WO2018188745A1

WO2018188745A1 - Computer-based method and system for displaying needs for transformation and interventions in companies

Info

Publication number: WO2018188745A1
Application number: PCT/EP2017/058868
Authority: WO
Inventors: Friedrich Kuhn
Original assignee: Egon Zehnder International Ag
Priority date: 2017-04-12
Filing date: 2017-04-12
Publication date: 2018-10-18

Abstract

The invention relates to a computer-implemented method, a device, and a system for assessing the need for an organisational transformation, wherein areas in which transformational interventions can be performed are identified and prioritised on the basis of five dimensions (essential dimensions), with one or more target score(s) and a status assessment being calculated, more specifically on a grid of behavioural descriptors using a survey, preferably an online survey, of a plurality of stakeholders in the organisation on the basis of the following five dimensions of transformative management work: mastering complexity, orchestrating creativity, using emotion for alignment, anchoring in society, and building next level leadership, so as to identify and make recognisable a transformation gap, more specifically at three levels: for the entire organisation, for the leadership team and for leadership so as to simultaneously determine one or more score(s) of a leadership gap, a team capability gap, and an organisational capability gap, as a result of which suitable systemic interventions can be determined in order to close the gap(s).

Description

Computer-based method and system to stimulate change needs and interventions in companies

description

Field of the invention

The invention relates to a method for assessing a need for an organizational change. The invention also relates to a

Device or system for carrying out the method.

Background of the invention

The current state of the art in the Hazy patent - US 6812270 B2 - describes a computer-based system and method for dynamic leadership simulation that reflects the effects of personalized leadership activities. In contrast to this patent, not only a dynamic simulation is generated in the method described here, but also a simultaneous facial expressions and gesture recognition and evaluation during the completion of an electronic questionnaire - online or via speech recognition - integrated.

The McKinsey patent - WO 2002/067077 A3 describes a method for identifying a best practice work method that does not affect the claims herein.

The Reynolds patents - US 2015/0142532 A1 and Tata Consultancy Services - US 2015/017009 A1 - describe methods for assessing an individual's leadership ability up-to-date and over a specific time course within the company. In contrast to this, a procedure was developed here that analyzes the team level as well as the organizational level at a specific time as well as over a specific time course in a company, in addition to the personal level. Object of the invention

It is an object of the invention to provide an improved method for assessing an organizational change need. The invention is also based on the object of providing a device or a system for carrying out the method.

Inventive solution

To solve the object, a method, preferably a computer-implemented method, for assessing a need for an organizational change

(Organizational Transformation), which uses five dimensions to identify and prioritize areas where

Transformational Interventions can be made, with one or more target score (s) (Target Score) and one

Status Assessment can be calculated on a Behavioral Descriptors grid by interviewing, suggesting an online survey, a majority of stakeholders in the organization based on the following five dimensions of transformative leadership: Mastering Complexity ), Orchestrating creativity (Orchestrating Creativity), applying emotions for the purpose of alignment (Emotion for Alignment), anchoring in society (Anchoring in Society), and building a Next Level Leadership (Building Next Level Leadership) to a transformational gap (Transformation gap) to identify and make recognizable, on three levels: for the whole

Organization, for the leadership team and for the leadership at the top of the

Organization to simultaneously identify one or more measures of a leadership gap

(Leadership Gap), a gap in team capabilities (Team Capability Gap) and a gap in organizational capabilities (Organizational Capability Gap) to identify what appropriate systemic interventions (systemic interventions) can be identified to close the gap (s).

Furthermore, to solve the problem, an apparatus or a system for carrying out the method is provided.

It is an achievable advantage of the invention that it can be used to make visible in companies, where the need for change actually exists, how far Individuals, teams and the whole company are away from the intended target status and what kind of interventions can be made to avoid them

to achieve the described target state.

In particular, the field of application of the present invention is any situation in which information is exchanged and analyzed between at least two parties and these are automatically matched and supplemented simultaneously with a multiplicity of further information sources. This can be done via several, also combined input variants such as

• written input of input with automatic computer-assisted continuous text recognition,

• oral input with automatic speech recognition,

Additional optical input in the form of gestures and facial expressions with automatic recording and evaluation,

• a combination of the previously mentioned forms of input.

Preferred embodiments of the invention

Advantageous embodiments and developments, which can be used individually or in combination with each other, are the subject of the dependent claims and the description below.

In a preferred embodiment of the invention, the method uses a particular algorithm that uses as input values (input) a quantitative ranking of an identical series of questions that have been answered by a plurality of members of the organization and calculates a transformational score.

