The OOMM method produces ideas in a systematic way.

Based on a list of actors and their characteristics,
we identify methods to change these characteristics.
This is step 3.

Our output is a series of imperatives,
that is, sentences which ask us to act.

1. Bjorn Erik Strand 
	is tired - send him on holiday!
	is frustrated - let's leave this for a while ...

2. Eva Larsen
	is not constructive - give her a course on innovation and creativity
	is concerned with losses - depends on a product / project solution 

3. Thorvald Hansen
	is focussed - we should find a way to oppose this
		to widen his views to more opportunities
		to have a longer-term view

4. executives
	are non-communicative - we must get them talking
	are frustrated - we should avoid this "stop and go" method of working
	are not motivated - we should discuss company objectives

5. staff
	as for executives
	are frustrated - we should let them work on longer-term goals
	are not motivated - we should ask them what they want to do

6. BEST Services

7. Trondheim Engineering

8. BEST Programming

9. automation systems  

10. services

11. programs


We can present this in a table, 
one row for each actor and characteristic.
The first column is the actor's name, 
the second is the characteristic to be changed
the third is the action which we can take.

Later, when we evaluate which action is the most
effective, and make plans, we can add more columns:
the fourth for a priority,
the fifth for a time of action.
We should also evaluate the success of the actions,
using a sixth column for a measure.

In the next step (4) we begin to examine 
the relationships between actors.