Marvin Weisbord's Six Boxes Model is used primarily for what purpose?

Marvin Weisbord's Six Boxes Model is designed primarily for diagnosing organizational problems. This model provides a framework that helps leaders and consultants analyze the various components of an organization to identify issues that may be affecting its overall effectiveness. By examining six key areas—purposes, structure, relationships, rewards, helpful mechanisms, and leadership—the model helps organizations highlight discrepancies between their current state and desired outcomes.

Using this model, practitioners can pinpoint specific areas that require attention or intervention, making it a valuable tool for organizational assessment and development. This diagnostic approach allows organizations to develop tailored strategies for improvement, aligning their structures and processes with their goals.

In contrast, conducting performance appraisals focuses on evaluating individual employee performance rather than organizational issues. Designing employee training programs targets the development of skills and knowledge in individuals, not necessarily addressing broader organizational challenges. Managing change resistance is a specific aspect of organizational behavior that may arise during transitions but does not encompass the full diagnostic capabilities provided by the Six Boxes Model.