In a preferred embodiment of the invention, the method may be used repeatedly, preferably to measure success.

In a preferred embodiment of the invention, the method allows a serial analysis of transformative gaps of time to measure success.

In a preferred embodiment of the invention are on a beginning of the

Data input present Tranformational Leadership Map (TL Map) the identified in the course of the electronic, dynamic input data evaluation actual and target states within a company. The TL map preferably has two axes. On the x-axis, the stages of development are Improvement, Renewal,

Reinvention and on the y-axis the levels soap, team and organization. Through the graphic representation of the actual and target state, the current need for change in the form of leadership gap, team capability gap and organizational capability gap becomes directly apparent.

In order to obtain this evaluation and representation, data is in the

Fed evaluation system. This usually happens in two ways:

• Workshops

• Interviews

The data input can be introduced via various options. For example:

• electronic questionnaire, for example on a smartphone, tablet or PC

• Voice recording, such as a voice recorder or microphone integrated in a smartphone, tablet or PC

• Gesture and mimic capture by an external camera or a camera already integrated in a smartphone, tablet or PC.

The invention also covers embodiments in which two or more of the mentioned

Input possibilities are combined. Preferably, all input possibilities are freely combinable.

In addition to the purely content-related recording and evaluation by means of both predefined response options and free text input, additional criteria are preferably recorded and analyzed, for example:

• language used

• time required for an answer

• Recording of any changes including number of changes

• Gestures and facial expressions during input Insofar as there are electronically documented results from earlier surveys within the company, the newly obtained statements are automatically compared with the previous results and changes are documented.

In addition to the evaluation of the questionnaire inputs, the system preferably evaluates further data in parallel for a separate evaluation. These data preferably include:

Organization-internal data such as

• Mail traffic

• Intranet

• Employee profiles

External data of the organization like

• Press releases

• Advertising brochures

Data in the public about the organization like

• Press article

• Social media entries

• Customer reviews

Databases of the interviewing consultant like

• Employee databases

• Database of survey results from other organizations

• Information from previous collaborations.

This additional data is preferably displayed in a separate TL map (1 a) in order to better classify possible differences to the first map (1 b) based on questionnaire input.

In a preferred embodiment of the invention, the data is automatically related to its compatibility throughout the input and analysis process Privacy Policy Aligned. Non-privacy compliant input information is preferably not automatically evaluated and stored by the system.

Detailed description of embodiments of the invention

Further advantageous embodiments are described below with reference to several in the

Drawings illustrated embodiments, but to which the invention is not limited, described in more detail.

With the help of different input methods, the method to be described determines the actual situation of the company, the desired future stage - and the resulting situation via three parameters: organization level (7), development stage of the company (8) and content dimensions (9) Need for change in the respective aspects. The main source of information for data collection is the survey of

Individuals along semi-standardized questionnaires and interviews (2) as well as the evaluation of various internal (3) and external data (4a-c).

The results provide an individual assessment of an actual as well as a desired target state of the company on the three levels

Person / Team / Organization (7). The development stages of the company are divided into improvement, renewal and reinvention (8). This is done in five different dimensions such as Mastering Complexity, Orchestrating Creativity, Growing Emotional Comitment, Society Anchoring, Building Next Level Leadership (9).

For each of the five dimensions, evaluations on a Transformational Leadership Map (1 b) are available after the evaluation both with regard to the actual situation and with respect to the target situation. The TL map (1 b) forms on two axes, the x axis the

Developmental stages Improvement, Renewal, Reinvention (8) off and the y-axis the levels person, team and company (7).

Based on the analysis of the current company situation on the three levels (7) person / team / organization, the developmental path of a company within these three levels is shown as one of the three stages (8) improvement, renewal and reinvention. Data input is done via an electronic semi-open questionnaire - open questions and standardized, closed questions - during interviews (2) or workshops (5), analysis of external sources such as e-mails (4a), press releases (4b), articles in newspapers and magazines Magazines (4c) to the customer system and internal databases (3) etc.

Both individuals and teams through workshops (5) can complete the electronic questionnaire.

For the evaluation, the respondents are preferably provided with a five-step selection option, for example between "completely agree" and "completely disagree" or "++" and "-". Suitable choices are for example: "strongly agree", "agree", "neutral", "contradict" and "strongly disagree".

Respondents are asked to rate each question twice, once for the current situation and once for the intended target situation. Vorzuweise stands for a five-step selection, e.g. between "fully agree" and "completely disagree".

