agile42 Organizational Scan
Your organization is unique, and so are your challenges
Understand your organizational culture, decision making processes and see how to become a resilient organisation.
Before initiating change towards greater Agility, it is important to decide what behaviours you are trying to instil in your organization. In order to move people towards those new behaviours it is critical to understand the existing culture, your decision-making processes and leadership style.
The agile42 Organizational Scan is a unique tool based on SenseMaker® we have developed in partnership with Cognitive Edge, the leading research and development company in making sense of complex and ever-changing systems. The agile42 OrgScan provides data based on your and your colleagues input. It is 100% anonymous. This data is used to effectively reveal deeper truths about your actual processes, structure and your organizational culture, in order to enable the Leadership to understand the challenges. With this data, you can make informed decisions about where to begin change initiatives.
Becoming Agile does not mean following (or worse, imposing) a predetermined recipe, but understanding what agility boils down to and how it can help you achieve your business goals. This requires knowledge about your current state.
What does the agile42 OrgScan do?
The core principles of agility appear to be simple, but they show how deep, complex, and effective they are when they are applied. The a42 OrgScan is similar in some ways: you and your employees use the OrgScan to enter narratives on decisions they were involved in or affected them, and answer the carefully-designed questions. These data points collectively, confidentially, anonymously, means with no connection to any individual, reveal what people’s actual experience of decision-making, culture and leadership are, rather than what they say they are.
What does the data show?
First of all: The agile42 Organizational Scan is not a survey, at least not one you know from classical questionnaires. The patent we use allows us to collected information about your decision makings that gives us insights into the actual cultural situation of your organization. You and your colleagues, means the people who live in it, write short stories about their experiences and provide in this way the real picture. The a42 OrgScan is a powerful tool that collects multiple data points, simultaneously, from every person in your organization, in every role, over a period of time and then makes the results highly visual. The OrgScan with will not show you the ultimate truth, but it will give you a real time picture of your organization in order to choose the best way towards agility and resilience.
Why real data is important?
After we collect the data we do the analysis. We can do that because of our 11 years experience consulting organizations, but also because we work with anthropologists and we base our work on well known and proven theories. One of those is the Competing Values Framework (Quinn and Rohrbaugh). This groundbreaking framework is a way of organizing information about different sides of your organizational and leadership culture, from stability and control to flexibility and adaptability, and from an internal orientation emphasizing unity to an external orientation towards markets and clients.
If you want to change the way your organization operates or to make strategic decisions on the basis of hard facts you need to know where you stand in the first place. We help you to understand which kind of actions make sense in your specific context, and what changes exactly have the greatest chance in order to reach your business goals.
Since it is difficult to look beyond assumptions and the filters of our own perceptions, the a42 OrgScan will give you a fact-based awareness of where you are, and together we are going to design the path to where you want to go. Additionally, the process is going to involve your entire Organization, making them active participants and contributors in change and enabling them to understand and take ownership of the process.
This ensures your Agile initiative is not “just another one.”
How does it work in practice?
This is how it works: after we set up the a42 OrgScan technically, we customized it for your unique requirements and parameters. The next step is variable but in larger organizations we usually have a Multiplier Workshop to start things off by explaining what it is, what it does, and what that means for you. We will at the same time coach and support your leadership to understand and embrace the necessary changes.
Usually after 4-8 week (faster is possible but not always good) time of capturing decisions, we will analyse the data and then present you our assessment. Based on that rock-solid basis of information, you and we together are going to create a Strategy Map, design change-creating experiments, and support you through their execution. The OrgScan is not a tool to use once and then discard, but a way to create a dynamic map for your journey that shows you in real time what kind of changes you have already achieved and where you need to adjust your strategy.
Co-create Agile change strategy
agile42 helps you to make sense of the data, and together we create an improvement-oriented Agile structure that will move you towards your strategic business goals and provides resilience.
The Agile Strategy Map, which creates a living artifact that drives and visualizes the desired change, helps you gain visibility on the changes, outcomes and actual issues.
We work alongside your people and support you on your journey.
Track the impact of changes while they’re happening
The agile42 Organizational Scan shows you the actual status and combined with the Strategy Map it get’s even more powerful.
By using it, you can easily and continuously capture information on the changes and initiatives you are running across your organization. This means that you can literally watch the impact changes or decisions have on the organization in real time. This tracking enables you to amplify successful changes, or dampen down changes that have unwanted side effects.
One example of the data we collect
Only 18% of decisions were made by the Leader or Manager; 40% were made by the team or “everyone”, and 28% by the individual respondents themselves. Of the decisions made by Managers/Leaders, the majority (61%) was Operational/Tactical, but two thirds of these were in the “Rare and problematic” or “Familiar but difficult” categories. This is consistent with the high concentration in the Clan quadrant of the Leader Type culture profile, and is congruent with Agile culture e.g. collaboration and autonomy.