The purpose of Step 1: Create Awareness is to review current agile maturity and identify the people-centric potential. The task is to see, agree upon, and document the interferences and the potential.
The Assessment: Our certified mentors work with you to conduct the assessment using the Diagnostic. For participants of our Diagnostic, answering the questions is a first intervention where they reflect on their organisation and how things are being done. This initiates the learning about how things should be done and enforces self-motivated change.
The Executive Briefing: This is a 1–3 hour feedback session with the executive in charge. He/she enables a first interpretation of the results and the filtering of the information.
The purpose of Step 2: Apply Insights is to decide upon the desired agile maturity, and agree upon the people-centric design and what it takes to get there. The tasks are to review assumptions and principles, and work towards identifying the design gaps and key issues to close the gaps.
The Team Workshop: This is a one-day workshop with all diagnostic participants where they continue their learning journey. Our Mentors work with the participants through their understanding of the diagnostic results. They identify the people-centric potential and interferences then challenge the underlying assumptions and principles to recognise the gaps and discover key issues that will close the gaps.
The Key Issues: This is a flipchart with 5–7 issues that the participants commit to address.
The Expert Briefing: This is a one-day workshop with in-house experts that prepares the design options and translates the Key Issues list into initiatives and a development roadmap. Our Mentors work with your experts to offer a set of choices to you as a leader. The result of that presentation is a decision on the design of agile capabilities.
The Roadmap: This is a detailed development plan that shows how the initiatives are implemented to achieve the desired design and agile maturity. Creating a roadmap that works is an art and science. It requires extensive experience in organisational development and business transformation. That’s what our partners add with their agile expertise.
The purpose of Step 3: Enable Learning is to remove the interferences and develop the capabilities to reach the desired agile maturity level. Our Mentors work with you, your team, and organisation to follow the roadmap and implement the initiatives. We believe in the capabilities of your employees. They can do it on their own. This is why we view our role, as a mentor, for you and project leaders to supervise your organisation’s transition to agile.
More often than not, our clients ask for an ‘after action review’ by checking on the progress with another diagnostic assessment.
The Canvas is our facilitation and documentation tool that accompanies all 3 steps. It follows our Framework with people, organisations, stakeholders, environment, and management frames to offer a simple one-page poster with questions to guide the Visual Design Thinking.
Mentoring is what our partners do. They facilitate, guide, and supervise you and your people through all 3 steps of Visual Design Thinking.
Our methodology and processes are open-source. Our Toolbox is readily available. There is no reason why your in-house experts cannot do the same things. We work with your internal experts to get the work done. Moreover, we certify your experts in Supervision. As such, you have your own experts who can help you with current and future projects.
Visual Design Thinking combines the latest research insights from behavioural economics, design thinking, system dynamics, management, and leadership with the most sophisticated meeting technologies, and state-of-the-art collaborative facilitation techniques to help you with our project.
Visual Design Thinking is extensively documented in our guide book, Management Design. It illustrates our methodology with the Canvas, offers diagnostic questions, guides the interpretation, and supports design work with many examples, questions, and extended literature—it’s transparent Mentoring.
Michel, L. (2017, 2nd Ed.). Management Design: Managing People and Organisations in Turbulent times. London: LIP Publishing.