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The Amazing Value Triangle

Filed in project(s): Consulting
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Now, this is a classic.

The value triangle is dead simple, but it’s a sobering reality check for when discussing deliverables and scopes of work in general.

The model as such comes in many different versions and I don’t know who created the original, but it’s a powerful model in all it’s simplicity.

Basically, people always want things to be competitive, and they want it fast. And of course, they want it cheap.

Now, thats not how a market economy works…

Screen Shot 2013 03 01 at 2.10.02 PM 300x222

Here’s how the value triangle works:

If you want something done CHEAP and FAST, you can’t ask for it to be COMPETITIVE.

If you want something done CHEAP and COMPETITIVE, you can’t ask for it to be done FAST.

If you want something done FAST and COMPETITIVE, you can’t ask for it to be done CHEAP.

Brilliant, right?

I know all of you project managers out there agrees!

Jerry Silfwer
Jerry Silfwer is the creator of Doktor Spinn, Mad Science Digital, PR of Sweden and Digital PR School (launching in 2015). Join his VIP email list The Loop here.
Jerry Silfwer
Jerry Silfwer
Jerry Silfwer
Jerry Silfwer

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Here you’ll find reactions, insights and stories from the awesome Doktor Spinn readers!

How to comment: I have a “living room policy” for comments. Be cool and add your thoughts to the discussion as if we’re chilling in my living room. Critical comments are welcome, but bring some positive energy to the discussion — or I won’t add your comment.

Edit: I should say that you can ASK for all three, but someone’s going to loose, creating a win-loose relationship.

Paola

The triangle seems infallible long term, but not so at short term. Recent graduates, and others, can be fast, competitive and cheap. For them taking a low salary is a matter of limited experience or ignoring the market value of their talents and skills. However, employees that deliver a fast, competitive and cheap job tend to leave quickly. Employees with long term personal goals, or non-for-profit goals, may deliver a fast and competitively job at low cost. In more restrictive societies and cultures fast, competitive and cheap employees may stay a bit longer. Sometimes people from such cultures move to more progressive societies. Until they realize their freedom they leave.

Great point, Paola. I too see that pattern. Some junior staff can perform way above their pay grade, but one way or another, that stage often passes quickly, one way or the other.