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Results are what matter. For business people or other organizational leaders, measures of success include such results as profits, market share, customer allegiance, or employee satisfaction. In the above diagram, it is the work outputs or accomplishments that individuals or groups in the company produce that contribute to those results.
What differentiates our approach from most other methodologies for developing and managing people in organizations is that we focus first on accomplishments – the valuable work outputs that contribute to business results – before we turn to behavior. In fact, we distinguish between the behavior that is important and that which is non-essential by determining what the most productive individuals and groups do – how they behave – to produce the highest volume and quality of work outputs. That exemplary behavior – sometimes called best practices – is what we seek to emulate and diffuse throughout the organization in order to increase the average performance of individuals or groups toward the very best measurable performance, and beyond. Once we have identified exemplary behavior we can then select or design the behavior influences needed to develop and support that behavior most cost-effectively. The power of The Six Boxes™ Model is that it organizes all possible variables or behavior influences that comprise any management intervention or performance system. Whatever type of HR or management method or intervention you might select, we can always analyze it into constituent parts that sort into the Six Boxes. Based on decades of field R&D, The Six Boxes is a plain English framework for thinking about, planning, designing, problem-solving and implementing processes or programs intended to improve behavior that produces valuable results. The model is easy to remember and understand, yet capable of supporting the most sophisticated analyses and applications. Click here for a visual summary of the Six Boxes Model itself. |