patri 04. readiness to scale: a guide for scaling social business
DESCRIPTION
Step by step guide to help social enterprises and social businesses assess and improve the readiness of their teams and organisation when scaling impact and operations. This guide is based based on the PATRI Framework for Scaling Social Impact.TRANSCRIPT
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Readiness To Scale:A Guide for Scaling Social Business
Rizwan TayabaliSupported by Ashoka Globalizer
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Adapted from
The PATRI Framework for Scaling Social Impact
© Rizwan Tayabali, 2014
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The PATRI framework takes you step by step through all the aspects of diligence needed to understand whether or not scaling is feasible
for you and if so, to produce an effective scaling plan that you can follow during implementation.
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PATRI Framework
IPurpose
IIApplicability
(Viability)
IIITransferability
IVReadiness
VImplementation
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An overview of the complete PATRI Framework, is provided in a
linked presentation called ...
“PATRI Framework for Scaling Social Business”
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PATRI Framework
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Caveats1. The following guide is specifically targeted at social
businesses and therefore places an emphasis on financial viability along with impact i.e. It is designed for organisations that create their impact through the use of business models.
2. The PATRI Framework is focused on scaling rather than incremental growth. If you are simply aiming to set up operations in another location or enter another market, then the framework will still offer you value, but some aspects of it may only be applicable a bit further down the line.
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The 1st step of the Framework is to define purpose and targets, without which you have no
useful basis for planning or design.
If you haven’t already got clarity around these, more support is provided in a
linked presentation called ...“Defining Purpose: A Guide To
Scaling Social Business”
Purpose
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The 2nd step of the Framework, is to understand whether or not your model will be applicable at
scale, and if not, how you could adjust it to make it more relevant and viable.
If you haven’t already considered applicability, support is provided in a
linked presentation called ...“Applicability at Scale: A Guide To
Scaling Social Business”Applicability
(Viability)
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The 3rd step of the Framework is to improve your solution and model’s ability to be replicated or delivered by others i.e. to
ensure that it is systematic and transferable for use in scaling, either by your own teams
or by external partners.
If you haven’t already addressed transferability, support is provided in a
linked presentation called ...“Transferability for Scale: A Guide To
Scaling Social Business” Transferability
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Once you have standardised your methodologies and processes, you can begin to focus on whether or not your organisation and
people are ready for scaling.
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This guide thus focuses specifically on the 4th step of the Framework, which helps you establish whether or not your organisation and people are ready for scaling, and if not,
what you can do about it.
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Readiness
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It is worth evaluating organisational readiness prior to implementation because the costs involved are typically significant, not just in terms of infrastructure, but also in terms of
time and effort required to embed new working practices.
Readiness
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Once you go past this stage, you will also begin to commit significant resources to scaling, and it will get harder and more painful to back out or change direction if things don’t work out as
planned.
Readiness
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As the costs and implications aggregate, this therefore is the final stage at which you can safely decide whether or not to proceed with
scaling in the way you expect.
Readiness
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Key Factors
Organisational Design
Optimal Size
Decision Making
Resistance to ChangeKnowledge
Technology
Infrastructure
Readiness
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Regardless of approach, the process of scaling is likely to require a degree of organisational
evolution and some increase in size.
Readiness
Organisational Design
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Existing capacity and expertise may need to be redeployed to focus on scaling, and new teams
and skills may need to be created.
The way your organisation is designed needs to be flexible enough to support this.
Readiness
Organisational Design
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You can improve flexibility by...
1. Reorganising your teams, roles and responsibilities into verticals that directly reflect core strategies and components. 2. Reducing management hierarchies by
moving towards a skill oriented one.3. Focusing rewards on collective
outcomes rather than individual ones4. Devolving decision-making and rewarding
initiative & entrepreneurialism
Readiness
Organisational Design
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Scaling can require technical skills that aren't necessarily present in social organisations, and
often requires a level of capacity that can't easily be fulfilled by overstretched teams.
This is especially so when you are embarking on new pathways to making an impact.
Readiness
Optimal Size
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Increasing the workload of existing teams, especially when this includes new activities
they aren't familiar with or specialised for, can introduce a significant element of risk and
operational stress.
Readiness
Optimal Size
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Estimating workload at this stage will therefore give you an early idea of the kind of resourcing
it will actually take to effectively implement and deliver outcomes at scale.
Readiness
Optimal Size
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The key is to map out the skills and capacitythat you think will be required for setting up and executing your chosen mechanism(s) of
scaling.
Readiness
Optimal Size
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An effective way to do this, is to
1. Identify the programs and activities needed to deliver your core strategies
2. Break those activities into component tasks.
3. Then estimate the skills and effort required to execute those tasks to the quality you need.
Readiness
Optimal Size
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The end result should allow you to establish at least a fair understanding of what your optimal
size and structure should be, both to kick off the scaling process, and to eventually run and
manage delivery and outcomes on the scale you are aiming for.
Readiness
Optimal Size
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Having established what you need, you can then evaluate whether or not the skills are easily
available to your organisation, what it will cost, and subsequently whether or not procuring
them is likely to be a feasible option.
