Groups spell out their requirements for training, equipment, internal coordination and external relations. Workshop manager introduces matrix for mapping the skills currently held. Groups draw up their existing workflow and organizational structure. Groups review how to phase in career paths based on payment for skills held. Workshop manager explains inverse relationship between old design principle and critical requirements and skills.
Groups redesign their own structure to produce the best possible design for everyone.
Groups test their new work design against the six critical requirements and explain how their scores will improve. All groups create and complete the two matrices for human requirements and skills. Workshop manager holds interim plenary so that groups can learn from each other's efforts, challenge one another's assumptions, and create a truly systemic design. Groups finalize their design. Management returns to listen, negotiate, discuss and understand as groups present final reports and implementation plan.