Large Strategic Models: a Game Changer for Agile Coaches

As we wrap up our series on large strategic models (LSM) , today’s article will highlight the unique value these models bring to leaders managing organizational change (Find Part 1 here and Part 2 here ). We will also cover how LSMs can impact the speed of change and how they can add value to companies that are starting to integrate artificial intelligence into their processes. We will also briefly cover how they are different from LLMs.

The Challenge We?Face

If you work in organizational change, I’m sure you've also observed a common pattern: Many companies want to use AI to support their transformation efforts but often find that traditional AI solutions, including large language models (LLMs), aren’t sufficient to understand the dynamics of organizational change. Let me give you an example from my recent consulting work.

A global Bank was using a popular LLM to support its agile transformation. While AI could provide general information about agile ways of working, it couldn’t capture the company’s unique culture, existing processes, and specific industry challenges. The result? General recommendations that didn’t consider the reality of the business or recommendations that are disconnected from the current strategy.

Introduce Large Strategic Models

This is where LSMs , such as Hanna Prodigy , come into play. Unlike traditional AI, LSMs are specifically designed to understand and manage the complexity of organizational structures and change dynamics. They work on multiple levels?—?organization-wide, initiative-specific and individual?—?and provide contextual support tailored to your organization’s unique transformation journey.

“LSMs can understand how information flows within the organization and have different insights depending on the employee's location. This can help leaders better connect their strategy to action and easily implement their ideas.”

Let me illustrate the difference. Hanna Prodigy can support a client in the financial services sector's digital transformation. Rather than giving generic advice, the LSM understood the regulatory constraints, existing team structures, and cultural specifics of the business.?

An LSM is able to make recommendations that aren’t only technically sound but also culturally appropriate and practical to implement in their specific context.

Support for Change Consultants and Agile?Coaches

For change consultants and agile coaches, LSMs offer unparalleled support in several key areas:

1. Understanding organizational context: LSMs can quickly capture and process vast amounts of organizational data and help you better understand the current state. They can identify patterns and correlations that can take months to discover with traditional analytics.
2. Strategy alignment: One of the biggest challenges in restructuring is ensuring alignment between the different levels of the organization. LSMs are excellent at this because they help you cascade change initiatives while maintaining strategic coherence.

As someone who has led numerous transformations in several countries, I know that change plans often must be adapted. LSMs can help you monitor the effectiveness of your actions and suggest real-time adjustments based on new patterns and feedback.

Advice for Organizations Developing Their Own AI?Tools

If your organization is considering developing AI solutions, I strongly recommend you build an LSM instead of an API based on LLMS (ChatGPT, Gemini, etc). Here’s why:

First, understand that AI can be a powerful tool for impregnating the leaders' strategy in teams. LSMs can adapt this knowledge so that everyone understands it and transforms alignment into action.

Second, you must recognize that effective AI in organizations needs to understand the context at multiple levels. The multi-level architecture of LSMs isn’t just a feature but a prerequisite for AI that truly serves the needs of the organization.

Third, consider how your AI solution will address the human aspects of change. LSMs, with their anthropomorphic design and ability to understand cultural nuances, are particularly effective at supporting the human side of transformation. An anthropomorphic AI can better understand the nuances of organizational change.

The Way?Forward

As we look to the future of organizational change and agile transformation, I believe LSMs will increasingly become central to our work. They represent not just an advance in AI technology, but a fundamental shift in the way we approach organizational change.

I recommend getting to know Hanna Prodigy for those interested in this new paradigm . As the first LSM on the market, it offers a glimpse into the future of AI-powered organizational change.?

Finally, i wanted to mention that in the years I’ve been working with organizations, I’ve never been more excited about a technological advancement than LSMs. They’re the kind of tool I wished I had when I started my career in organizational change?—?a tool that truly understands the complexity of organizational dynamics and can provide meaningful, contextual support.

Remember that successful organizational change isn’t just about having the right tools but using them wisely. LSMs are powerful allies in our work, but they’re most effective when combined with human expertise, empathy and experience.

The future of organizational change is here, and it’s smarter, more strategic, and more focused on the real needs of organizations than ever before. Are you ready to be part of this revolution?