Diamond-E Framework

The diamond-E framework is a model for understanding how organizations learn and adapt. It was
developed by organizational learning expert Edgar H. Schein and is based on the idea that organizational
learning and adaptation occur through a process of experimentation and reflection.

The diamond-E framework consists of four interrelated components: environment, strategy, structure,
and culture. These components are represented by the four sides of a diamond, with the environment
on the top, strategy on the right, structure on the left, and culture on the bottom.

1. Environment: The environment refers to the external factors that influence an organization,
such as competitors, customers, suppliers, regulatory agencies, and economic conditions. These
factors can provide opportunities or challenges for the organization.

2. Strategy: Strategy refers to the plan or course of action that an organization adopts in order to
achieve its goals. This includes decisions about what products or services to offer, which markets
to target, and how to allocate resources.

3. Structure: Structure refers to the way that an organization is organized and the roles,
responsibilities, and relationships of its members. This includes the formal hierarchy, the
division of labor, and the communication channels.

4. Culture: Culture refers to the shared values, beliefs, and norms that shape the behavior of an
organization's members. This includes the organization's mission, vision, and values, as well as
the informal social norms and practices that guide behavior.

According to the diamond-E framework, organizational learning and adaptation occur when there is a
dynamic interaction between these four components. For example, an organization might experiment
with a new strategy in response to changes in the environment, which might require changes to the
structure and culture in order to be successful. This process of experimentation and reflection can help
the organization learn and adapt over time.