2
Understand — Organisational Network Analysis
See how your organisation really works
3
Execute — OKRs + Motivation engine
Align and activate people continuously
INDUSTRY LEADERS
PatPat360 is among the 7 OKR platforms recommended on WhatMatters.com.
Rated 4.5★ on Capterra and GetApp. Used by 10,000+ people in 12+ countries.
"Many features associated with everyday work applications but streamlined for OKR best practices."
-John Doerr about PatPat360
INDUSTRY LEADERS
PatPat360 is among the 7 OKR platforms recommended on WhatMatters.com.
Rated 4.5★ on Capterra and GetApp. Used by 10,000+ people in 12+ countries.
"Many features associated with everyday work applications but streamlined for OKR best practices."
-John Doerr about PatPat360
STEP 2 - UNDERSTAND
Frederick Laloux's work shows that every leap in human consciousness has produced a new organisational model. Today's competitive context — characterised by AI, continuous change and higher workforce awareness — demands the shift from a predict-and-control model (orange) to an engage-and-align model (teal/green).
Pack / Tribe
Division of labour · Chief authority
Reactive
Informal power
Army
Formal hierarchy · Standard processes
Command & Control
"The stick"
The shift to a teal/green model doesn't mean removing structure — it means replacing top-down annual objectives (MBO) with bottom-up quarterly priorities (OKRs), mapping real collaboration networks to reduce friction, and building a motivation engine that works every day — not once a year during appraisals.
This is where HOW4 and PatPat360 come in.
HOW-4 - THE DIAGNOSTIC TOOL
Organisational Network Analysis maps the real flows of information, collaboration and influence inside your company — revealing what no org chart can show: who the true hubs are, where silos form, who is peripheral and who is a change agent.
Map collaboration networks
Understand who works with whom — beyond the org chart. Identify real information flows across functions and teams.
Detect bottlenecks and overloaded hubs
Find the people whose absence would paralyse the organisation. Redistribute load before it becomes risk.
Identify influencers and change agents
Spot who can drive transformation — and who is isolated. Build your change strategy around real relationships.
Quantitative, repeatable, fast
4 questions. 20+ algorithms. Results at individual, team, unit and company level — in a few days.
PATPAT 360
Operational objectives become outdated in months — not years. The management-by-objectives model was designed for stable environments. Today's competitive speed demands quarterly alignment cycles, bottom-up definition and continuous motivation — not a once-a-year review.
OLD MODEL
Management by Objectives (MBO)
TIMEFRAME
Annual — objectives stale before year-end
DIRECTION
Top-down only — no bottom-up input
TRANSPARENCY
Private — people don't see colleagues' goals
INCENTIVE LINK
Directly tied to pay — drives risk aversion
AMBITION
Conservative — nobody sets stretch goals
MOTIVATION
Point-in-time review — engagement falls in between
NEW MODEL
Management by Objectives (MBO)
TIMEFRAME
Quarterly cycles — always current and actionable
DIRECTION
Top-down strategy + bottom-up priorities
TRANSPARENCY
Public — alignment visible across the whole org
INCENTIVE LINK
Social recognition + LTI — decoupled from bonus
AMBITION
Stretch targets — failure at 70% is still success
MOTIVATION
Continuous — daily feedback and recognition
Pats
Feedbacks
News
Find my Guru
OKRs
Pulse and Survey
Performance Reviews
Tokens
PatPoints
LTI
