The six-box model is a framework developed by the Marvin Weisbord with the purpose of assessing the functioning of organizations. This framework can be used across a wide variety of organizations and is based mainly on the techniques and assumptions of the field of organizational development (Welcome, n.d.)
The six-box model is:
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?
Which of these 6 components of the Six Box model do you think is most critical, especially during times of change and uncertainty? Why?