An important issue, including in the public sector, is the lack of cohesion in programs and projects, especially when it comes to technology and organizational development. That leads to programs and projects getting in each others’ way, or even striving for diametrically opposed goals, or being far too ambitious. That costs lots of money, because program goals and the desired changes can’t be achieved, or they’re achieved later at much lower costs.
It’s much easier to drive cohesion if you have insight into where the organization is in certain areas, and where it wants to go, and which steps it needs to take to get there. Passionned Group’s method focuses on the aspects that are essential to leadership, organizational development, management, and digitization within organizations.
Passionned Group’s model consists of five dimensions:
- Organization. What does the organization’s structure look like? What’s the culture like, how strong are the internal politics, and what does its environment look like?
- Management. How are employees directed? How do we steer the organization?
- Technology. What technology is needed to support management and the organization in its tasks, and to lift the organization to a higher level?
- Information. How is the information structure organized? In what forms, and how frequently, is management information distributed? Do we know our target audience, and is the information tailored to them?
- People. How can employees develop themselves? How are employees rewarded? Which incentives have been developed for them?
Every dimension has several characteristics, filled in for every level. The levels used here are mostly analogous to the INK model. Our model added a level 0, however. After all, there are organizations who haven’t reached level 1 of the INK model. Levels 4 and 5 of the INK model have been combined into a single level. These levels largely overlap, in our estimation.
A “photograph” of your (BI) organization
Passionned Group’s model takes a “photo” of your business intelligence organization. First, we determine an organization’s current position compared to the different dimensions and characteristics. This gives us an idea of where the organization is, and on which level (maturity of the various dimensions). The second step is determining the desired ambition level for the coming years, and again for the same dimensions. Where do we want to be in three years? Based on two positions – current and desired – we can determine the following for every characteristic and dimension:
- Balance within the dimensions. Is there a big difference in development within the various parts of one dimension? If so, we have to shift our focus and efforts from the strong to the weaker points. In our model we can see, for example, that the cultural aspect of the organizational dimension is behind. This deficiency will first have to be brought up to snuff before the organization as a whole can continue to grow and improve.
- Balance between the dimensions. Is there an imbalance between technology and the organization? Passionned Group’s model could show that the dimensions information and people have (strongly) fallen behind the other dimensions. That will have to be the focus in the near future. All the dimensions have to be balanced first – focus on the parts that were left behind.
- Overly ambitious. The difference between the current and desired situations can be too big to equalize within the given period. It’s relatively easy to determine this when describing the projects globally, including the required (human) resources, risks, and results. There could be insufficient funds or resources, or the risks are too great. When the project is too ambitious (wanting to work on too many levels at once), it can be tempting to skip steps. For example, there’s a big gap in competencies. An organization could be tempted to skip a level to get to the low-hanging fruit of the next levels. But the odds are good that the fruit isn’t ripe yet.
Our clients are very positive about our approach. “Passionned Group did an excellent job on the assignment. They delivered clear, insightful advice, and we worked very well together,” according to Eric Ossel, director of resources at the municipality of Delft.
Invest in what really matters
Passionned Group’s model allows us to pick the most promising programs and projects and develop them to completion. Recognizing a negative balance tells us what to prioritize, so we only invest in what really matters. For example, it’s totally useless to give business users access to information systems if our data quality isn’t where it should be. And a front-office based on customer patterns only makes sense if we have the technology for extranets and workflow management.
Do you want to know more about our approach? Contact Daan van Beek.