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Transformation Readiness Diagnostics

Most existing Models for Change & Transformation are not sophisticated enough to deal with today’s VUCA environment and Advanced Organisation Systems.

An organisation’s current capabilities and their respective maturities determine their current performance and change capabilities. However, these often do not reflect the capabilities needed to achieve their Business, HR Transformation, Change & Improvement objectives.

70%+ of Transformation, Change and Improvements fail because the change actions planned and implemented are beyond the existing capabilities of the system, therefore they fail to achieve sustainable traction.

Building Organisation capabilities is a structured Organisation Development Process and a human system learning activity.

Why is it critical to understand the level of Capability Maturity in your business before developing your Digital Business Transformation Strategy or HR Transformation journey maps?

Capability Maturity diagram

As indicated in the diagram above, it is essential to have validated data against constructs that scientifically measure the gaps. These are identified and weighted through our diagnostics, so as to inform an integrated plan (included in the Digital Strategies for Business and HR Transformation).

The goal is to identify mechanisms and programmes to close gaps, increase readiness levels and identify what Future-fit Capabilities need to be developed in the transformation journey for sustainability.

Why is it important to use our Capability Maturity Assessment / Diagnostic?

  • Its easy for Leaders to make assumptions that could be wrong
  • The ‘Inters’ in the System mean change and improvement constraints are not obvious
  • Problem/Opportunity Definition, Digital Business Strategies and HR Transformation plans need to be based on good information about the current situation or the starting point will be incorrect and transformation change projects and actions wont gain sustainable traction
  • Understanding the range of Capabilities required to achieve the aims and ambitions for change, transformation and improvement is essential for identification of gaps and shortfalls, prioritization of development actions and calibration of actions to achieve sustainable traction
Capability Maturity process diagram

Dynamic Systems Maturity Theory (DSMT) is a scientific means that we use for understanding and improving Human Systems, such as an Organisation System. It explains how they function? Why they perform at a specific level? The nature of their Culture and the Learning and Development Process and change readiness required for transformation.

The Organisation Capability Maturity Framework (OCMF) is a set of Bodies of Knowledge, Reference Models, Techniques & Tools based on the DSMT Capability Maturity Standard, which enables Organisations and teams improve their Performance (Functioning & Learning Levels) in line with their Aims & Ambitions for Change, Improvement & Transformation.

Our diagnostics include:

  • The Digital Maturity– Digital Business System Model
  • The Organisation Maturity Index – Primary Organisation System Model
  • The Team (People) Maturity Index – Team System Model

We utilise a Digital Platform that enables easy access to the Reference Model Details, Supporting Information and Methodology, and for users to select, configure and administer on-line Triage or Diagnostic Capability Maturity Assessments and view Assessment Report guidance and roadmaps.

Our diagnostics:

  • Are based on independent & objective scientific research
  • Use normative reference base (measurement standard)
  • Are accessible, Useful & Usable
  • Sensitive to Value Added Ecosystem for derived knowledge and tools
  • Represent latest Knowledge & Best Practice

The ‘Reference Model & Framework’ should be chosen to support the specific Improvement, Change or Transformation objectives of the organisation, and connect both investment and action with achieving those objectives.

Whether it’s a tactical, short, or long-term strategic initiative, the use of the Model & Framework should guide the user Organisation, Teams and Individuals on the appropriate priorities, actions and impacts expected, day to day and over the long term. A good Model Framework helps individuals and teams deal with the sophistication, complexity and interrelationships within and Organisation System.