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| Criterion |  Systems Thinking Polarity Mapping |  Team Design Team Topologies Interaction Modes |  Systems Thinking Leverage Points |  Facilitation Team Charter |
|---|---|---|---|---|
Purposedifferent | Polarity Mapping makes tensions between two opposing poles tangible, such as standardization and adaptation or control and autonomy. The method guards against making apparent either-or decisions prematurely. | 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. | 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. |
Complexitydifferent | Medium | Medium | High | Medium |
Timedifferent | 1-2 h | Half day | Half day | 2-4 h |
Participantsdifferent | 3-12 | Team-Leads plus Architecture | 3-12 | 3-12 |
Formatsame | Workshop | Workshop | Workshop | Workshop |
Outputdifferent | Polarity Map, Warning Signs, Balance Actions | Interaction Heat Map, Agreements per Pair | Leverage Map, Action Strategy | Team Charter, Working Norms, Role Notes |
Tagsno overlap | Systems thinkingTradeoffsLeadership | TeamAlignmentCollaborationOrganization | Systems thinkingChangeStrategy | TeamAlignmentCollaboration |