Project Management

Meta-Analytical Levers Analysis

last edited by: erin decaprio on Oct 7, 2006 5:34 PM login/register to edit this page

1 Applications
2 Procedures
3 Instructions
4 Example

Applying this set of techniques involves the process of scanning the enterprise to relate the social systems present within it and to identify the possible disconnects between the systems and the desired behaviors which they were designed to reinforce. The social systems are the structure to motivate, pay, and drive people to perform a process. This analysis provides a big picture of the social systems within the organization. General categories of analysis include:

  • Work Groupings
  • Pay for Knowledge
  • Pay for Skill
  • Gain Sharing
  • Compensation
  • Career Path Definition
  • Work Unit Organization
Change strategies are identified to overcome social systems/desired behavior disconnects identified during this analysis.


  • To identify and change social systems consistent with reengineered value streams.


  1. Set scope with team and get approval of sponsor.
  2. Document the "Level 0" or current social systems.
  3. Identify the "Level 1" future state of the social systems.
  4. Develop migration plan.


This type of analysis should be conducted by someone who is very experienced in organization design, social systems design, and business reengineering. In general, the first step is to determine what part, if not all, of the enterprise will be addressed in the analysis. Once the scope is set, it is critical to get the approval of the sponsor.

Collect and document the "Level 0" current social system interaction. This includes, for each task, descriptions, skill requirements, DISC categories, GAIL descriptions, outputs, and behavior. (Activity profiles and/or activity work flow diagrams are used to assist this process. See Activity Profiling and Work Flow Diagramming.) To gather this information, use multiple sources to form an accurate picture of the "Level 0" social systems. It is important to look further than the company handbook. It may be necessary to conduct interviews, workshops, and meetings to obtain the correct information. Other techniques can assist in gathering substantial detail. For example, DISC Inventory, GAIL Analysis, Task/Training Analysis, Brainstorming, or Displayed Thinking can be used in defining "Level 0" (and later "Level 1"). (See Facilitation, and/or Workshops. Also see RAEW Analysis.) The icons in the following example depict the types of information documented for the "Level 0" and "Level 1" (the reengineered state) social systems.

Given the goal of a reengineered value stream, describe the future state for the social systems. Technical systems may require revision and must also be addressed in the overall plan, because of their linkage to the social systems within the enterprise. Develop a migration plan and schedule as shown in the example diagram. This may include changes to compensation plans and motivators, modification of team structure and makeup, job descriptions, skill levels, and development of new training materials. Prepare a final report describing the tangible results of changing the social systems such as: increases in throughput, decrease in cycle time, and decreases in costs. A pilot test can also be developed to assess results before implementation enterprise-wide. (See Pilot Selected Concepts).


Social Systems

last edited by: erin decaprio on Oct 7, 2006 5:34 PM login/register to edit this page


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