As of the past week or so, Agendashift partners now have access to a new assessment template, a spin-off from the 2nd edition of the Agendashift book. It’s an Agendashift-style (non-prescriptive, non-judgemental, outcome-oriented, trust-building, etc) assessment tool for the Deliberately Adaptive Organisation (deliberately-adaptive.org) and a significant development.
It’s a key part of the roadmap for 2021, both in its own right and as a stepping stone to Transforming with Outcomes, the third of three self-paced training modules (the first, Leading with Outcomes, is already up and running and the second, Outside-in Strategy with Outcomes, launches soon). The assessment is highly accessible and requires no special knowledge on the part of participants; nevertheless, the underlying model is super interesting.
The Deliberately Adaptive Organisation integrates Agendashift and the Deliberately Developmental Organisation (see Bob Kegan and Lisa Laskow Lahey’s 2016 book An Everyone Culture) into the Viable System Model. VSM is Stafford Beer’s classic at-every-scale (fractal) model of systems that “have the desire to meet the demands of a changing environment”, and it’s a model of extraordinary diagnostic power. Combining it with Agendashift creates the opportunity to use it in a dialogic way – not diagnosing and prescribing, but helping the organisation have the conversations it needs to have with itself.
The assessment comprises 35 prompts across 5 categories:
- Intentful Knowledge Discovery
- Mutual Trust Building
- Adaptive Strategy
- Between and Across Levels
- Self-governance, Self-development, and Self-organisation
I’m looking for potential pilots to test the assessment, complete with its accompanying Agendashift-style debrief and followup exercises.
Further to the fourth of the above categories, Between and Across Levels, I’m particularly interested in contexts where there’s the potential for strategy to develop at and across multiple levels of organisation – in teams of teams for example.
To set some expectations:
- There are no set limits to the number of survey respondents – typically most will respond online in their own time but scheduled one-to-ones for a selected few can work well too
- The debrief workshop requires 6-25 participants, ideally representing at least 3 levels of seniority
The debrief workshop identifies the raw materials for an Agenda for Change, a shared organisational strategy:
- Survey results sliced & diced in various ways
- Survey prompts prioritised in breakout groups of 3-5 people
- In those groups, consideration of what those most important prompts could mean for you in context, when they’re working at their “ideal best” for you
- Obstacles and outcomes, in each breakout group’s own words
The IdOO (“I do”) pattern and very much as recommended in the book (the Exploration chapter specifically), with room also to explore the models behind the new tool. The process for moving forward from there is well practiced; I can get you started in a few hours if you’d appreciate help with organising outcomes strategically, designing some initial experiments etc.
All in all, it comes to a few hours to at most a few days work at heavily discounted rates – I am not in the market for longer engagements. Think of this as sponsored research for mutual benefit. I’m looking to do a few of these between now and late autumn – mainly to test the assessment, to compare results within and across diverse organisations (so there’s no right kind of organisation if you were wondering about that), and later in the year perhaps to pilot the training (interactive &/or self-paced).
Interested? Contact me here!
What if we put authentic agreement on meaningful outcomes ahead of solutions?
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