The 4 Ps—Purpose, Picture, Plan, and Part—described in Managing Transitions by William and Susan Bridges, is a framework designed to help leaders guide people through organizational change more effectively. Each of the 4 Ps plays a key role in helping individuals understand and embrace change.

This framework categorizes diversity into four levels: Personality, Internal Dimensions (e.g., race, gender), External Dimensions (e.g., education, work experience), and Organizational Dimensions (e.g., job function, work location).

The Iceberg of Diversity model illustrates that diversity extends beyond visible traits (like race, gender, and age) to include less visible aspects (like education, beliefs, and experiences) that influence an individual’s identity.

The Risk Matrix is a tool for assessing and prioritizing risks by evaluating their likelihood of occurring and their impact on objectives. It helps visualize risks and assists in decision-making by identifying which risks require immediate attention and which are more tolerable.

SWOT Analysis is a strategic planning tool that helps evaluate an organization or project’s internal Strengths and Weaknesses, as well as external Opportunities and Threats. It provides a clear snapshot of current conditions and helps formulate strategies that leverage strengths, address weaknesses, exploit opportunities, and defend against threats.

Self-Efficacy Theory by Albert Bandura proposes that beliefs in one’s capabilities influence motivation, performance, and resilience in facing challenges.