Tech Adoption AuditAssentire® Technology Edition 2016

T

A diagnostic tool for exploring the risk associated with ‘Role Concern’

& ‘Agile Environments’ by Assentire Ltd. Specifically designed to

identify Technology Adoption potential and readiness in relation to

the context within the organisation.

Tech Adoption AuditAssentire® Technology Edition 2016

Published by Assentire Ltd © 2016 Rod Willis.

Why has the Tech Adoption Audit been created?In a fast changing and increasingly complex world, it is those

organisations that are agile and unafraid to try new ideas (to trip

and learn) that will be most effective. Those able to flex and change

quickly as the market requires, without losing cohesion and strategic

direction will be the ones that lead the way.

In order for this potentially different way of thinking & working to

be most effective, the context in which the new technology operates

needs to be supportive. To maximise this potential, both individuals

and the organisation need to be aligned and be able to work in both a

high performance and a learning environment.

How has it been developed?The Tech Adoption Audit has been created following extensive

research into ‘resistance to change’, ‘information systems success’

and the development of two further frameworks, the Organisational

Eco-cycle and the holistic Grow Through Change (GTC) framework.

These frameworks help review the risks associated with ‘role

concern’ factors in relation to the context with the Organisation.

Consider where you are & where you have come from. What is your position on the Organisational Eco-cycle shown on the

facing page? This directly impacts the thinking and actions at play in

your organisation today, even if you are not aware of the fact.

Maintaining the holistic view.Now it is time to place the Tech Adoption Audit into the

organisational context. The GTC framework illustrated on the

following spread details the underpinning factors that came out of

our research. The Tech Adoption Audit is paying attention to the

lower half of the GTC framework.

Choice

EntrepreneurialAction

Innovation

StrategicManagement

Peer Learning Groups

Confusion

Sustaining

Opportunityvs Risk

EMERGENT RATIONAL CONSTRAINED

WHAT TO GROW? WHERE TO SCALE? HOW TO SURVIVE?

Eco-cycle FrameworkWhere would you place your Organisation in the Eco-cycle?

Where would you place your Tech challenge in this Eco-cycle?

GTC Framework

Purpose Lack of a clear Purpose.

Leadership Low awareness regarding Leadership of Transformation and Individual Transition. Different Mind-sets perceived different realities.

Managing Change & Performance Staff involvement, Tipping Point, Assimilation capacity and Change-cycle (Transition Psychology).

Intra & Inter Group Dynamics Old habits die hard, perceived excessive work, present system is OK, outdated life-cycle view ‘Group-Think’.

Motivation Self-determination Theory (SDT) Purpose, Mastery, Autonomy.

Personal Dynamics Fear of failure, Personal ‘ROI’, conflict with an individual’s ‘System’ and/or career objectives.

Communicating Change & Performance Appropriate Process and Content.

Culture Sins of the past, low trust in the leadership, limited ‘business management/soft skills’ awareness in the leadership, inadequate training or support provided.

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2

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4

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Leadership

Motivation

Com

munic

atin

g C

hange

& P

erfo

rman

ce

Intr

a &

Inte

r

Gro

up D

ynam

ics

Managing C

hange

& Perform

ance

Personal

Dynam

ics

Culture

Purpose

Assentire©

Assentire® - GTC Audit

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2

37

46

5

8

The theory behind the Tech Adoption Audit.Alongside the insight from our own research and extensive

behavioural & psychometric exploration, two key models have

influenced the design of this tool. These are the ‘Stages of Concern

about the Innovation’ developed by G Hall, integrated with an

organisational perspective of ‘Self-determination theory’ (SDT)

developed by D Stone, E Deci and R Ryan.

Assentire’s Integrative Leadership Development Framework

demonstrates how this diagnostic tool is used in practice. We ‘map’

the territory of individual, team and organisational development

into nine different regions. This highlights the Mind-sets in play and

the Context: Individual, Team or Organisation, making it easier to

identify the most appropriate starting point for any professional or

personal development; in this instance we will be auditing technology

adoption readiness using the Tech Adoption Audit.

The Mind-sets in play align to Robert Kegan’s and others work on

integrative development.

Mind-setsContext

Individual Team Organisation

Active Contributor

Doing what’s asked by the organisation

Developing Individuals

DI

Developing Teams & Groups

DTG

Developing Team Leaders

DTL

Aligned Achiever

Doing more than what’s asked by the organisation

Exploring Behaviours & Performance

EBP

Auditing Tech Adoption

ATA

Auditing Alignment for

Strategic DirectionASD

Adaptable

Integrator

Going beyond the organisation while integrating the other modes

Delivering Transformational

PracticeDTP

Delivering Innovation

StrategyDIS

Delivering Organisational

PerformanceDOP

Integrative Leadership Development FrameworkKnow the context and mind-set(s) you are working with

Tech Adoption Audit

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What you will gain from completing this Audit?

• Recognise what role concern actually is and why understanding

these perceptions will make the difference to success rates in any

Technology Adoption project.

