organizations to uncover issues and draw conclusions in order to solve internal issues.
- Purpose: Organizational purpose needs to be clear to all employees, and they must adhere to the purpose, even if their personal view is completely different.
- Structure: The organizational structure of an organization contains the bigger picture of power relationships between employees and formal relationships between functional groups. Structure should provide a clear view of who is ultimately responsible for achieving the goals in an organization.
- Relationships: Relationships include individuals, groups, and other functional sections that work together effectively.
- Rewards: Reward systems, both formal and informal, must be analyzed in order to ensure appropriate reward levels are provided, so that employees remain motivated.
- Leadership: Leadership refers mainly to the managers within an organization. Managers need to use the human resources, materials and equipment they have at their disposal in order to achieve the organization’s goals. They also need to encourage collaboration between employees who are working on the same project or product.
- Helpful Mechanisms: Helpful mechanisms are methods that help employees to coordinate their activities. Examples are descriptions of organizational approaches, procedures, seminars, notes, reports, perspectives, or integrated information systems.
The External Environment, while not depicted as a box in Weisbord’s model, is also an important part of any company analysis. This part of the analysis concerns the discrepancy between the existing organization and the way the organization should function to meet external demands. Weisbord defines external demands or pressures as customers, government, and unions. In summary, Weisbord’s model focuses on internal issues within an organization primarily by posing diagnostic questions which have to do with finding and decreasing the gap between “what is” and “what should be.”
Tools & Templates
Various types of Employee Surveys and Human Resource documents can be used to provide insights, data and additional support when using the Weisbord’s Six Box Model method.
upBOARD's Online Weisbord’s Six Box Model Tools & Templates
Unlike most traditional Six Box Model techniques, upBOARD’s online Six Box Model tools allow any team or organization to instantly begin working with our web templates and input forms. Our digital platform goes far beyond other software tools by including progress dashboards, data integration from existing documents or other SaaS software, elegant intuitive designs, and full access on any desktop or mobile device.
Learn more about upBOARD’s portfolio of other business strategy best practice tools and templates, including:
2 X 2 Matrix, ADL Matrix, Affinity Diagrams, Baker’s 4 Strategies of Influence, Balanced Scorecard, Benchmarking, Blue Ocean Strategy, Bowman Strategy Clock, Build-Measure-Learn Feedback Loop, Business Model Canvas, CAGE Distance Framework, Competitive Analysis, Competitive Landscape Analysis, Contingency Planning, Core Competence Analysis, Critical Success Factors, Discovery Driven Planning, Economic Value Added, First Mover Advantage, Five Forces Model, Force Field Analysis, Gap Analysis, GE McKinsey 9-Box Matrix, Go To Market Strategy, Hambrick & Frederickson’s Strategy Diamond, Hedgehog Model, Hook Model of Behavioral Design, Hoshin Planning System, Kay’s Distinctive Capabilities Framework, Key Outcome Indicators, Kotler’s Five Product Levels Model, Kotler’s Pricing Strategies, Lafley & Martin’s Five Step Strategy Model, McKinsey 7S Model, McKinsey’s Seven Degrees of Freedom for Growth, Mergers & Acquisitions, Mission Statements, Mullin’s Seven Domains Model, OGSM Framework, Ohmae’s 3-C’s Model, Partner Relationship Management, PEST Analysis, PESTLE Analysis, Porter’s Diamond, Portfolio Management, Purpose Statements, Pyramid of Purpose, Scenario Planning, Simonson & Rosen’s Influence Mix, SMART Performance Metrics, SMARTER Goals, SOAR, Strategic Goals, Strategy Map, Strategy Roadmap, Strategy Uncertainty Map, SWOT Analysis, TOWS Matrix, Triple Bottom Line, USP Analysis, Value Chain Analysis, Value Disciplines Model, Value Net Model, Values Statement, Vision Statements, VRIO Analysis, and Weisbord’s Six-Box Model.