6Ps of JBLI

6Ps of JBLI

Millions of new businesses are being created every day; however, failure rates in businesses are higher than those in the successes. It is not rare for companies to go bankrupt owing to financial problems, various start-up also fail when they invest extravagantly. According to data from the Bureau of Labor Statistics, as reported by Fundera, nearly 70% of new ventures failed throughout every decade. Regrettably, the absence of a successful organizational development process is the one of the major reason businesses struggle to flourish.

6P of JBLI is Pakistan-based research, which concisely outlines the recent best practice of organizational development mechanism capable of achieving every business’s strategic objectives. The 6Ps that are Plan, Parts, Process, Place, Performance, and People. Let’s take a brief look at what new approach has been suggested in this research to minimize market downturn and guarantee uplift.


The plan is described as the most vital element in the 6Ps, which includes strategizing organizational goals contextually.  Any company, large or small, has financial scope. The planning framework equips upper management with the expertise necessary to make sound choices on allocating resources to meet the company’s objectives. It should be prepared for the long term to envision company priorities, financial strength, and industry competitors to establish a tangible goal, vision, and mission statements.

It conducts in-depth strategy development that includes everything from a single unit to market-level planning. Thus, the extensive roadmap must provide both an external and internal review of the enterprise to achieve the company’s actual image and evaluate the current state in a manner that is easily measurable before implementation.


Parts of the 6Ps are known to be as Structures of the Organization because structures depict the whole organization in logical division of Parts. Establishing an organizational Parts can enhance a company’s efficiency, irrespective of the size of organization. Organizational Parts categorizes the positions in an organization, establishes the departments’ functional roles and defines individual job roles. Organizational parts shows an arrangement of employees’ roles and duties which are set to achieve organizational goals and carry out day-to-day work activities. Organizational charts are often used to display the organizational parts in terms of departments and job position to determine the work division and the reporting hierarchy in the organization. The organization chart should focus on specific roles and responsibilities instead of individual workers.



JBLI’s third P process offers convenient research since it consists of complex, interconnected tasks and new perspectives into management practices. A calculated, planned step or stage of a business process can significantly affect an organization’s efficiency, performance, and running costs. Processes are the key component of every business unfortunately few have complete clarity in this area. We frequently recall daily operations in our brains and advise our subordinates accordingly. Since no written procedure exists, isolated teams and unorganized coordination will occur. Most of the time, work is scattered and compartmentalized, making it impossible for management to achieve their objectives.

Let’s consider an ATM example:

We put our ATM card into the machine and then verifies our PIN. If it matches, it will continue the process. We enter the amount, and it instantly calculates the money and determines the correct amount we require.

Understand that to begin preparing for each delivery, they needed to obtain (before) another delivery (an entry), hence maintaining a continuous chain of deliveries. Considering that each step begins with input and results in an output. The process chain is a set of specific steps that wraps up in the final delivery. These processes are performed one at a time, as seen in the flow diagram, and eventually refined.


JBLI introduces a very highly ignored element when we practice organization development. The fourth P represents the environment both physical environment and behavioral environment. Both elements play a significant role in organizational success. Physical environment, which is also called tangible, includes convenience ambient facilities and office architecture-built area. It influences organizational behavior, showing that our environmental factors at work may significantly impact employee morale, efficiency, and well-being. Whereas behavioral environment known for intangible covers the mixture of social and work interaction. Such as internal organizational conflict, status- and mode politics at the top, status-focused attitudes, hard or long-time deadlines. Moreover, factors such as the feeling of being part of a team, accepting positive work, feeling part of larger collaborative groups, and ideas. Overall, a workplace can influence the behavior of all people involved in it.

Not only does creating an analytical work climate increase employee satisfaction, but it also plays a significant role in project cost savings.


All of the four Ps listed previously have a significant impact on employee performance in a company. The majority of the time, administrators argue that people do not work well under defined criteria, resulting in the failure to achieve desired results. Ineffectively developed plans, parts, processes, and places are the primary reasons human resources perform poorly. If the initial bricks are well connected, there are very few risks that the company will drift off track and deliver unfavorable results.

We learn how to evaluate an individual’s performance in this fifth P, which is performance, by diagnosing the right job description precisely describes the detailed, accurate tasks to prevent duplication and excessive workload. Developing basic KPIs and KRAs that easily assess an employee’s role and severity depending on their skills. Often, organizations are unfair in their assessments of employee results due to a lack of proper performance standards. In consequences good workers leaving the firm or in excessive recruiting to complete tasks. As a result, the business is unable to hire and retain quality workers. Maintaining an appropriate performance system will further minimize the number of workers who need to be replaced.


The final P of JBLI’s 6P is People; if the first five Ps are flawlessly built, it’s time to develop people’s leadership capabilities. JBLI provides one of the most effective leadership Training Program at all levels, from top management to line managers to organizational employees. By developing leadership skills, each person can take responsibility for their job role. If everyone takes charge of their own mission, the system will function like a robot; no one would bother to intervene with another’s department. It is widely predicted that poor performance will disappear, and now the company will operate entirely on automation due to the trained people. This clearly resolves a litany of challenges with human resources managers, as the organization’s main priority will be on improving its workforce rather than recruiting new employees.

Why JBLI’s 6Ps?

We are mindful that there are several approaches available that numerous organizations have implemented. So why did JBLI announce this new study? JBLI has covered over 100 consultancies across different industrial sectors around the globe, from entrepreneurs to major enterprises and conducted number of training and development process. Throughout its work as a consultant, JBLI accumulated all the neglected facets of the mechanism that cause businesses to fail.

There are four primary reasons why a company should follow JBLI’s 6Ps as fundamental components.

  • Organization Growth
  • Success Sustainability
  • Economic Effect on Nation
  • Human Development Target

Either it’s a business that suffers from crossing the start-up phase or struggling in shifting from start-up to growth phase. These 6Ps can entangle all their organizational obstacles within the maximum short time due to being in the initial business phases. It’s very similar in big giants; JBLI’s 6Ps are strongly capable of facing and producing excellent and exact all kinds of goals during organizational transformation to maintain success sustainability. Not only would this result in prosperous organizations, but the way these 6Ps are formed will benefit the country’s economy as well as play a social role by strengthening human development around the globe.


In a nutshell, JBLI’s 6Ps are structured to concentrate the right corporate planning process in the 21st-century business market challenges, setting measurable targets, implementing practical progress, and analyzing realistic outcomes.

Business consultant also must change with the times. They are advised to initiate improvements within their institution to show other large companies what they are capable of. JBLI provides consulting and training to enterprisers and consultants around the world.

And there we have it, a comprehensive introduction to the JBLI 6Ps. You would have just scratched the surface. To learn more about these company planning processes, we strongly suggest scheduling a one-on-one session with a JBLI expert to get an inclusive rundown of how these 6Ps can be integrated into your organization’s growth.

Author: Dua Shah
Head of Research & Learning

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