The document discusses developing an action planning roadmap for organizational change in E20 projects based on organizational excellence theories. It outlines maturity stages for E20 adoption and critical change moments involving different stakeholders. The roadmap would define objectives, challenges, and metrics for change at each stage to guide projects from piloting to full organizational transformation.

1. Überlegungen zur Systematisierung einer OE Action
Planning & Taking Roadmap für das E20 Projekt
E20 Community
Praxis-Workshop
24.04.2012

2. Agenda
 Ausgangssituation
 Überblick zu OE Theorien
 Handlungsimplikationen aus OE
Theorieansätzen
 E20 Maturity-Modell als Grundlage
für OE Action Planning & Taking Roadmap
 E20 / OE Action Planning & Taking Roadmap

3. Ausgangssituation
 Kultureller Wandel als 1. 2.0 Projects need change
Voraussetzung und Folge 2. 2.0 Projects foster change
von E2.0 Projekten
© Cordelia Krooß, BASF
 Differenzierte
Betrachtung auf
E2.0 Adoption
 In E2.0 Reifephase: Adoption Transformation
Change beinhaltet mehr (Anwendung (Integration neuer
neuer Techniken) Techniken ins System)
als nur Adoption
 E2.0 Projekt bedarf
einer OE-Betrachtung

4. Meta-Überblick zu OE-Theorien
Tapping into system‘s Collective action forms
Systems survive: if externally wisdom is a must value => driver for „system to
aware & internally adaptive create energy to change“
Influencer: Language,
Social history, cultural specificity
Systems
Change needs a holistic & Constructionism (anthropologic sources)
Theory
systematic alignment for Theory Discourse & narrative =>
restoring congruence Ludwig von Bertalannffy Mead driver for accepting realities
Katz & Kahn Berger & Luckmann
Change: a participating Search of equilibrium betw.
& collaborative process Action Complexity chaos (creativity) & stability
Research Theory (efficiency)
Individual/group: active
role taking in observation Change cannot be driven
Kurt Lewin (AR) Stacey
stage Tannenbaum (Group Dyn.) Wheatley but must be forstered &
supported
Change Model: Learning by Doing Watch out for level of Support for change processes:
- unfreezing Focus on Group anxiety & power ↑ Connections
- moving Behavior (Group differentials ↑ Diversity
- refreezing Dynamics) Enterprises today: ↑ Information Flow
Complex adaptive systems

5. Handlungsimplikationen aus
OE-Theorien
 Participatory process to
define norms & culture
 Interdisciplinary Social for digital social
mix of people Systems interactions
 Steering commitee Constructionism
Theory  Narrative comms.
 Diagnostic events Theory (storytelling,
for understanding storyboarding,
of interdependencies design thinking)
 Involve to co-  Town hall meetings
investigation Action Complexity  Transparency over
 E20 playground as project results
low-barrier-of-entry
Research Theory  Activity streaming &
infrastructure people directory as
 Measure & important elements
communicate effects
 Mix of people
for diagnostics
 Insure feeback cycle

6. E20 Maturity-Modell als Grundlage
Overall
Maturity Stages
(by Cordelia Krooß)
Individual
Adoption Cycle

7. E20 / OE Roadmap: Critical Change
Moments, Processes & Stages
Mass
adoption
Org 2.0
Positive Evaluation Revision
of Piloting Change on
Design Re-Assessment org level
Revision
Change on Re-Assessment
Design
group level
Change on
indiv. level Revision Momentum
Re-Assessment
Design of Business
Projects
Business
Seeding
Transformation

8. E20 / OE Roadmap:
Change Measures
α – Change
difference in a measure before and after an intervention
(better distribution of knowledge? Direct effect!)
β – Change
reassessment of the dimension in question
(new challenge in performance because of better
distribution of knowledge? Indirect effect!)
γ – Change
re-conceptionalization of the key domain
(reframing of notion of knowledge as property
of the group/org/enterprise)

9. E20 / OE Roadmap: Definition of
Change Stages as Project Objectives
Piloting Stage
Collaborative Business Case (Business Problem Solving)
Business Integration Stage
Professional Social Skillset (Individual Level)
Professional Social Workstyle (Group Level)
Collaborative Performance
Org 2.0 Stage
Lean/Kaizen Culture: Mental Model of Emergences & Orientation to Get Things
Done!
Fluid Organization: Define Org Design as Action Verb!
Decentralized Leadership: Emergent from Knowledge & Expertise
Management 2.0: Transparent Governance by OKR Model
Customer Orientation: Customer & Market Driven Strategy

10. E20 / OE Roadmap: Critical Disruption
Moments & Needed Stakeholders
Management Business
HR & OE
Sponsor Line Mgr.
Key Exec
Tech Savvy Internal
(Senior)
People Networker
Leaders
Disruption Disruption Disruption
• Boundaries of • Project • HR & OE
Collaboration Coordination & processes
Management • Role definition of
• Notion of individual middle mgmt.
& corporate
knowledge

11. E20 / OE Roadmap: Challenges for
project owner & participant
Project Anxiety to Anxiety to Anxiety to
Participants Disorder Share Change
Momentum
Performance Change
& Performance
of Piloting Performance
Scale
Finding
Project HR & OE
right Sponsorship
Manager Support
people
Measure Measure Measure
of α-change of β-change of γ-change

12. E20 / OE Roadmap: Working Paper
for Developing a Checklist
Piloting Intro Profess. Bus. Int. Org 2.0
Characteristics of Stage
Key Objective
Key Stakeholder (Participant & Supporter Level)
Key Challenges
Obstacles & Retardent
Measurable Key Results
Optimization of Stage
Measuring Dimensions for Results
Actions to Optimize & Foster Result
Coaching/Comms./Role Definition/Assess.
Change Planning for next Stage
Needed Stakeholder for Change to next Stage
Actions for Change
Individual Level
Group Level
Enterprise Level
Obstacles & Retardent