A simple way to understand people effectiveness as organisations grow

The 6C People Excellence Model is Mayin’s framework for helping leaders and HR understand whether their people systems are truly supporting growth - or quietly holding it back. It provides a clear, integrated lens to look at people effectiveness as a system, not as isolated HR initiatives.

Why this model matters

As organisations grow, and headcount, roles, and expectations evolve - people-related decisions become more complex. What once worked through proximity and intent now needs stronger structure and clarity. At this stage, leaders benefit from a way to step back and see the whole people system - to understand what is supporting execution, and what needs attention next. The 6C Model exists for that moment.

The 6 dimensions of people effectiveness

The 6C Model looks at people excellence across six dimensions that must work together:

1. Capacity

Do we have the right number of people, across the right roles and levels, to support our strategy?

2. Capability

Do our people and leaders have the skills and depth required to deliver today and adapt tomorrow?

Do people bring ownership, engagement, and discretionary effort to their work?

3. Commitment

4. Clarity

Is there shared understanding of roles, priorities, decision rights, and performance expectations?

5. Culture

Do values show up consistently in everyday behaviour and decisions?

Do your safeguards truly protect the organisation and its people?

6. Compliance

Each dimension matters on its own. Their real impact comes from how well they work together.

How leaders use the 6C Model

Leaders and HR teams use the 6C Model to:

• step back from individual issues and see patterns

• assess whether people systems are aligned with growth goals

• identify where attention will make the biggest difference

• create shared language across leadership and HR

The model helps move conversations away from symptoms and toward system-level clarity.

What changes when the 6 Cs are aligned

When the six dimensions are considered together, organisations experience:

• clearer decisions around people and structure

• more consistent performance across teams

• reduced dependence on individual heroics

• stronger alignment between intent and execution

• greater confidence in how the organisation is being run

The outcome is not more HR activity—but stronger organisational effectiveness.

A starting point for conversation

The 6C Model is not a checklist or a scorecard. It is a thinking tool—used to guide diagnosis, discussion, and design. If this lens feels relevant to where your organisation is today, a conversation can help explore what it reveals.