• Understand the risks associated with role concern, the context

within the Organisation and know if an agile environment is in play.

• Review if the combination of role concern and agile environment

is appropriate for your current need or if it is beneficial to shift to another place?

Outcome. You will be able to confirm what profile for role concern & agile environment you need as you grow. Whilst this tool can be used as

a standalone intervention and create immediate insight to start

discussions & reflections, it will deliver the most impact when

considered alongside the GTC framework & the Eco-cycle.

Time is important.This version focuses on the ‘here and now’. Alternative versions can

be created to explore the past and what is needed for the future. By

better understanding where we have come from, where we are now

and where we want to go to, the likelihood of understanding what is

really needed to make a transition successful is more likely to emerge.

Completing this Tech Adoption AuditThis questionnaire represents an ideal opportunity to share

individual experiences on a day-to-day basis. The questions are

structured to explore each individual’s perceptions of concern in

relation to their own role as well as the environment within the

organisation.

Purpose I am concerned that I do not really understand why we are introducing this system

Refocusing I know of some other approaches that might work better

Collaboration I am unable to help my colleagues use the system more effectively

Consequences I am concerned about the attitude of my colleagues about the system

Doing I am concerned about not having enough time to organise myself each day

Thinking I am concerned about the conflict between my interest and my responsibilities

Feeling I am concerned about my inability to manage all the system requires

Personal I would like to know who would manage the decisions in the system

Informed I have very limited knowledge about the system

Unconcerned I am more concerned about priorities that are more important

A = Average of above values

A. Exploring risks associated with Role Concern This is considering the relationship with the technology adoption.

How strongly do you agree with the following? Where 0 = Not at all and 10 = Strongly Agree

A: Exploring Role ConcernShade each segment to represent your score for each question.

PurposeRefocusing

Co

llabo

ration

Conse

quences

Unconcerned

Info

rmed

Per

sona

l

Feeling

Thinking Doing

Communication People actively listen and acknowledge perceptions of all team members

Collaboration People openly ask questions and are invited to participate in problem solving

Feedback Sincere, positive feedback is provided that is intuitive, factual and non-judgemental

Development Talent is developed and knowledge shared to enhance competency and autonomy

Choice Choices are offered within the organisation including clarification of responsibilities

Motivation Coercive controls such as rewards and comparisons with other are minimised

Monitoring Monitoring and support is integrated at all times for all team members

Support There is awareness and control of the amount of Action and Learning required (assimilation demand), holding back where necessary

Culture People actively look for conflict of interests without judgements or blame and negotiate any changes

Change ‘Resistance to change’ is considered as a form of data, not perceiving people as always resistant

B = Average of above values

B. Exploring Agile Environments This is considering the wider ‘context’ in which you work.

How strongly do you agree with the following? Where 0 = Not at all and 10 = Strongly Agree

B: Exploring Agile EnvironmentsShade each segment to represent your score for each question.

CommsC

ollaborationFeed

back

Deve

lopm

ent

Change

Cultu

re

Supp

ort

Monitor

Motivation Choice

Tech Adoption PlotPlotting Your Scores.

Agile Environments = B

Ro

le C

on

cern

Ris

k =

A

0 105

5

10

Once you have completed the questionnaire, calculated and plotted

the score for Role Concern & Agile Environments using the Tech

Adoption Audit, you will be able to confirm the spread of results you

have across the team, in terms of individual perceptions of those

within the team.

Gaining different perspectives.Other ways the Tech Adoption Audit can be used.

• For a team or group, have each member complete the self-

assessment on their own, then bring the team or group together

and see where each individual’s perspective appears on the plot

• If you have a large number of contributors, you may want to take

advantage of the online profile, as we are able to create your

collective plot and provide you with a comprehensive workshop

to explore further what insights might be emerging. We provide

Cluster and Correlation analysis and contrast with the ‘norm’

groups we have available.

Assentire uses a broad range of best-in-class profiling tools many

recognised by the British Psychological Society (BPS). More recently

we have been combining knowledge from HC Analytics and Net

Promoter Score (NPS) methods when we have needed to develop our

own tools further.

Our overall approach enables individual pathways to be designed and

defined per person and per team, in a systematic way. This in turn

enables us to engage pro actively in the Return-on-Investment (ROI)

discussion that so often creates a challenge for those wanting to

commission developmental support for their staff.

Director of Assentire Ltd. Rod Willis

Our lens is different to many having explored the latest in Business

School education, then understanding and filling the gaps we have

found. We use the sparks that are created when you integrate

frontline Management Practice with an Engineering approach and

Business Psychology.

The Integrative Leadership Development Framework is used in a

pragmatic manner, suitable for those wanting to learn with limited

time.

For further information about this audit & other related material please get in touch and explore the world of leadership through our lens.

www.assentire.net

rod.willis@assentire.net

+44(0) 7788 457 202

Published by Assentire Ltd © 2016 Rod Willis.

Published by Assentire Ltd © 2016 Rod Willis.