Appendix
From experience to questions.
These questions connect the story with situations you may recognise in your own life and work.
The three-tier communication model
The Pyramid described in Chapter 7 considers how Executive, Functional and Operational groups understand the same change. It asks what matters at each level and what needs to be translated between them.
Executive
What direction are we setting? Which responsibilities and values must remain clear under pressure?
Functional
How does that direction become decisions, priorities and coordination between teams?
Operational
What changes in the daily work? What support, understanding and room to question do people need?
The current 8C dimensions
- Clarity. What exactly are we trying to understand or achieve?
- Conditions. Which circumstances are shaping the situation?
- Control. What can be influenced, decided, or governed?
- Capability. Which knowledge, resources, behaviors, and systems are available or missing?
- Compliance. Which obligations, commitments, boundaries, or requirements must be respected?
- Calibration. How will we determine whether the approach is working?
- Correction. What needs to change when evidence contradicts expectations?
- Continuity. How will progress remain sustainable over time?
Keep the person in the conversation
Recognition, Understanding, Safety, Exploration, Reflection and Ownership describe the human entry sequence. Frameworks support the enquiry; they do not take ownership of the decision.