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| Criterion |  Operations Accountability Ladder |  Systems Thinking Leverage Points |  Facilitation Team Charter |  Team Design Team Topologies Interaction Modes |
|---|---|---|---|---|
Purposedifferent | With defensive reactions to problems, the method shifts the view from justification to ownership. It makes visible which reaction stage a person or team is currently stuck on. | Leverage Points show exactly where interventions in a system produce a disproportionate effect. It draws relationships, patterns, and feedback loops. The result is captured as a leverage map and action strategy. | When a team is starting fresh or working past each other, Team Charter clarifies the shared working basis. It visibly sets out how collaboration, decision paths, and mutual conduct should work day to day. | When several teams collaborate repeatedly, it describes the right interaction mode for each interface between them. It clarifies responsibility, interaction, and load between teams. The result is captured as an interaction heat map and pairwise agreements. |
Complexitydifferent | Low | High | Medium | Medium |
Timedifferent | 20-45 min | Half day | 2-4 h | Half day |
Participantsdifferent | 1-8 | 3-12 | 3-12 | Team-Leads plus Architecture |
Formatdifferent | Workshop + async | Workshop | Workshop | Workshop |
Outputdifferent | Ownership Reflection, Action Commitment, Coaching Notes | Leverage Map, Action Strategy | Team Charter, Working Norms, Role Notes | Interaction Heat Map, Agreements per Pair |
Tagsno overlap | ResponsibilityLeadershipTeam | Systems thinkingChangeStrategy | TeamAlignmentCollaboration | TeamAlignmentCollaborationOrganization |