Behavior-based organizational development system tools help teams move beyond good intentions when trust, feedback, accountability, collaboration, and follow-through are inconsistent from one team to the next. TIGERS 6 Principles makes workplace behavior more visible, teachable, repeatable, and easier to sustain.
Grounded in group dynamics research across business, education, and psychology, the TIGERS 6 Principles define six conditions people need to work well together: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success.
Rather than relying on personality tools, temporary morale boosts, or one-time training events, TIGERS gives professionals a practical structure for turning those six principles into stronger team agreements, better feedback conversations, clearer accountability, and follow-through people can use in daily work.
From emerging leaders to senior executives, and from small teams to enterprise-wide training, TIGERS helps organizations strengthen the behaviors that support collaboration, accountability, communication, and sustainable success. The work is practical because it focuses on what people do every day: how they give feedback, build trust, resolve friction, coordinate work, and follow through on agreements.
The TIGERS 6 Principles give teams clearer expectations for trust, feedback, accountability, collaboration, and shared success. This helps reduce confusion, strengthen cross-functional work, and create agreements people can use in meetings, decisions, onboarding, performance conversations, and daily execution.
For internal development teams, consultants, facilitators, HR/OD professionals, and fractional executives, TIGERS provides licensable content and implementation resources. This allows experienced professionals to use a behavior-based organizational development system without building every training module, facilitation process, or team development tool from scratch.
Many organizations do not need another inspirational leadership message. They need a practical way to help people change daily behavior. The TIGERS 6 Principles give leaders and experienced professionals a behavior-based organizational development system for strengthening trust, feedback, accountability, collaboration, and follow-through in ways teams can practice and sustain.
Burnout, AI disruption, turnover, and constant change are exposing gaps in outdated leadership models. Teams need more than top-down control, vague value statements, or one-time training events. They need shared behavior agreements that help people communicate clearly, resolve issues earlier, and follow through more consistently.
Remote, hybrid, and multi-generational teams make this even more important. When expectations are unclear and behavior norms vary from one team to the next, trust weakens, feedback becomes inconsistent, and accountability feels personal instead of practical.
TIGERS gives teams a shared language for improving how work gets done. By focusing on behavior people can discuss, practice, and reinforce, the system helps strengthen performance, trust, retention, and follow-through over time.
Dianne Crampton is the architect of the TIGERS 6 Principles, a behavior-based organizational development system that helps leaders and experienced professionals build trust, align teams, improve feedback, and strengthen follow-through through practical workplace behavior.
Her work began with one question: What is required to build an ethical, quality-focused, productive, engaged, and highly successful group of working people? That question led her to study group dynamics and group process research across business, education, and psychology.
The result became the TIGERS 6 Principles: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success. Today, Dianne leads the continued evolution of TIGERS through licensing, training, and implementation resources that help consultants, HR/OD professionals, facilitators, and internal leaders strengthen team behavior without building every tool from scratch.
