Avoid getting caught up in the hype and buzz words, do not dive in without being clear on the target business outcomes and future vision for your digitally transformed organization and/or team. The ART of Digital Transformation Mobilization (A)ims for the business (R)eadiness of you Capabilities (T)echnology potential and selection
Why we need next generation (NG) change & transformation management? Building Change Capability! & How to adopt NG change techniques?
Selecting a CMM must consider the depth and basis for the CMM Model chosen. Some are underpinned by research and deep bodies of Knowledge, such as CMMi, IT-CMF, OrgCMF etc. Many are surface level and often proprietary to a vendor or just marketing tools. Most use a 5-Level model that is descriptive for convenience, only OrgCMF uses a scientific normative 7-Level Maturity Scale, underpinned by a 15-Level model from Unitary Development Theory (UDT)[Dynamic Systems Maturity Theory(DSMT)]
The importance and impact of impact horizon consideration at decision making time.
An overview of the sophistication of the Change and Transformation environment for Organizations in 2022 and beyond, and a an introduction to Capability Maturity Management as a means of dealing with VUCA and achieving better Change and Transformation Outcomes.
Achieving the target business aims of an organization transformation program only happens when Ambitions are aligned with Abilities, this sounds obvious, but what does it mean really?
Successful outputs and outcomes only occur when we move from a Process and Program/Project focus to a Systems view of the Organization's Transformation. Taking a systems view allows action to occur around building the key systems Capabilities required to achieve the aims and ambitions of leadership.
This short video captures the essence of Organization System Transformation and an approach that is based on solid management science and research
Performance Transformation & Improvement is achieved when we have SMART(2) Objectives, where we measure and share those relevant Key Activity, Output & Outcome Metrics relevant to the Aims & Objectives.
But what actions must we take to achieve the Target Levels of Performance?
By bringing together Systems Theory, Organization Learning & Psychology we can use Capability Maturity Reference Models to ensure we build 1. The right Capabilities to; 2. The required Maturity Level (Level 4 or above on a 7 Level normative scale) to achieve the targets.
To do this there are a few simple steps:
70% of Change Fails (Research Facts that support this statement) The primary Cause of failure is Change Action Calibration (Research) Capability Maturity Models help provide this Calibration ODTI provides Knowledge & Assessment tools to Calibrate Change Capability Maturity Level determines Performance Level & Agility Modelling from across Psychology, Organizational Science, Economics and Systems Theory provides a Normative Maturity Scale. Configurable Maturity Assessment assists in Prioritization & Diagnosis Online Maturity Assessment Tools support the Assessment Objectives and Action planning when included as part of any Transformation, Change or Improvement Program
Selecting Organisation KPIs and using Metrics are Critical for Organisations, Teams, & Projects. There are 4 Important Metric Types 1. Outcome 2. Output 3. Activity and 4. Capability Maturity.
Dynamic Systems Maturity Theory (DSMT) brings new insights into how Organisations Learn, Change & Improve. The Organisation Capability Maturity Framework (OrgCMF), based on DSMT provides the Knowledge and Tools for change leaders to guide Organisation, Team & Digital transformation. This 80 second video provides an overview of #NewInsights and the Three Reference Models within OrgCMF