What Is Weisbord’s Six Box Model? Weisbord’s Six Box Model In A Nutshell

Weisbord’s six box model was created by American business analyst Marvin R. Weisbord as a generic framework for assessing the functioning of an organization. Weisbord’s six box model is a framework used to evaluate how well a business functions and executes on a strategy based on purpose, structure, relationships, rewards, leadership, and helpful mechanisms.

Element	Description	Implications	Examples	Applications
Purpose	In Weisbord’s Six-Box Model, “Purpose” refers to the organization’s mission, vision, and core values.	– Clarity of purpose aligns employees and stakeholders.	A nonprofit’s mission to provide clean water to communities in need.	Strategic planning, goal alignment, and defining the organization’s raison d’être.
Structure	“Structure” pertains to the organization’s formal and informal hierarchy, roles, responsibilities, and processes.	– An effective structure supports efficient operations.	A matrix organizational structure with cross-functional teams.	Organizational design, role definition, and process optimization.
Relationships	This box encompasses the quality of interactions and relationships within the organization, including teamwork, communication, and collaboration.	– Positive relationships enhance productivity and morale.	Team building workshops to improve communication and trust.	Enhancing teamwork, resolving conflicts, and fostering a positive workplace culture.
Leadership	“Leadership” refers to the effectiveness of leadership at all levels, from top executives to front-line managers.	– Strong leadership sets the tone and direction for the organization.	An organization with visionary leadership guiding its growth.	Leadership development, coaching, and succession planning.
Rewards	In this context, “Rewards” encompass the incentives, recognition, and compensation systems in place within the organization.	– Reward systems influence employee motivation and performance.	A company offering performance-based bonuses and recognition programs.	Compensation reviews, incentive design, and recognition initiatives to drive desired behaviors.
Helpful Mechanisms	This box represents the tools, resources, and processes that support the organization’s work, such as technology, policies, and training programs.	– Effective mechanisms enhance operational efficiency.	Implementation of project management software to streamline processes.	Process improvement, technology adoption, and resource allocation for optimal results.

Table of Contents

Understanding Weisbord’s six box model

According to Weisbord, the framework is used to perform an organizational diagnosis.

In this context, a diagnosis involves evaluating several criteria to determine any variance between where the organization is and where it wants to be.

Weisbord also suggested this process be done systematically and by the same people so these individuals could learn from their mistakes and seek improvement.

Ultimately, Weisbord’s six box model helps businesses avoid assuming they know everything there is to know about operations and competitive presence in the market.

Organizations that take the time to go through every facet of the model are more likely to be rewarded with interesting or revealing opportunities for growth.

The six components of Weisbord’s model

In Weisbord’s model, six components are analyzed to perform an organizational diagnosis:

Purpose

Or the reason a business exists and what it does in the marketplace. For some businesses, purpose is obvious.

For businesses that have experienced organic growth or employed a diversification strategy, purpose may be less clear.

Purpose can be clarified by evaluating the target market, vision statement, mission statement, or strategic objectives.

Structure

Or the way the relationships between team members, functional units, and departments are designed.

Does the structure of the organization align with what it is trying to achieve? Is the ratio of managerial staff to employees correct? How is work assigned? Who is responsible for goals being met?

Many businesses have been derailed by poor structure despite possessing good products and innovative thinkers.

Relationships

Conflict is inevitable in the workplace, but strong employee relationships and an established chain of command can overcome issues and make the company stronger.

Poor employee relations, on the other hand, create a toxic culture that makes strategy execution difficult.

Rewards

Or any incentive or scheme designed to increase employee motivation. How are the various contributions of different team members celebrated?

Do achievements ever go unrecognized? Indeed, do employees who have been recognized feel a sense of ownership and pride?

Leadership

In Weisbord’s model, defining leadership styles is less important than instituting leadership appropriate to the situation or organizational structure.

Ideally, these leaders need to utilize the human, material, and fiscal resources at their disposal to carry out the organizational strategy.

Helpful mechanisms

These are particular technologies, skills, or raw materials essential to the success of the business.

