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Draft:One Page 4 Change (OPC)

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One Page 4 Change (OPC) is an integrated team coaching and performance management method that aligns strategic goals, behavioral expectations, and performance indicators on a single page. It blends OKRs (Objectives and Key Results), KPIs (Key Performance Indicators), and visual strategy tools such as the Business Model Canvas (BMC) and Balanced Scorecard (BSC). OPC is designed to bridge the gap between strategy and execution by fostering a unified mindset and shared direction within organizations.

The method was studied and developed by Ms. Dang Thi Hai Ha, a graduate of Cornell University’s Master of Professional Studies (MPS '10) program. She is the founder of Respect Vietnam, a boutique strategy consulting firm, and Weatwork.co, a workplace learning platform. Ms. Ha previously served as Chief Technical Advisor for a U.S. Department of Labor-funded program focused on labor productivity and sustainable compliance in global supply chains across Vietnam and Southeast Asia. She is also a former Co-chair of the Human Resources Committee at AmCham Vietnam. In addition, she founded the Vietnam Community of Organisational Learning (VCOL) and currently leads VILM2030, a national initiative promoting innovative learning and management practices toward 2030 in Vietnam.

Overview

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One Page 4 Change (OPC) is designed to align goals, mindsets, and values across every level and unit of an organization — from senior leadership to frontline staff, from customer-facing functions to backend support, and across departments, teams, and functional roles. It serves as a unified, one-page framework that connects strategic intent with operational execution in a way that is both visual and verifiable.

Key features of OPC include:

  • Strategic goal alignment through OKRs contextualized within the Business Model Canvas (BMC) or Balanced Scorecard (BSC)
  • Operational clarity, using measurable KPIs tied to team-level outcomes, not just individual performance
  • Behavioral accountability, ensuring shared understanding and cultural coherence across roles
  • Visual management, using structured diagrams, metaphors, and collaborative canvases

Whole-System Alignment

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Unlike traditional OKR/KPI models that often cascade goals directly to individuals without functional or departmental grounding, OPC promotes multi-layered alignment:

  • Top-down and bottom-up: Leaders can clearly communicate strategic priorities while also capturing insights from team-level execution
  • Front-end and back-end: Customer-facing and support functions co-design shared outcomes that reflect cross-functional collaboration
  • Inter-departmental: Departments within the front or back office avoid working in silos by aligning their contributions to the same strategic map
  • Intra-departmental: Sub-teams and units within each department coordinate through a common logic of goals, metrics, and commitments

This systemic approach helps organizations avoid one of the most common mistakes in goal setting — assigning OKRs or KPIs to individuals based solely on high-level organizational goals, which can create confusion, misalignment, or counterproductive competition. Instead, OPC ensures that goals and performance indicators are functionally and behaviorally relevant, and co-owned by the teams responsible for delivering them.

Maturity Model and Learning Integration

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OPC supports the evaluation of organizational maturity on two dimensions:

  1. Textual and conceptual alignment, measured through the clarity and consistency of language used across team-level OPC canvases
  2. Data-based performance insight, derived from comparisons of expected versus actual results, financial and non-financial

Organizations using OPC evolve through four learning stages:

  • Action-focus – Execution without broader context
  • Component-focus – Understanding key parts of the model
  • Multicomponent-focus – Coordinating between functions
  • System-focus – Strategic integration across the organization

Visual Thinking and Culture Change

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To support deep learning and culture change, OPC also incorporates over 200 original workplace comics. These comics address real workplace dilemmas such as unclear priorities, team dysfunction, change resistance, and leadership blind spots. Paired with structured tools like BMC, BSC, and cause–effect maps, these visuals bridge emotional understanding with strategic thinking, enhancing both engagement and alignment.

Cultural Relevance

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A defining feature of OPC is its “chopstick-style” visual layout, a metaphor coined and developed by Ms. Dang Thi Hai Ha to represent a culturally intelligent alternative to Western management tools. The metaphor emerged from her observation that many imported models—though sophisticated—often overwhelm Eastern teams with complexity, abstraction, and overengineering, much like a Swiss Army knife: packed with functions, yet difficult to apply consistently in fast-changing or resource-constrained environments.

In contrast, the chopstick—a simple, elegant tool deeply rooted in Asian culture—represents balance, duality, and coordinated action. OPC’s chopstick-style layout draws from this metaphor to help organizations visualize the alignment between:

  • Strategy and behavior
  • Individual and team goals
  • Short-term actions and long-term vision

By reducing conceptual clutter and emphasizing purposeful design, OPC enables clarity and alignment without sacrificing cultural resonance. It serves both top-down strategy deployment and bottom-up team learning, making it especially effective in cross-functional coordination and conflict-prone environments. The metaphor has become an integral part of OPC’s identity, widely used in coaching, facilitation, and leadership development across Southeast Asia.

Applications and Adoption

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OPC has been adopted across sectors in Vietnam and Southeast Asia for:

  • Team coaching and organizational alignment
  • Legal performance management and HR transformation
  • Enterprise OKR and KPI deployment
  • Workplace conflict resolution and cultural change programs

Organizations using OPC include Best Western Sonasea Phu Quoc By CEO Group, The Five Residence by Thanh Cong Group, Shilla Monogram Da Dang, Silkpath Hotel & Resort Hanoi, Sapa, Hue, Al Fresco’s Group, 100 manufacturing factories supplying international buyers from the US, Europe and a range of SMEs and non-profits. It has also been embedded in national and international leadership programs by Respect Vietnam in collaboration with global institutions.

Media and Recognition

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  1. TheLeader.vn profiled OPC as a framework that helped businesses navigate crisis and rebuild alignment during times of uncertainty. “Vượt khủng hoảng nhờ 1 trang giấy”
  2. The method was featured in coverage on management transformation: “Một trang giấy tạo thay đổi trong quản trị doanh nghiệp”
  3. Cornell University’s Scheinman Institute on Conflict Resolution highlighted OPC as a practical method in workplace transformation in Vietnam: Respect Vietnam Brings Conflict Resolution
  4. HTV1/HTV9 television featured OPC in its THE KNOW leadership series, exploring the combination of OKRs with BMC for strategy execution. HTV1 – “Tại sao cần quản trị mục tiêu với OKR trên mô hình BMC”
  5. Vinh Long Television aired a segment about using comics to change work mindsets, showcasing OPC’s use of illustrated storytelling. THVL1 – “Tranh biếm họa thay đổi tư duy làm việc”

Distinctive Features

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  • Combines OKRs and KPIs in a unified canvas
  • Embeds BMC/BSC to link strategic logic with execution
  • Incorporates 200+ workplace comics to provoke mindset shifts
  • Adapts to team, department, and organizational levels
  • Addresses common problems like tool overload, strategy misalignment, and conflict escalation

Criticism and Limitations

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Some critics point out that OPC's success depends on skilled facilitation and cultural alignment. Academic validation is ongoing, though practical application has been widely documented through media, consulting projects, and community platforms.

See Also

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  • Objectives and Key Results (OKRs)
  • Key Performance Indicators (KPIs)
  • Business Model Canvas (BMC)
  • Balanced Scorecard (BSC)
  • Organizational learning
  • Team coaching
  • Visual management
  • Conflict resolution

References

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