Would you like to have a comprehensive idea of how work is performed at the front line? Is front line expertise being harnessed? This organizational mirror uses front line expertise to help describe how work is actually performed. A learning team is premised upon the idea that there is a fundamental difference between work as imagined and work as done, and that to start organizational improvement, we need to understand how work is truly conducted. A learning team needs to take place over two days, although the time commitment from the front line staff would not exceed half of one day.
Would you like to be guided by a model that describes different levels of maturity to assist you in your organizational journey? These models can not only help organizations situate where they are, but simultaneously help with where organizations would like to be. Maturity models describe activities, behaviours, attitudes etc., trying to reveal the motivation behind an action, behaviour, etc. Usually depicted in an odd number of stages, it progresses from a level asking to “because I have to” through to a level of “because it is the right thing to do.” Seeing how a workforce evaluates itself on indicators of a maturity model can be an insightful practice that can initiate a more wholesome organizational cultural journey.
Is the whole concept of a maturity model new to you? You might want to begin crafting your organizational mirror using a standard set of indicators. This approach would engage the organization to help place where they believe the organization currently is on a set of indicators, drawing out the evidence base behind the choice. This will help paint an organizational mirror on these indicators, and give a good idea of where the organization is beginning its learning journey.
Would you like to fully use the ideas of a maturity model? Instead of the standard set of indicators, ones that are specific to you can be selected. The development of the descriptions of the phases of maturity (constructing the model) can be a very meaningful activity for those involved. The insight that can be gained from this approach is more introspective and self reflective, and does require more commitment. The organizational mirror developed is an excellent tool both for current learning, and for future assessments.
Do you feel that you may have policies, procedures and overall paperwork that may not be serving you well? This might be costing you in time, resources and morale. You might benefit from an assessment that looks exclusively at this aspect of your organization. This is a longer term engagement, and may use learning teams and / or maturity models to help construct an organizational mirror on safety clutter. This would require a significant amount of introspection and self evaluation, with a willingness to truly look in this mirror to see if there are areas that may not be adding value to organizational goals.
Would you like to have a holistic view of your organization to create your organizational mirror? You may benefit from a deep dive into an organization’s daily functioning, to understand as best as possible the underpinnings of their organizational culture. Leveraging data collection from documents, interviews, observations, focus groups and questionnaires, this approach can be highly introspective and self reflective, and should only be undertaken by organizations able to commit the resources and able to handle the results.