Helpful mechanisms can quickly become outdated or ineffective, so the organization needs to be adaptive, flexible, and stay abreast of current trends.

Case Studies

Apple

Element	Description
Purpose	Apple’s purpose revolves around innovation and creating user-friendly technology that seamlessly integrates into people’s lives. The company aims to empower users to be more productive and creative.
Structure	Apple operates under a hierarchical structure with clear lines of authority and responsibility. Functional units such as design, engineering, marketing, and retail are well-defined, enabling efficient coordination and decision-making.
Relationships	Collaboration and teamwork are emphasized at Apple, fostering a culture of open communication and creativity. Employees are encouraged to share ideas and work together towards common goals, driving innovation and excellence.
Rewards	Apple rewards its employees through competitive salaries, stock options, and performance-based bonuses. The company also offers comprehensive benefits packages and employee discounts on Apple products, aiming to attract and retain top talent.
Leadership	Apple’s leadership, under the guidance of CEO Tim Cook, is known for its visionary approach and focus on long-term growth. Cook’s leadership style emphasizes innovation, sustainability, and social responsibility, driving the company’s success in diverse markets worldwide.
Mechanisms	Apple leverages cutting-edge technology and state-of-the-art manufacturing processes to produce high-quality products efficiently. The company invests heavily in research and development, continually pushing the boundaries of technology to stay ahead of the competition.

Toyota Motor Corporation

Element	Description
Purpose	Toyota’s purpose is to provide high-quality vehicles that meet the needs of customers while contributing to a sustainable society. The company emphasizes innovation, safety, and environmental stewardship in its global operations.
Structure	Toyota operates under a decentralized organizational structure, known as the “Toyota Way,” which empowers employees at all levels to make decisions and contribute to continuous improvement. The company emphasizes teamwork and collaboration across its global network of subsidiaries and affiliates.
Relationships	Toyota places a strong emphasis on building long-term relationships with customers, suppliers, and partners. The company’s “Customer First” philosophy guides its approach to customer service, ensuring that customer feedback is incorporated into product design and improvement processes.
Rewards	Toyota rewards employees for their contributions to quality, productivity, and innovation through performance-based incentives and recognition programs. The company also provides opportunities for career development and advancement, investing in training and skills development to empower employees.
Leadership	Toyota’s leadership, led by President Akio Toyoda, embodies the company’s values of integrity, respect, and continuous improvement. Toyoda’s leadership style emphasizes agility, adaptability, and a customer-centric approach, driving Toyota’s success in a rapidly changing automotive industry.
Mechanisms	Toyota employs advanced manufacturing techniques such as “lean production” and “just-in-time” inventory management to optimize efficiency and minimize waste. The company also invests in research and development to develop innovative technologies such as hybrid and electric vehicles, aligning with its commitment to sustainability.

