A People Barometer V1
The V2 is now published, making this version out of date. Please move to the new article here.
What is a traditional barometer? "An instrument measuring atmospheric pressure, used especially in forecasting the weather and determining altitude".
What is my people barometer? It is intended to help you get a sense of the "digital atmosphere" in your organization as well as to give indications of your "altitude", that's to say, where you are on the road to transformation looking ONLY at people and behavior.
Of course technology is a major part of transformation, but I have deliberately ignored it when designing the barometer. This is pure people.
There are plenty of technology-oriented maturity charts, but I've never yet seen one based purely on people. (You can click through to my blog to see a larger, higher definition version.)
The barometer has three perspectives: involvement, work practices and culture.
- Involvement relates primary to decision-making, commitment and responsibility.
- Work practices include individual, team & group and organizational practices.
- Culture covers attitudes, behaviors and expectations in ways of working that are general to the organization.
Three circles indicate the impact resulting from the items in the chart: medium impact, high impact and transformational impact.
This is a version 1 and I am looking forward to feedback from you: suggestions, points to add or remove, changing items in the three levels of impact and more!
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About myself
Analyst, speaker, advisor on the organization in the digital age.
Build the future through Imaginize World, a video podcast. Author "A Global Vision of 2043" and “The Gig Mindset, a Bold New Breed"
7 年Sue Gemmell I've seen that lag before. Unfortunately hierarchical leadership along with involving people on the fron lines are often missing. Either lack of awareness or ego.
Clinical Nurse, Aurora Pain Management, Oshkosh, WI
7 年Hi, Jane. Helen Blunden pointed me toward your post, and I like your thoughts and your people-oriented barometer a lot. I am a bit confused by your use of titles/labels in the 'involvement' area, however. This doesn't seem to fit with the rest of the chart.
Helping law firms to develop emotional intelligence, adapt and create change for the benefit of people, communities and business
7 年This looks good as a way of articulating what it means to be able to make the most of technology. I'm interested in the behaviours which go behind all of this and I expect you are too! (small point - typo in "high impact" culture section - first point missing the word "able", "people feel able to..."
Interesting. I like to use models like this one to create organizational roadmaps. I can think of one company where the culture and work practices are in the transformative zone, but involvement (read "leadership") lags behind. Is this common?