The collective organisational brain must learn the art of innovation in order to prosper in an increasingly competitive marketplace..Edward de Bono

2. Innovation Your transformation strategy may involve creating new offers and customers, and ways of reaching new markets

Creating new competitive offers requires new ideas and revised ways of doing things

You must get good at innovation

Q: How does your company innovate? Is there a formal process?

Q: What methods do you use to encourage new ideas, continuous improvement and innovation?

How likely is your business to succeed at transformation? Answering some simple questions can help identify areas of your transformation that may require attention.

1.Organisational Strategy A compelling strategy should be tested with proven strategic models (S-Curve, SWOT, Porters Five Forces, Capability Analysis)

Any future organisational state (service, offer, design, process, system) must be profitable and achievable

Q: Do you have a new competitive strategy? If so, what is it?

Q: Are all stakeholders understanding and aligning around the new strategy? If not, why not.

Q: How will you successfully embedding your new strategy?

Agile-Co. Transformation Health Check

3. Managing Chaos

Without the appropriate Program and Change management of your strategy, changes to processes, systems, structure and people will not successfully embed

Change management helps leadership to communicate and engage with the organisation

It helps people to align with leadership and strategy- it reduces resistance to change. it ensures benefits are realised

Program and Change Management

Q: Do you have a Program Management Office and Change Management support?

Q: Do you fully understand stakeholder impacts?

Stakeholder Engagement and Alignment

Q: Are all impacted stakeholders engaged with the vision, purpose and steps to success?

Q: Is there any resistance to change? Who and why?

Communications and training

Q: Are communications clear, consistent and timely for impacted stakeholders?

Q: Is there a compelling story of change?

Q: Does training address capability gaps?

Business Impact Analysis and Risk Assessment

Q: Have impacts to existing systems, process and people been identified?

Q: Have risks been identified and mitigating actions agreed?

2.

Q: Are your people engaged in your strategy?Q: Are all leadership aligned to strategy ?Q: How do you deal with people, teams and leaders who are impacted by change? Q: Do you train management in leadership? Do you measure managers’ success in terms of leadership behaviours?Q: Do you conduct employee engagement reviews?Q: Do you have a functioning set of cultural values?Q: Do these link to the hearts and minds of your people? Are they embedded and driving behaviours? Q: Do you measure individual performance according to cultural values?Q: Do you consider values in your recruitment process? Q: Do you measure diversity? Do you train people in diversity and inclusion?

4. Culture and Leadership

At the heart of any successful transformation lies the ability for people to behave in a way that is optimal for corporate performance.

Competitive strategies wont work if your leaders aren't aligned and supportive of change

Competitive strategies wont work if your people don't display the right behaviours

Dysfunctional organisations are characterised by fear-based behaviours and a lack of diversity

Dysfunctional organisations

eventually fail

3.

Agile-Co. Program Management

Agile-Co. is the best solution for successful transformation of your business Step 1. Consider- consider all points of view and information before defining what needs to change

Step 2. Confirm- confirm what will change and how to go about it

Step 3. Construct- deliver solution with effective program management.

Step 4. Complete- the cycle is completed - be prepared to trial, fail and reConsider as you return to Step 1.

implement and develop solution for trial and iteration

what is the best idea? and how will it be delivered?

confirm what will change and how to go about it

does something need to be improved or created?

consider all possible solutions

To Complete the cycle trial, iterate and

reConsider solutions

Agile Co. Program Management

Confirm ConstructConsider

4.

Agile-Co. Change Management Supporting Agile-Co. Program Management

Step 1. Consider- Changes are assessed

for business impacts. Stakeholders are

identified and their change objectives

confirmed in the Stakeholder engagement

matrix (SEM)

Step 2. Confirm- Detailed change plan is made, including for communications, engagement and training. A detailed Business Impact and Risk Assessment is performed.

Step 3. Construct- Deliver change management plan, along with our bunch partnership

Step 4. Complete and reConsider- Detailed feedback to leaders, reporting and measurement

• Agile Co. change plan- including vision, sense of urgency, reward for milestones

• Business Impact Assessment

• Risk Assessment

• Co-Create innovation workshops

• Stakeholder Engagement matrix (SEM), identifying champions and advocates

• Culture and leadership review, including political sponsorship

Complete Reporting, measurement and feedback for

leaders and teams

Consider Confirm

Agile-Co. Change Management

• Communications, engagement and training - Commun-i-cate and bunch partnership

• Cultural values- EnCourage framework

• Resilience to change; optimising change in teams- Warrior Co

Construct

5.

WarriorCoManages resilience and plan effectively for change at the individual, team and leader levels.

Watch this- About WarriorCo

CommunicateThe ability to listen, understand and find common ground between people and teams is essential for successful transformation

Watch this- About Communications

For more information visit www.acoaffair.com or contact info@acoaffair.com 6.

Agile-Co. Culture and Leadership Solutions

Our culture and leadership solutions are leading edge and guaranteed to reduce the uncertainty and chaos of change

EnCourageA motivation model, to guide on recruitment and encourage your people to perform at their best