Google

Element	Description
Purpose	Google’s purpose is rooted in its mission to organize the world’s information and make it universally accessible and useful. The company’s founders, Larry Page and Sergey Brin, envisioned a digital ecosystem where users could easily find relevant information, connect with others, and explore new ideas. Google’s purpose extends beyond search to encompass areas such as artificial intelligence, cloud computing, and sustainable technology solutions. The company’s commitment to innovation, user-centric design, and ethical business practices reflects its broader mission to create value for users, customers, and society at large.
Structure	Google operates under a matrix organizational structure characterized by a flat hierarchy and cross-functional collaboration. The company’s organizational design emphasizes agility, innovation, and autonomy, enabling employees to work collaboratively across diverse product teams and functional units. Google’s matrix structure encourages creativity, flexibility, and knowledge sharing, fostering a culture of continuous learning and adaptation. The company’s decentralized approach to decision-making empowers employees to take ownership of projects and initiatives, driving innovation and efficiency across the organization.
Relationships	Google places a strong emphasis on building positive relationships with its users, customers, and stakeholders. The company prioritizes user trust and privacy, investing in robust security measures, transparent data practices, and user-friendly products and services. Google’s commitment to openness, diversity, and inclusion fosters a culture of collaboration, creativity, and mutual respect among employees. The company’s collaborative approach extends beyond its internal operations to encompass partnerships with developers, advertisers, and content creators, driving innovation and value creation for all stakeholders.
Rewards	Google rewards its employees through a combination of competitive salaries, generous benefits, and opportunities for professional growth. The company offers competitive compensation packages that include stock options, performance bonuses, and comprehensive health and wellness benefits. Google also provides employees with access to professional development resources, mentorship programs, and career advancement opportunities, enabling them to enhance their skills, expand their networks, and achieve their career goals. The company’s culture of recognition and appreciation reinforces employee engagement, motivation, and retention, contributing to its success as a global leader in technology and innovation.
Leadership	Google’s leadership, under the guidance of CEO Sundar Pichai, embodies the company’s core values of innovation, transparency, and accountability. Pichai’s leadership style is characterized by its strategic vision, inclusive leadership, and commitment to empowering employees. He fosters a culture of openness, collaboration, and continuous improvement, encouraging employees to challenge assumptions, experiment with new ideas, and learn from failure. Google’s leadership team comprises experienced executives with diverse backgrounds and expertise, reflecting the company’s commitment to diversity, equity, and inclusion. Together, Google’s leaders inspire a culture of excellence, innovation, and ethical leadership, driving the company’s continued growth and success in a rapidly changing industry.
Mechanisms	Google leverages cutting-edge technology, AI algorithms, and cloud computing infrastructure to support its operations and deliver innovative products and services to users worldwide. The company’s advanced technological capabilities enable it to process vast amounts of data, personalize user experiences, and deliver real-time insights and solutions. Google’s investment in research and development fuels its innovation pipeline, driving breakthroughs in areas such as machine learning, natural language processing, and quantum computing. The company’s commitment to sustainability is reflected in its use of renewable energy, resource-efficient data centers, and eco-friendly product design, aligning with its broader mission to create a more sustainable and inclusive future for all.

Key takeaways

Weisbord’s six box model is a framework used to evaluate how well a business functions and executes on strategy. It was created by American business analyst Marvin R. Weisbord.
Weisbord’s six box model helps businesses avoid becoming narrow-minded and encourages them to challenge the status quo and identify growth opportunities. For best results, Weisbord suggested the same key individuals complete the evaluation on every occasion.
Weisbord’s six box model asks businesses to evaluate six components: purpose, structure, relationships, rewards, leadership, and helpful mechanisms.

