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| Criterion |  Operations Accountability Ladder |  Business Strategy McKinsey 7S |  Facilitation Expectation Mapping |  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. | McKinsey 7S checks whether Strategy, Structure, Systems, Shared Values, Skills, Style, and Staff fit together. Organizational misalignments become visible across multiple levers as a result. | When roles, interfaces, or projects fail because of differing expectations, Expectation Mapping surfaces these differences. It shows what each side takes for granted and where the pictures diverge. | 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 | Medium | Low | Medium |
Timedifferent | 20-45 min | 2-4 h | 45-90 min | 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 | 7S Assessment, Alignment Gaps, Change Actions | Expectation Map, Alignment Notes, Agreements | Interaction Heat Map, Agreements per Pair |
Tagsno overlap | ResponsibilityLeadershipTeam | OrganizationStrategyAlignmentChange | AlignmentStakeholdersTeam | TeamAlignmentCollaborationOrganization |