StrategicModelBuilding.com

Using Strategic Model Buiding to See, Test, and Improve our Models for Action

How it Works


                                                                 

It works by making your models more visible and explicit so you can see them more clearly. We actually illustrate the model's parts interacting. We start by asking some basic questions about your current model in use, such as:

1. What are you interacting with?
2. What is the issue / situation you are addressing? is it a "Problem" (Something you want to have go away?) or an "Opportunity"
(Something you want to create that does not exist yet?).
3. How does "Change" work in this entity you are interacting with and what are you targeting for change?
4. What are you doing?
5. Why are you doing it?
6. How are you doing it?
7. Who is doing what, when and in what order?
8. How will you know it is working?

These are just a few examples of how to make your model more visible. However, by question #5 we typically discover that these questions are not so basic. They are hard and they often times go unanswered, which means your model is incomplete and will probably "come up short" in hitting your change targets.
 
Strategic Model Building is rigorous, but the ROI (Return on Investment) in time, energy and learning goes directly to the Bottom Line of your P&L.


This model works from the "Inside Out" because we have evidence that if you want an actionable intervention model for sustainable change, you need to learn to develop your own model. You must be at the center of it, constantly testing it and learning from it. You must enhance your capacity to create structures that will constantly advance you to your desired outcomes. In Model Building terms, we call this "Constraint", or the structural / creative tension that is generated between your current model and the model you are wanting to apply in the future. It is also the tension that is created by noticing a "Gap" between your espoused model (what you say you do), and your displayed model (what actually do) in low and high stakes situations. There is an entirely new energy for Internal Due Diligence that focuses on What's Wanted, What's Working, What's Not Working, and What's Need to achieve individual and team desired results.

This happens in three Developmental Stages:

                                                                                  

1. Awareness: Knowing, and more clearly seeing, yourself in action.

2. Causality: Understanding more deeply how your actions impact others and how and why the actions of others impact you, and what you can do about it.

3. Self-Evolution: Having a Model Building process you can rely on to constantly improve your own, your team's and your entire organization's performance.


All of our customized programs and field consults include sequenced learning and practice cycles that reinforce continuous learning and model building. Learning content is transferred in real time by teams' practicing, face-to-face, in low and high stakes situations We call this real action learning, and it provides the most direct route to expanding ones competencies to intervene effectively. Practice field coaching provides on going intervention support to address, set backs, structural traps, and other breakdowns that consistently arise with any change project.

                                                                    
At the CORE of how this works is Structural Dynamics and the Kantor Meta Model for
Model Building.

                                                            


 




                                
Start Video of
David Kantor on Structural Dynamics and "Reading the Room."

       Click here for further information on How it Works.

            

 


 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 


 

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