SVG Testing — The Adjacent

What are your top priorities or questions?

  
    There is an ongoing stream of ‘best practices.’ When you come across one, ask:
    Is this just PR from a tech unicorn or marketing copy from a consulting firm?
Is the solution based on real evidence?
Has it been shown to work in our context?
What elements should we test in our environment?

    We continuously monitor practices from around the world and across domains to uncover what works.
  
    Agile, Digital, etc. are overused terms presented as one-stop-solutions. Sometimes you’re better off targeting low-hanging fruit or making surgical investments. True transformations take years and can’t be purchased ‘off-the-shelf’ and
    air-dropped in six months.
    
If you’re going to take on a transformation, work with practitioners who’ve been in your shoes through multi-year transitions.
  
    Most solutions target symptoms but, like aspirin for a headache, don’t treat the root cause. To tackle root causes, you need to pick tactics based on an understanding of the complex interactions of your organisation to avoid fixing one problem
    while creating more.

We use tools - like Wardley Mapping, Cynefin Framework and Systems thinking - to understand your organisation, the interventions that will work, and what unintended consequences they might create.
  
    Scale breeds inefficiency and breaks culture.
    Scale requires structure and specialisation. Structure and specialisation create overhead and inefficiency.
Dunbar’s Number tell us that culture will need to radically change with scale.

      Organisations that deliberately design structure and shape culture get the benefits of scale without incurring the hidden costs.
  
    The prevailing belief that low productivity is a staff problem has been disproven for decades, and yet it is still the fundamental tenant of modern HR practices. Starting with E. Deming in the 60s and backed by modern research, organisational systems and structure cause over 80% of inefficiency.

We work with organisations to design their systems and structures to integrate decades of research and take advantage of flow and utilisation efficiency.
  
    Do you need 1.1x, 2x or 10x innovation? Do you need to build the next innovative product or service, or do you want to cultivate innovation as an ongoing staple of your organisation? Are you okay with outsourcing innovation, or do you want to integrate innovation into the systems, practices and culture of your organisation?

Innovation is not a one-size-fits-all approach. We work with organisations to determine how to develop innovation engines for their unique context.TBD
  
    Change and disruption are constant. People don’t like change; it’s hard and often stressful. Leaders need to cultivate an environment in which their teams are resilient and thrive in the face of disruption. This requires creating stability in teams, career paths, and processes, rather than specific projects, products or services.

We work with leaders to build the requisite skills for working in a disruptive environment.
  
    Every organisation has an operating system. Many aren’t designed and are simply a patchwork of policies, habits and traditions built up over the years. Extraordinary organisations recognise that intentional operating system design creates highly effective organisational dynamics.

We help organisations understand their current operating system and how and where to make targeted investments to upgrade it.
  
    “Are we in the Cloud? Are we doing AI?” Organisations often feel obligated by their shareholders and executives to integrate DevOps, IoT, Robotics, AI/ML and Cloud, without truly comprehending the role these technologies may play within their organisational system.

We help organisations understand how to integrate these amazing technologies throughout their unique organisational system, rather than ‘bolting them on.’
What are your top priorities or questions?

We help leaders accelerate evolution that matters
