A Roadmap to Organisational Growth

Features & Methodology 

Definition of stakeholder groups



Skills requirements analysis



Identification of key objectives and success factors



Definition of maturity and compliance indicators



Creation of Dashboard and Scorecards



Workshops, briefing sessions, training



Mentoring and Coaching

 

Outcomes 

Interventions directed at agreed standards, compliance issues and defined outcomes



Agreement on indicators and change parameters



Change programme momentum is maintained



Support for role players available to ensure delivery improvement



Goals & Objectives remain visible throughout the programme

Role player activity monitoring tools



Ongoing assessment of delivery team capability and success

Commitment and involvement of all stakeholders and participants secured



Objective dashboard and maturity measurement implemented 1

BS25999 or ISO9000. Training alone does not make the organisation mature or compliant with standards and best practice. Neither does the introduction of policies and procedures and the drafting of compliance processes. Change management, skills and culture development are required for the programme to be sustainable. Interventions or programmes to achieve this all involve enhancing or even changing the culture of an organisation. That means changing the mindset and habits of people throughout the organisation. The Caridon Roadmap has been devised to facilitate such programmes in a manner which ensures that the necessary knowledge is introduced and that the attitudes and disciples are accepted by all.

The issues of Compliance and Maturity The Caridon Roadmap to Organisational Growth The Challenges of guiding and managing an enterprise in the 21 leadership

st

Some Definitions: Compliance relates to the level on a scale of 0-100% to which the organisation is aligned with a set of agreed standards. The alignment is calculated either

century is more than ever an issue of

as a percentage of necessary work elements

-leadership at

completed or as a yes/no answer to a status question.

all levels within the

organisation. With the economic and corporate failures in recent times, senior executives are being personally held accountable for the effects of socio-economic forces. Successful companies will be those that identify with and adopt the new business ethics involving social and environmental responsibility, fiscal; prudence and

Maturity relates more to the stability of the ongoing adherence to the standards (compliance), and also to the overall level of compliance achieved by introducing the change programme. The latter concept can be related to a timeline during the

just plain good, moral governance. The fact that so Simple Maturity Curve

much of these ethics are finding their way into regulation, good practice and the law means that all essence a new set of values and principles from which to operate. This is a major change management task to ensure that the new codes, policies and procedures are understood and adopted by all personnel.

BS25999 level

levels of the organisation must adopt what are in

Current Maturity (1-5), 1.7, 22%

It matters little which standard or regulation needs to Maturity

be introduced or complied with. It could be the introduction of ITIL or Cobit, a code of Corporate

implementation of the programme. This is based on

Governance or an international standard such as

the

theory

that

before

the

implementation

2

programme

is

commenced,

the

maturity

and

2.

Appoint role players within functional areas

compliance levels would be very low. An intervention is

 Identify & appoint candidates

then activated to improve these through a series of

 Establish draft KPIs.

project phases. The assumption is that once acceptable

3.

Initiate training courses

levels of maturity and compliance are achieved, they

 Set up training & briefings

will

 Schedule Executive Briefings

be

maintained

during

normal

operating

 Schedule and deliver role player 2-4 day

procedures.

training Applying a maturity curve in this manner during the project

is

acceptable,

but

thereafter,

 Deliver all-staff compliance & maturity

policies

procedures and operating processes must be audited

awareness 4.

Provide mentoring and coaching to Role Players

and measured to ensure the level of maturity is

 Assess individuals & teams monthly

maintained

 Regularly mentor and coach individuals & teams (monthly)

The roadmap to follow in achieving organisational growth and maturity comprises various stages: 1.

Determine current status of maturity within the organisation

5.

Progress maturity at all levels  Activate introductory web-based course for individuals (e-learning) 

Where necessary, deliver short (1-2 hour) awareness sessions to all staff.

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6.

Track ongoing maturity development

become self-sustaining. Nonetheless, most standards

 Develop and apply an organisation-specific

and best practice require that reviews of policy,

maturity assessment curve. 

strategy and all plans be carried out annually.

Interpret progress monthly from mentoring & coaching of role-players



Analyse results from all-staff awareness ‘elearning’ activities



Review status of change instruments – Strategy, Policy, Plans



7.

Regularly (monthly) assess regions and overall

Caridon consultants have had extensive experience in similar projects and the challenges which they bring. We will actively engage with the client’s team and the key stakeholders as required, and make use of tried and tested methodologies and tools to support the programme.

corporate maturity against the maturity

We have teamed with respected partners to provide

model

us with suitable technology & services where

Establish

processes

and

procedures

for

necessary. This will enable Caridon to deliver some

sustainable maturity development

aspects of the programme as effectively as possible.



Review and Reporting



These partnerships were entered into to ensure that

Annual reviews and exercising

our customers do not need to acquire specialised

Our Value proposition

software

to

achieve

a

successful

Maturity

As consultants, Caridon will facilitate the execution of

hosted by the partners and delivered to the

these steps over a period of 6-12 months. After this

participants through web services.

time we expect that the maturity programme would

The Caridon roadmap to maturity has been

implementation, because these services are normally

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developed in response to the needs and experience from major projects over the years. As Caridon, we are well placed to provide consulting and change management support to optimise your investment in skills development and training. Caridon are able to assign the services of a team of two or more consultants on a retainer or time and materials basis to perform the following functions;  Develop and analyse the initial ‘current state survey’,  Create

the

appropriate

all-staff

awareness

material for deployment to all personnel,  Analyse and monitor the all-staff awareness,  Provide post-training mentoring and coaching of role players, recommending additional team and skills development as required,  Set up a meaningful, easy to use ‘maturity scorecard’, and maintain this on a monthly basis for 6-12 months and  Assist in introducing the procedures necessary to sustain the change programme into the future.

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