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| Criterion |  Team Design Team Topologies Interaction Modes |  Systems Thinking Leverage Points |  Operations Accountability Ladder |  Facilitation Team Charter |
|---|---|---|---|---|
Purposedifferent | 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. | 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. | 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 | High | Low | Medium |
Timedifferent | Half day | Half day | 20-45 min | 2-4 h |
Participantsdifferent | Team-Leads plus Architecture | 3-12 | 1-8 | 3-12 |
Formatdifferent | Workshop | Workshop | Workshop + async | Workshop |
Outputdifferent | Interaction Heat Map, Agreements per Pair | Leverage Map, Action Strategy | Ownership Reflection, Action Commitment, Coaching Notes | Team Charter, Working Norms, Role Notes |
Tagsno overlap | TeamAlignmentCollaborationOrganization | Systems thinkingChangeStrategy | ResponsibilityLeadershipTeam | TeamAlignmentCollaboration |