Outcome Driven Organizations (ODO) Introduction

May 6, 2014 in Uncategorized by
Outcome Driven Organizations (ODO) Introduction

A 3-Part Introduction to the Outcome Driven Organizational (ODO) Model

Over the next few weeks we’ll publish a short 3-part series of introductory blogs on what we have come to call the Outcome Driven Organizational (ODO) model.  The model describes a new approach to how we can think about helping organizations improve their performance and overall value potential.

In the coming months we will post more details as we delve deeper into the model and share our experiences.

1) The Transformation

Structured in a short story format, in the first post we set the stage and look more closely at the approaches we and others have taken in introducing Agile process and practices to organizations.

We tell the story of an all-too-typical Agile Transformation initiative, with the usual protagonists, the highs and lows, the promises and convictions, but ultimately of a result that might satisfy some but somehow falls short of what we believed to be possible, if not in fact probable.

NB. This post is based on a true story, or rather, drawn from a number of consulting experiences, with only the names changed to protect anonymity.

2) The Naked History of the Agile Transformation Industry

In the second part we take a moment to review our collective report card and ask how we’ve done.

There’s no doubt we’ve collectively had some success – in relative terms – but somewhere in this worthy endeavor our aspirations for lasting improvement across the technology industry were quietly lowered.  We’ve not given up, of course, and continue to add to our very impressive body of knowledge, but, that said, it behooves us to ask if we can expect very different results in the future if we insist on tilling the same essential soil.

Our interest in improvement goes beyond the Agile community but it’s where we’ve forged our careers in the last 15+ years, and as such it informs our experience and colors our perspective – not completely, but enough that we feel we should put this early work in context.

3) The Case for Outcome Driven Organizations (ODO)

ODO.pngAnd in the third part we present a high level overview of the ODO model and explain how an outcome based improvement method must focus not only on performance but also on the capabilities that will allow it to remain resilient.

In fact, it is this very resiliency that underpins everything we do and has been a missing piece of the puzzle in our pursuit of improved performance.

Add to this we describe an approach to managing change that allows us to take a risk-centric view of how to realize outcomes in a complex environment.

I hope you’re intrigued to hear more about our ideas and the work we’re doing to try and move the conversation forward within the emerging community.

The 3-posts will be published over the course of the next few weeks – comments and feedback, of course, are welcomed.

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