Here’s a list of tools clients and I have found useful. New additions, RWAF (suitability for coaching) and the Worthington-Brighton change grid (most often selected model for application in our change application applications.)
These tools have helped leaders work through or dispel barriers, as well as plan, and focus on accomplishing the job and/or mission.
Several tool libraries are also listed below along with some additional university-based tools. Feel free to contact me or comment below with your suggested tools and links that are your personal favorites. I’ll continue to add to the list.
- D x V x F > Resistance to change - a simplified look at why the change you wanted DIDN’T happen and what might have been missing here (Also see the two change links below.)
- The Worthington Brighton Change grid – an expanded version of DVF above, to further assess what might be missing in your change/communication planning.
- The 7-S Diagnostic Model for Organizational Effectiveness (Peters and Waterman) 7-S-Org-Effectiveness-Model (Also see M. Weisbord’s model)
- The MCG model- Membership, Control, Goal – why some groups are able to produce a good-to-great results and why others don’t available here (Powerpoint doc.)
- Ready, Willing, Able, and Fit (RWAF) Mike Jay coachability assessment – Coaching Readiness.
- Preferred Futuring-A robust, flexible process for planning. Integrates well with many aspect of strategic planning and visioning. 1 page overview is here (Word doc.)
- SWOT analysis (Strengths, Weakness, Opportunities and Threats) described quite well here. Though Preferred Futuring incorporates SWOT elements (featuring a different approach using Environmental Scanning), SWOT is effective for general planning for many groups.
- A sample Retreat Planning process - with a focus on creating a strategic plan is here Retreat sample flowchart (pdf).
- Meeting Agendas – PAL & PACT using the structure for meetings: PAL – Purpose, Agenda, Limit and PACT – Purpose, Agenda, Critique, Time
- People and Task – Too many meetings and projects are long on task, and short on people elements. Adding a simple “Welcome!” and “Hi, How are you?” with a sincerely managed, brief check-in on how people are doing and if there are pressing issues can help greatly with the task/people balance for both meetings and with entire projects.
- Ladder of Inference – A good theoretical model that helps capture the invisible in communication, available here. Practically, when communicating, inferences and beliefs are referenced in a nanosecond, with implications that impact communication for days, weeks, years.
Libraries and Other Tools
Other useful change tools:
