Teams are complex systems. Agility and high performance requires the alignment of the ability to act, the right resources, effective communication and trust
. To raise it’s game a team must keep evolving all these aspects simultaneously. New tools will require updated processes, which will in turn cause roles to evolve which will cause relationships between team members to shift. The process of developing agility and performance is a constant feedback loop between all these aspects.
has been designed to make each of these elements visible, enabling teams to sense and respond to to their most immediate shared challenges.
Our model uses a set of four quadrants. These four quadrants appear in many different systems, under many different names, but they roughly equate to “When/where, What, How and Why”, or action, resources, information and emotion.
The ability to take action. The resources required to make action possible. Knowing how, when and where to act.
To add another dimension to our measurement, we divide the quadrants into three different levels, each representing a different perspective.
The ability for an individual to use their skills and time effectively. The shared capability for a team work together and harness the abilities of its members. The clarity and direction provided by the organization to focus the energy of those within it.
The Continuous Change Navigator
Dividing the quadrants into three levels defines 12 zones. The questions we ask assign a score for each zone. By identifying the strongest and weakest zones it is possible to take small, targeted, measurable interventions. Keep repeating the process, and the impact of each intervention can be measured... revealing the next area to improve.