Key Highlights

Origin and Creator:
- The model, known as Weisbord’s Six Box Model, was formulated by Marvin R. Weisbord, an American business analyst.
- It offers a comprehensive framework to assess how effectively an organization functions and executes its strategies.
Framework Purpose and Organizational Diagnosis:
- Weisbord’s model serves as a valuable tool for organizational diagnosis, aiming to identify the discrepancies between an organization’s current state and its desired state.
- By systematically examining the six key components, the model helps pinpoint areas for improvement and change.
Systematic Approach and Learning from Mistakes:
- Weisbord emphasized that the assessment process should involve the same individuals across different evaluations.
- This consistent involvement allows the participants to learn from their mistakes, build on their insights, and continuously refine the organization’s functioning.
Avoiding Complacency and Identifying Growth Opportunities:
- The model encourages businesses to avoid becoming complacent with their current operations and strategies.
- By rigorously evaluating each of the six components, organizations can challenge assumptions, uncover hidden inefficiencies, and identify potential avenues for growth.
Six Components Analyzed:
- Purpose:
  - This component explores the reason for the organization’s existence and its role within the market or industry.
  - Businesses need to clarify their target market, vision, mission, and strategic objectives to ensure a clear sense of purpose.
- Structure:
  - Structure refers to the arrangement of relationships between team members, functional units, and departments within the organization.
  - It involves assessing whether the organization’s structure aligns with its strategic goals, ensuring efficient communication, and distributing responsibilities effectively.
- Relationships:
  - Strong employee relationships and a well-established chain of command contribute to a cohesive and productive workplace.
  - Poor employee relations can lead to a toxic culture that hinders the execution of strategic plans.
- Rewards:
  - This component focuses on incentives designed to motivate employees and recognize their contributions.
  - Evaluating how achievements are celebrated and whether employees feel valued and motivated is essential for maintaining a motivated workforce.
- Leadership:
  - Leadership styles should be aligned with the organization’s structure and strategic objectives.
  - Effective leaders leverage available resources to execute the organization’s strategy and achieve its goals.
- Helpful Mechanisms:
  - These mechanisms include technologies, skills, and resources crucial for the organization’s success.
  - The organization must adapt to changing trends and ensure these mechanisms remain relevant and effective.
Adaptable Leadership Styles:
- The model highlights the importance of leadership that’s tailored to the situation or organizational structure.
- Effective leaders understand how to leverage resources, both human and material, to execute the organization’s strategy.
Strategic Alignment and Resource Utilization:
- Successful organizations align leadership and resources to achieve strategic goals.
- Effective utilization of resources, both tangible and intangible, contributes to the execution of the organizational strategy.
Continuous Adaptation and Staying Current:
- Organizations must remain adaptable to changing technologies, trends, and market demands.
- Staying current ensures that helpful mechanisms remain effective and don’t become outdated or irrelevant.
Value of Challenging Status Quo and Broadening Perspectives:
- The model encourages businesses to challenge assumptions and explore new possibilities for growth and improvement.
- By doing so, organizations can avoid becoming narrow-minded and stagnant.
Consistent Evaluation and Involvement of Key Individuals:
- Weisbord recommended involving the same key individuals in evaluations to ensure consistency and informed decision-making.
- This approach facilitates learning from previous evaluations and building a deeper understanding of the organization’s dynamics.

Comparison’s Table	Weisbord’s Six Box Model	McKinsey 7-S Model	Burke-Litwin Model
Type	Diagnostic framework for analyzing organizations based on six key elements.	Organizational diagnostic model focusing on seven key factors.	Organizational change model identifying twelve organizational variables.
Purpose	To assess organizational effectiveness and identify areas for improvement.	To analyze and diagnose organizational issues related to structure, strategy, systems, style, skills, staff, and shared values.	To understand the complex interplay of organizational variables and their impact on change.
Key Components	– Purpose: Organization’s mission and objectives. – Structure: Organizational design and hierarchy. – Relationships: Interactions between individuals and groups. – Rewards: Systems for recognizing and incentivizing performance. – Leadership: Styles and effectiveness of leadership. – Helpful Mechanisms: Processes and tools supporting work.	– Strategy: Organization’s plan for achieving its objectives. – Structure: Formal organization and reporting relationships. – Systems: Policies, procedures, and processes governing operations. – Style: Organizational culture and leadership behavior. – Staff: Human resources and talent management. – Skills: Capabilities and competencies of employees. – Shared Values: Core beliefs and principles guiding behavior.	– External Environment: External factors influencing organizational change. – Transformational Factors: Aspects driving organizational change, such as leadership and organizational culture. – Transactional Factors: Elements affected by change, including structure and systems. – Performance: Organizational effectiveness and outcomes.
Application	Used to diagnose organizational issues and guide interventions for improvement.	Utilized to understand the alignment and effectiveness of various organizational elements.	Applied to analyze the impact of organizational change and guide change management efforts.
Focus	Focuses on assessing six key areas of organizational functioning and identifying areas for improvement.	Focuses on seven elements crucial for organizational effectiveness and alignment.	Focuses on understanding the interrelationship between organizational variables and their influence on change processes.
Benefits	– Provides a structured framework for assessing organizational effectiveness. – Helps identify areas for improvement and guide organizational change efforts.	– Offers a comprehensive view of organizational dynamics and alignment. – Helps diagnose issues and formulate strategies for improvement.	– Provides a holistic understanding of organizational change dynamics. – Guides change management efforts by identifying key factors influencing change.