People & Adoption
Frameworks for teams, change, and human factors
What is People & Adoption?
People & Adoption frameworks help organizations answer the human side of work: "How do we get people aligned, engaged, and ready to change?" These tools recognize that strategy and processes only succeed when people embrace them.
This category includes frameworks for change management, team development, role clarity, skills assessment, and organizational culture. Whether you're leading a major transformation, building a new team, or trying to get adoption of a new tool, these frameworks address the human factors that make or break initiatives.
When to Use People & Adoption Frameworks
- Organizational change — When implementing new systems, processes, or ways of working
- Team formation — When building new teams or restructuring existing ones
- Role confusion — When people are unclear about responsibilities and decision rights
- Resistance to change — When people are pushing back on new initiatives
- Skills gaps — When capabilities don't match requirements
- Culture change — When you need to shift how people think and behave
Key Questions These Frameworks Answer
- How do we get people to adopt new ways of working?
- What stage of development is our team at?
- Who is responsible for what decisions and actions?
- How do we build psychological safety for innovation?
- What skills do we have and what do we need?
- How do we manage resistance to change?
Frameworks in This Category
Browse all frameworks that help with teams, change, and human factors.
ADKAR Model
CoreIndividual-level change adoption model focusing on Awareness, Desire, Knowledge, Ability, and Reinforcement.
Bridges' Transition Model
CorePeople-centered framework managing emotional and psychological aspects of organizational transitions through three stages.
Delegation Matrix
CoreFramework for determining what tasks to delegate, to whom, and when. Helps leaders empower teams and develop capability.
Kotter's 8-Step Change Model
CoreStructured 8-step framework for leading major organizational transformation from urgency to anchoring change in culture.
Lewin's Change Model
CoreClassic 3-stage change model (Unfreeze-Change-Refreeze) explaining psychological dynamics of organizational transitions.
Psychological Safety Framework
CoreFramework for creating environments where team members feel safe to speak up and take risks. Critical for innovation and team learning.
RACI Matrix
CoreResponsibility matrix clarifying who is Responsible, Accountable, Consulted, and Informed for each task.
Resistance Management Framework
CorePractical framework for understanding, addressing, and overcoming resistance to organizational change.
Skills Matrix / Competency Mapping
CoreFramework for identifying, assessing, and developing team member capabilities. Maps skills gaps and guides training initiatives.
Stakeholder Analysis and Engagement
CoreSystematic framework for identifying stakeholders, mapping power and interest, and developing targeted engagement strategies.
Succession Planning Framework
CoreFramework for identifying, developing, and preparing successor candidates for critical leadership roles. Ensures organizational continuity.
Team Charter / Norming
CoreFramework for establishing team agreements, norms, and working conventions. Creates clarity on expectations and accountability.
Tuckman's Stages of Group Development
CoreFramework describing 4 stages of team development: Forming, Storming, Norming, and Performing. Essential for understanding team dynamics.
Agile Sprint Planning
Also AppliesPlanning work in short iterative cycles (sprints) balancing flexibility with structure.
Kaizen
Also AppliesPhilosophy of continuous incremental improvement involving everyone, building sustainable culture through small daily changes.
Lean Core Principles
Also AppliesPhilosophy for continuous improvement focused on eliminating waste and maximizing value through five principles: Define Value, Map Value Stream, Create Flow, Establish Pull, Pursue Perfection.
Scrum Framework
Also AppliesAgile framework for iterative product development using sprints, with defined roles (Scrum Master, Product Owner, Team) and ceremonies.
Quick Comparison
Compare key characteristics of frameworks in this category.
| Framework | Complexity | Results In | Best For |
|---|---|---|---|
| ADKAR Model | Medium (5/10) | 3-6 months | Behavior adoption |
| Bridges' Transition Model | Medium (5/10) | 3-6 months | Employee experience |
| Delegation Matrix | Very Low (2/10) | 1-2 hours | Quick decisions |
| Kotter's 8-Step Change Model | Med-High (6/10) | 6-12 months | Enterprise transformation |
| Lewin's Change Model | Medium (5/10) | 3-6 months | Understanding change |
| Psychological Safety Framework | Medium (5/10) | 2-3 months | Culture change |
| RACI Matrix | Low (2/10) | 30 minutes | Team role clarity |
| Resistance Management Framework | Med-High (6/10) | 2-4 weeks | Managing obstacles |
| Skills Matrix / Competency Mapping | Medium (5/10) | 2-4 weeks | Capability building |
| Stakeholder Analysis and Engagement | Medium (5/10) | Ongoing | Stakeholder alignment |
| Succession Planning Framework | High (7/10) | 6-12 months | Leadership prep |
| Team Charter / Norming | Very Low (2/10) | 1-2 weeks | New teams |
| Tuckman's Stages of Group Development | Medium (5/10) | 3-6 months | Team development |
| Agile Sprint Planning | Medium (5/10) | 1-2 days | Iterative delivery |
| Kaizen | Medium (5/10) | Ongoing | Long-term improvement |
| Lean Core Principles | Medium-High (6/10) | Ongoing | Operations improvement |
| Scrum Framework | Medium (5/10) | 2-4 weeks/sprint | Product development |