Readiness
Optimal Size
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Small and mid-sized social organisations are often structured around a single founder or
leader, which can lead to decision bottle-necks.
Readiness
Decision Making
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With only so much time available to any individual, scaling priorities can mean a
diversion of attention away from the original endeavour, which often puts not just the impact,
but also all existing operations at risk.
Readiness
Decision Making
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The ideal scenario would involve a dedicated team that is able to focus on the planning and
set up of any scaling endeavour, with only a high-level involvement of the leader or
leadership team.
Readiness
Decision Making
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If this doesn't seem feasible, and you can’t finance an increase in leadership capacity, this again should drive a reconsideration of scaling
plans, or change in timeframes to allow for developing internal resources to fill that role.
Readiness
Decision Making
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Scaling often has significant organisational impact, not just on workload, but also on internal hierarchies and expectations.
Readiness
Resistance to Change
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Any activity that changes internal parameters or pushes people and teams out of their
comfort zones needs to be carefully managed.
Readiness
Resistance to Change
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It can otherwise result in unexpected and sometimes extreme behaviour, including both
intended and unintended sabotage as individuals look to maintain the status quo
while things are changing around them.
This is known as resistance to change, and is a real and well documented risk.
Readiness
Resistance to Change
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As a leader or founder too, it is important to consider the implications that scaling will have
for you, and whether or not it is something you're comfortable with.
Readiness
Resistance to Change
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The best way to manage resistance to changeis to put resources towards a decent
change-management programme, underpinned by a good internal communications plan.
Readiness
Resistance to Change
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Decisions need to be thought through and benefits carefully communicated to ensure that
teams and staff feel supported and engaged, have realistic expectations and are genuinely
behind the scaling effort.
Readiness
Resistance to Change
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As you scale you will also learn more about the domain and issue that you are trying to impact.
Readiness
Knowledge
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If you don't have a good knowledge-sharing culture, a lot of this learning will remain
isolated.
Most commonly, the result is an ongoing reinvention of the wheel with resulting losses in
efficiency and effectiveness.
Readiness
Knowledge
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This learning alternatively represents opportunities to drive continual improvement,
and consequently refinements and increases in quality of outcomes.
Readiness
Knowledge
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Both factors make it worth investing in managing and sharing knowledge when scaling.
Readiness
Knowledge
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A good place to start is to
1. Make strategic planning and design freely accessible to internal teams
2. Embed ongoing team learning reviews3. Invest in the systematisation of your model
(see section III.Transferability)4. Set up information repositories to make knowledge easily accessible across your
organisation or partner network.
Readiness
Knowledge
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Most small or mid-sized organisations have very basic office level hardware, networking
and security, potentially with shared drives, and the primary use of technology is e-mail.
These systems can get rapidly overwhelmed when scaling, and are difficult to standardise
in terms of working practices.
Readiness
Technology
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On an operational level the key is to check whether your hardware and software have
enough spare capacity to accommodate more users and more data, and whether or not they can adapt to different needs or uses as your
organisation or network evolves.
Readiness
Technology
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Technology can also have great strategic application.
Readiness
Technology
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From the web to partner portals, platforms, intranets and social commerce, technology can
be a great enabler for scale.
In today's world of ubiquitous mobile access, SMS messaging and apps can also help access and interact with beneficiaries in a wide range
of environments.
Readiness
Technology
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It is therefore worth considering and building the costs of technology into your planning, or
alternatively managing the rate of scalingin a way that doesn't overwhelm the technical
infrastructure that you have.
Readiness
Technology
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Infrastructure implications should have been factored into your choice of scaling pathway
already, but at this stage it warrants a deeper analysis to ensure that you aren't putting
your organisation at risk of being overwhelmed when scaling.
Readiness
Infrastructure
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Even if your scaling pathway does not explicitly involve organic growth, most scaling efforts do require some form of organisational evolution
and increase in size.
Readiness
Infrastructure
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The scale of your ambition and related optimal size may require more physical space
to support these changes.
Readiness
Infrastructure
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If you are also planning to enable physical operations in multiple locations, there is a
direct implication for physical infrastructure to support that too.
Readiness
Infrastructure
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Physical infrastructure isn't just limited to space.
New premises still have to be filled. You will need to consider the costs of fixtures and
fittings, furniture and computing hardware, plus any other equipment that your teams need
to perform their work or deliver impact.
Readiness
Infrastructure
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The feasibility of raising the finance/funds to enable this increase is a critical factor in an
organisation's ability to deliver impact on scale.
Readiness
Infrastructure
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If the costs of organisational readiness seem too high, you could consider sharing and re-use
strategies, or limit your scale ambitions to prevent overloading your physical and
logistical resources.
Readiness
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You could also adjust your design to increase the autonomy of partners or local units to
reduce the load on your organisation, or simply decide to let others scale your impact for you by making your model replicable and openly
available for them to independently use and apply.
Readiness
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When you have understood what is required to get your organisation and people ready for
scaling, you can move on to the final piece of the process, which is to prepare for
implementation.
Readiness
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A guide to the next step of planning and creating roadmaps for implementation is provided in a linked presentation called ...
“Implementation at Scale: A Guide forScaling Social Business”
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Implementation
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©Rizwan Tayabali, 2014
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