Little Data:
Most organizations are NOT yet measuring what matters at the time we start engaging.

Little Capabilities:
Many do not have the capabilities to measure. They lack the analytics systems, processes, and/or people.

The highest cost of our Interventions is not our fee.

It is the time you and your teams will invest in this project. It is also the missed opportunities because you invested in this project instead of other bets you could have made.

And it is not only going to require your teams to invest their time.
Because your role modelling is essential, you will be investing yours, and the precious time of your leadership team.

Sequence:
We want the Outcome and you get it through a step by step process.
(1) Aspire - (2) Assess - (3) Architect - (4) Act (& Advance)
(A) Efforts - (B) Deliverables - (C) Output (Leading Indicators) - (D) Outcome (Lagging Indicators)
How can you architect without assessment? How can you assess when you don't know what you aspire to?

Lead Time:
⦿ Talent Development: It takes 10,000 hours to master a new skill means 5 years full time dedicated to it.
⦿ Ecosystem Development: We start Cold with the Chicken or Egg problem.
⦿ Culture Development: Do I explain why it can’t be done in a day?
⦿ Addressing engagement & trust are mostly psychological. We know therapies take time. A few Goodies & Team Building Afternoons won't solve it, not for your Partners' Teams, not for your internal talent either.

The perceived value of our services is highest at the beginning because, at first, all our insights are new, and feel transformative. Your teams experience a step change.
As you and your teams ramp up through the knowledge sharing & transfer, the idea of change is not new (and less exciting), and simultaneously, you're in the thick of the transformative process (the "actually doing the work" that feels harder).

Inversely, the actual outcomes start manifesting only later in the process. Early in the process, you will see things are happening, we even produce great deliverables, and some of the leading indicators start moving, but the actual outcomes we both seek won't manifest until later.

And this is true even as the level of efforts on both sides (you/customer and us/service provider) are maintained at the same level.

It will get worse before it gets better.

If you maintain the same level of effort but you invest more on future capabilities, immediate performance will go down.

In the middle of the process, everything will feel worse. The level of Performance will be inverse to the perceived difficulty as you struggle in the Trough of Disillusionment, aka the Death Valley...

Although it is proven organizations perform better when they attend to both "Performance" and "Health" equally. The current "normal" in organizations is to focus most of the investment on Performance, and sprinkle some Health.

If sprinkling feels normal to your team, what will you feel when you and your team start ramping up Health investments from 10 to 20%? 20 to 30%, ..., 40 to 50%? Will there be a breaking point?

Our recommendations can feel like too much, especially at the beginning, before we embed Health into Perf. The embed phase is much easier as Health priorities melt within your Performance Initiatives.

Some aspects of the program will be hard to swallow. Not everyone will experience the discomfort at the same time. The change journey is very personal.

Discomfort is relative because it is personal. The hardest part for me won't be the hardest part for you. For instance:

• An introvert might struggle with the social aspect of an experience.
• Others seeing the data about what they have been doing, and owning it.
• Another to acknowledge their areas of improvement, and a more realistic career path.
• For a leader, it might be to disagree & commit, or to model a specific behavior.

Discomfort, fear, anger, grief do not manifest directly. Especially not in our professional lives. Instead people are avoidant, they procrastinate, or they doubt, skeptical or even cynical with what we're trying to achieve.

We take great care to adjust the level of support & challenge for everyone to always be close enough to flow and find flow but change is not easy. How will we deal with the emotional journeys? The push backs?

We support your transformation through influence. Influence that we borrow from the Trust you have established with your team, and your role modelling of the behaviors (how) and tasks (what) we invite them to try. Indeed:

• We don't have hierarchical or formal power.
• We are external.
• The mission has an end date.

Each of these make us a great asset in your transformation.

Indeed, you don't force transformation. Internal people have vested interest and varied levels of wrongs they want to right before they can build trust again. And the end date creates urgency for everyone.

But when we fail to establish trust & influence: Team Members avoid us. They don't understand. They don't have time...

The best way to get up to speed on this one is to watch Dave Snowden talk about the Cynefin framework he developed. It just takes 12 minutes.

How do you price (and plan) services that are in the Complex & Chaotic territory?

We start by measuring. This preliminary measurement is not to be confused with the "assess" step.

Without knowing what the direction (aspire) will be, measuring is less targeted, therefore less efficient. But it is worth collecting the data to account for the impact of each step of the process, including the first step "aspire".

We account for all the resources invested in the program. And we also offer multiple scenario so the team can choose and know, ahead of time, the investment they'll be making.

Kronos: There is value in going one step at a time, and respecting the time necessary for the process to give its fruits.

Kairos: In order to demonstrate value early, we identify opportunities as we go, and deliver impact. These quick wins help us build trust.

We protect you:
You pay for Performance (60% of the fee), ensuring we are all focused on the ultimate outcome (not deliverables or output).

You protect us:
You pay for Effort (40% of the fee), accounting for our investments in a Complex & Chaotic space. Even then, we protect you by aligning Payments with key milestones (deliverables), and by letting you pull out between milestones.

We raise awareness around the Emotional Journeys of Change.

We propose the process and agree.

Contracting with one or a few decision makers is not enough. We want everyone to commit. Not just their time but their own contribution to the change, which means personal change, and commit to carry on when it gets difficult.

At the same time, we listen, we do our best to filter the noise and act on the signal, we adapt to the feedback we get. We take great care to adjust the level of support & challenge for everyone to always be close enough to flow and find flow but change is not easy.

The following sets us up for success:
⦿ A powerful introduction, including RACI
⦿ Aligned with organizational Rhythm of Business, and personal OKRs & PDPs
⦿ Leadership is involved and role modelling

Same as for the S-curve, we raise awareness. Cynefin becomes part of the basic concepts everyone is expected to understand and act on.