Developed by Dart Lindsley over more than two decades, developed over a long career leading transformation organizations, and practiced while leading Global Process Excellence for People Operations at Google. Featured in the Harvard Business Review and explored on the Work for Humans podcast.

Both, but it's important that it doesn't get confined to HR. It's a management system and operational model implemented at the organizational, practice, role, and team level.

Most engagement initiatives treat engagement as a sentiment problem to be measured and fixed with programs. Multi-sided management treats it as a design problem: people disengage because the work wasn't designed to earn their engagement.

Applying customer-centered design discipline to the employee work experience: understanding the customer (needfinding), designing the product (work design), and continuous improvement (normfinding).

The limiting factor in AI transformation is almost never technology, it's trust. Multi-sided management builds organizational trust as a structural outcome through consistent, genuine inclusion of employees in the design of their own work, including how AI is integrated.

Change management drives adoption of a plan already decided. Human capital consulting optimizes people as inputs to manage. 11fold does neither. We redesign the work itself with employees as customers, through needfinding, work design, and normfinding, so the change holds without constant intervention.