Based on the target situation, the respondents describe how the company should have developed towards this stage.

The holistic analysis deals systemically with the knowledge gained from it; that is, the impact of decisions or actions on those involved at the various levels is also taken into account at the other levels. This is also mapped computer-based in the dynamic adaptation of the questionnaire.

The interview basis for the questionnaires to be generated is based on a well-defined question pool for electronic questionnaires. In the first interview sequence, Interviewees will be offered 10 questions standardized. As soon as all 10 questions have been answered, a dynamic evaluation is started via the underlying database, which generates a second set of 10 questions on a case-by-case basis. After answering these questions, the process is repeated and a third set of 10 questions is generated on a case by case basis and dynamically. According to the response behavior of the interviewees or workshop participants, a total of two dynamic questionnaires are generated both for the assessment of the actual situation and the target situation. From the dynamically individual case-specific questionnaires, a total of four maps are generated in the result: One is a map for assessing the current situation and a map for estimating the target situation of interviews. On the other hand, a map based on the external data sources for the current situation and a map based on the external data sources for the target situation (see below).

It is possible to complete the questionnaire both electronically on a technical device such as a PC, tablet or smartphone, or in an oral conversation with a counselor. If the data entry takes place in a personal dialogue, the data are recorded by means of speech recognition and, as described above, are further analyzed and evaluated electronically (6).

Furthermore, additional information is collected and analyzed as

• the wording of the employees used in the open questions

• the time required to complete the questionnaire

• Real-time delays in filling in the document

• the recording of any changes or revisions in the document

• Recording the gestures and facial expressions when completing the questionnaire.

For this purpose, internal or external microphones, cameras as well as speech recognition software can be used, the data of which are included in a further evaluation presentation.

In addition to obtaining information based on data from or around the input in the questionnaire, further data are used for the evaluation. This mainly includes data from customer databases (4a and 4b), the company 's own databases

Consulting firm (3) as well as data on the client company in the public media (4c).

In the case of customer data inventories, a distinction is primarily made between customer internal data sources (4a), such as intranet, internal mail traffic or employee profiles, and data that the customer communicates externally (FIG. 4b), such as press releases.

In addition, publicly available data on the company (4c) are evaluated such as press reports, social media entries, reviews, etc.

Data from the internal consultant databases (3), which contain information about employees as well as possible previous projects with the customer, are also included in the second evaluation. The additionally obtained data will be automatically filtered in the background according to the relevant data protection guidelines and will automatically be added to the data in the

Evaluated in the questionnaire, evaluated (6). Result is a second Transformational Leadership Map (1 a)

All entered data can be filtered according to their origin or other criteria.

The features disclosed in the foregoing description, the claims and the drawings may be of importance both individually and in any combination for the realization of the invention in its various embodiments.

LIST OF REFERENCE NUMBERS

1 Transformational Leadership Map 1 a Data based (depending on actual and target)

1 b interview based (depending on actual and target)

2 input from individuals

3 internal database

4 External data sources about the customer 4a internal customer data

4b external customer data

4c publicly available customer data

5 input from workshops

6 "Algorithm"

7 Organization level / y axis

8 development stage level / x axis

9 dimensions

10 question pool

Claims

claims

A method, preferably a computer-implemented method, for assessing a need for an organizational change (Organizational Transformation), characterized in that based on five dimensions (Essential

Dimensions) areas can be identified and prioritized in which transformational interventions can be performed, whereby one or more target score (s) and a status assessment are calculated on a grid of

Behavioral Descriptors based on a survey, suggesting an online survey, a number of stakeholders in the

Organization based on the following five dimensions of transformative leadership: Mastering Complexity, Orchestrating Creativity, Empowering Emotions for Alignment, Anchoring in Society, and building a Next Level Leadership to identify and discern a transformation gap on three levels: for the entire organization, for the

Leadership team and leadership at the top of the organization to simultaneously identify one or more leadership gap metrics, a team capability gap, and an organizational capability gap; whereby appropriate systemic interventions can be identified to close the gap (s).

Method according to claim 1, characterized in that the method uses a specific algorithm which uses as input values (input) a quantitative ranking of an identical series of questions answered by a plurality of members of the organization and a transformation index ( Transformational Score). A method according to claim 1 or 2, characterized in that the method can be used repeatedly, preferably to measure success.

Method according to one of the preceding claims, characterized in that the method comprises a serial analysis of transformative time gaps

(Transformational Gaps of Time) allows to measure success.

An apparatus or system for carrying out the method according to any one of claims 1 to 4.