Synercube's '3-dimensional' Model

Much research has gone into developing the Synercube model. We go into the explanation heavily during trainings, but the general idea is based on a grid of varying leadership styles and their impact on the corporate culture.

The three-dimensional Synercube concept works by defining three dimensions "People", "Results", and "Culture, Value" as 3 axes of a cube. In simplified form, 10 resulting leadership styles emerge, and we can then demonstrate and analyse these styles and their effects on corporate culture.

To give an example, the extreme values range from 1.1- to 7.7+. 1.1- has a low orientation towards people, results and corporate culture. In contrast, 7.7+ has a high orientation towards people, results, and corporate culture.

The model we use for Synercube is shown in further detail below:


The Synercube Concept


Example: Conflict Management in the 3-dimensional concept:


Sometimes, conflict is necessary, but only monitored and with clear authority.


Conflict leads to interruptions and negative emotions.


Conflict distracts people from the joy of collaboration and turns disruptive. 


Conflict may poison personal relationships and provoke tension.


Conflict helps reveal the scope of perceptions and to uncover the strong, positive and valuable aspects of the current corporation's situation.


Conflict involves the risk of contrary perceptions and hampers the retention of the status-quo.


Conflict distracts people from detecting their potential.


Conflict is too challenging and makes it difficult staying indifferent.


Conflict is essential for progress and a strong energy and source of creativity. 


Due to differing perceptions and convictions, conflict impedes flexibility.