Compare the frameworks
Pick the right model for the problem in front of you. Sort by effort to invest, or by how strong the evidence base is. Click any column header to sort.
| Framework ↑ | Best for | Level ↑ | Effort ↑ | Evidence ↑ |
|---|---|---|---|---|
| 9-Box Grid (Performance × Potential) | Talent differentiation / succession | Team to enterprise | ● ● ○ | ● ● ○ |
| ADDIE (Instructional Design) | Training design / L&D build | Program | ● ● ○ | ● ● ○ |
| ADKAR Model | Individual change adoption / rollout diagnosis | Individual to program | ● ● ○ | ● ● ○ |
| Behaviors, Symbols, Systems | Culture change levers | Enterprise | ● ● ○ | ● ● ○ |
| Blake-Mouton Managerial Grid | Leadership style | Individual to team | ● ○ ○ | ● ● ○ |
| Bradford Factorcontested | Absence management (contested) | Function | ● ○ ○ | ● ○ ○ |
| Bridges' Transition Model | Change adoption / personal transition | Individual to enterprise | ● ○ ○ | ● ○ ○ |
| Burke-Litwin Model | Transformation diagnosis / causal change model | Enterprise | ● ● ● | ● ● ○ |
| Competency Framework Design | Capability definition / talent standards | Enterprise | ● ● ● | ● ● ○ |
| Cynefin Framework | Sense-making / decision-making | Team to enterprise | ● ● ○ | ● ● ○ |
| Diffusion of Innovations | Change adoption / diffusion | Team to market | ● ● ○ | ● ● ○ |
| Employee Lifecycle & Moments That Matter | Employee experience / engagement | Enterprise | ● ● ○ | ● ● ○ |
| Employee Monitoringcontested | Workplace surveillance (contested) | Team to enterprise | ● ● ○ | ● ● ○ |
| Family → Profile → Curricula Chain | Capability academy / architecture-led L&D | Function to enterprise | ● ● ● | ● ● ○ |
| Five Dysfunctions of a Team | Team dysfunction diagnosis | Team | ● ○ ○ | ● ○ ○ |
| Flow | Motivation / engagement | Individual to team | ● ○ ○ | ● ● ○ |
| Forced Ranking (Vitality Curve)contested | Forced differentiation (contested) | Team to enterprise | ● ● ○ | ● ○ ○ |
| Formal & Informal Organization | Change adoption / informal networks | Team to enterprise | ● ● ○ | ● ● ○ |
| Function Mapping (OD) | Org design evidence / duplication hunt | Enterprise | ● ● ● | ● ● ○ |
| Galbraith Star Model | Org design choices / alignment | Enterprise | ● ● ○ | ● ● ○ |
| Gallup Q12 Engagement Model | Engagement measurement / manager action | Team to enterprise | ● ○ ○ | ● ● ● |
| Golden Handcuffscontested | Critical-role retention (contested) | Role to team | ● ○ ○ | ● ● ○ |
| Golden Handshakecontested | Negotiated exits (contested) | Role to enterprise | ● ● ○ | ● ● ○ |
| Greiner's Growth Model | Organizational lifecycle / scaling | Enterprise | ● ● ○ | ● ● ○ |
| Herzberg's Two-Factor Theory | Motivation / satisfaction diagnosis | Role to function | ● ○ ○ | ● ● ○ |
| Hofstede's Cultural Dimensionscontested | Cross-cultural / global HR | Enterprise | ● ● ○ | ● ○ ○ |
| HR Maturity Model | HR function assessment / transformation roadmap | HR function | ● ● ○ | ● ● ○ |
| Job Characteristics Model | Job design / motivation | Individual to team | ● ● ○ | ● ● ● |
| Job Evaluation (Point-Factor Method) | Pay equity / grade architecture | Enterprise | ● ● ● | ● ● ● |
| Job Family Mapping | Job architecture / title rationalization | Enterprise | ● ● ● | ● ● ○ |
| Job Profiling (Job Analysis) | Role definition / job architecture input | Role to enterprise | ● ● ○ | ● ● ● |
| Johari Window | Self-awareness / feedback flow | Individual to team | ● ○ ○ | ● ○ ○ |
| Kirkpatrick Four Levels | Training evaluation / L&D ROI | Program | ● ● ○ | ● ● ● |
| Kotter's 8-Step Change Model | Change management / transformation | Enterprise | ● ● ○ | ● ● ○ |
| Kübler-Ross Change Curve | Change adoption / emotional response | Individual to enterprise | ● ○ ○ | ● ○ ○ |
| Lewin's Change Model | Change management (foundational) | Team to enterprise | ● ○ ○ | ● ● ○ |
| Maslow's Hierarchy of Needs | Human motivation / needs diagnosis | Individual to enterprise | ● ○ ○ | ● ● ○ |
| McKinsey 7S | Org alignment / transformation diagnosis | Enterprise | ● ● ○ | ● ● ○ |
| Nadler-Tushman Congruence Model | Org diagnosis / strategy-organization fit | Enterprise | ● ● ● | ● ● ○ |
| Non-Compete Clausescontested | Post-employment restraint (contested) | Role to enterprise | ● ○ ○ | ● ● ○ |
| OKRs (Objectives & Key Results) | Goal setting / focus & alignment | Team to enterprise | ● ● ○ | ● ● ○ |
| Organizational Network Analysis (ONA) | Hidden networks / collaboration mapping | Team to enterprise | ● ● ○ | ● ● ○ |
| Performance Improvement Plan (PIP)contested | Underperformance remediation (contested) | Role to team | ● ○ ○ | ● ● ○ |
| Personality Assessment in Hiringcontested | Selection testing (contested) | Function | ● ● ○ | ● ● ○ |
| Psychological Safety | Team climate / learning behavior | Team | ● ○ ○ | ● ● ● |
| RACI Matrix | Decision rights / role clarity | Team to enterprise | ● ○ ○ | ● ● ○ |
| Recruiting Funnel | Hiring pipeline diagnosis | Function | ● ○ ○ | ● ● ○ |
| SCARF Model | Change / social threat and motivation | Individual to enterprise | ● ○ ○ | ● ○ ○ |
| Situational Leadership | Leadership / people development | Individual to team | ● ○ ○ | ● ○ ○ |
| Strategic Workforce Planning | Future workforce supply/demand gaps | Enterprise | ● ● ● | ● ● ○ |
| The Career Lattice | Career development / retention | Individual to enterprise | ● ● ○ | ● ○ ○ |
| The Double Diamond | Problem-solving / design process | Team to enterprise | ● ● ○ | ● ● ○ |
| The Dunning-Kruger Effect | Metacognition / self-assessment | Individual | ● ○ ○ | ● ○ ○ |
| The GROW Model | Coaching / people development | Individual | ● ○ ○ | ● ● ○ |
| Total Rewards Model | Retention / EVP / rewards strategy | Enterprise | ● ● ○ | ● ● ○ |
| Tuckman's Stages of Group Development | Team development stages | Team | ● ○ ○ | ● ● ○ |
| Ulrich HR Competency Model | HR professional capability | HR function | ● ○ ○ | ● ● ● |
| Ulrich HR Model (Four Roles) | HR operating model / role clarity | HR function | ● ○ ○ | ● ● ● |
| Vroom's Expectancy Theory | Motivation / incentive design | Individual to enterprise | ● ○ ○ | ● ● ○ |
| Weisbord Six-Box Model | Rapid org / unit diagnosis | Unit to enterprise | ● ○ ○ | ● ○ ○ |