The Dimensions of the Amplio GPS
The intention of the GPS is to see where you are and where you need to go for improvement. It is tailored to your needs and does not have any pre-ordained practices.
A GPS doesn’t just work by taking you from where you are to where you want to go. It has to looks at additional constraints present:
- The Four Steps of the GPS
- The Constraints the GPS Must Attend To
- Adoption Factors to Attend To
The four steps of the Amplio GPS
Step 1: Create clarity on the values and success criteria of the executive sponsors as well as any constraints facing the organization.
An engagement may or may not involve assistance here. Very often, organizations have effective strategies. If so, it’s important to ensure they are known throughout the organization.
Step 2: What are the challenges to achieving what’s been outlined in Step 1?
We take a holistic view to discovering these challenges. Very often the challenges are not where they at first appear to be. Amplio accomplishes this by using a collaborative engagement model where the appropriate people of the organization work with an Amplio Consultant to see the organization’s challenge in the context of how they create value.
Step 3: Create a path for improvement that will overcome these challenges so we can meet our objectives more quickly and with less cost.
While several suggested actions will be identified, the order of these must be created. This will involve several factors, including how ready the organization is for the changes and how one change will affect another.
Step 4: Implementing the improvements while adjusting the objectives.
Each step involves adjusting future steps while also adjusting our objectives as we move forward.
While this may appear to be an obvious sequence note that most Agile approaches start with Step 3 – their way of doing things.
The Constraints the GPS Must Attend To
Consistent working across the organization while enabling teams to self-organize. We need to have consistency of objectives across the organization so that people can align and work effectively together. However, teams must be able to choose their own way of working so that they can work effectively.
Adaptive frameworks are needed. Human nature demands that people have clarity on what they are doing. However, as teams mature, situations change, and what the teams are working on, the work methods of the teams must change. An adaptive framework is characterized by its ability to change, learn, and improve in response to new information or circumstances. It enables organizations and systems to be more resilient and better equipped to navigate a rapidly changing world. See Why We Need Adaptive Frameworks for more.
Information on concepts and possible practices must be available as needed while not overwhelming them. When they aren’t available, people will need to re-invent practices that are already known and validated. The trick is to supply it when needed and not before.
Adoption Factors to Attend to
Whatever our approach is, it must attend to the human nature of the people involved, the organization’s culture, and where they are at the moment. This implies attending to:
- the rate of adoption. Going too slow or too fast will cause resistance and other problems.
- the depth of adoption. Should you start lightly or go deep into the issues involved?
- the scope of adoption. This reflects who is sponsoring the change as well as where your challenges are.
- any constraints put on the transition by the sponsors of it.
The method should also be fit-for-purpose. If a framework has pre-ordained practices, they may create more effort for the team than is necessary. This creates both waste and resistance.
And it should provide support materials for new adopters. We shouldn’t expect people who are learning new methods to go on the path alone.
Not properly attending to these factors creates resistance, lowers effectiveness, and requires more motivation to be successful.
See a “Constraints and Adoption Checklist” here.