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Boleman & Deal's Four-Frame Model - Organizational Analysis Tool
Organizations are complex, organic, living, and breathing forces. They can be intimidating and difficult to understand.
Managers and employees often feel like it is an overwhelming task to diagnose a poorly performing organization and try to do some root cause analysis and corrective action.
To help managers evaluate their organizations, we recommend using Bolman and Deal’s Four Frames Model.
This model was developed to help leaders analyze organizations from multiple perspectives to:
1. Better understand issues,
2. solve problems, and
3. Lead effectively.
These four frames are
1. The Structural Frame “The factory part of the organization”
2. Human Resources Frame “The family part of the organization”
3. The Political Frame “The Jungle”
4. The Symbolic Frame “The theatre or temple”

Each “frame” offers a different lens for viewing organizational dynamics.
Leaders who can shift between frames have greater adaptability and effectiveness.
Now let’s talk about when and how to use each frame
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1. Structural Frame – “The Factory”
Focus: Rules, roles, policies, hierarchy, and organizational design.
Use When:
• Clarifying responsibilities.
• Designing workflows or restructuring.
• Solving coordination or efficiency problems.
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2. Human Resource Frame – “The Family”
Focus: People’s needs, skills, relationships, and motivation.
Use When:
• Addressing morale or motivation.
• Aligning talent with tasks.
• Resolving interpersonal conflicts.
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3. Political Frame – “The Jungle”
Focus: Power, conflict, competition, and coalition-building.
Use When:
• Navigating office politics.
• Managing change with resistance.
• Building alliances and coalitions.
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4. Symbolic Frame – “The Theater or Temple”
Focus: Culture, meaning, rituals, and symbols.
Use When:
• Leading through change or crisis.
• Reinforcing values and vision.
• Creating a sense of belonging or identity.
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