The Competing Change Framework

Portrait as a part of performance measurements are used as the basis for diagnosing and managing organizational change based on the Competing Change Framework.
This framework is extremely useful in helping to organize and interpret a wide variety of organizational phenomena. This framework is useful as a guide for enhancing organizational effectiveness as well as managing organizational change.

Why having a framework is so important?

Our intent is to illustrate how comprehensive the framework can be in organizing and highlighting the congruence of various aspects of managerial & organizational phenomena by using POSe-pin (People Organization System e-portrait instrument). In completing the instrument, we normally use statistical tests for assessing significant differences sets of numbers. But the most effective way to interpret numbers is to plot them, draw pictures with them, chart them, or graph them. The pictures give people a better sense of what numbers mean than a statistical test or sophisticated mathematical technique. It is possible to see more relationships, do more comparisons, and identify more interesting patterns by analyzing images and representations than by simply looking at the results numerical analysis. Therefore, we encourage you to construct a picture of your people, system and organizational roles data that may not be obvious without the pictures. The power of this framework from our point of view lies in its ability to bring people together to lead organizations toward extraordinary success or sustain business success.

Benefits:
Unsuccessful organizations often launch their new change programs without considering the three points below:
· the need to reach consensus on which actions should be started, which should be stopped, and which should be continued in order for the organizational change process to begin;
· the need to develop a consensual view of the current culture; and
· the need to reach consensus of what change means and doesn’t mean.

We do not claim that our framework represents the one best or the one right way to diagnose and change organizational performance. But we do advocate this approach as a critically important strategy in the organization’s repertoire for managing organizational change, enhancing organizational effectiveness and improving performance.
Our approach to diagnosing and facilitating organizational effectiveness change based on the Competing Change Framework offers the advantage of being:
· Practical
· Timely
· Involving
· Quantitative & Qualitative
· Manageable
· Valid

The advantage of constructing or mapping people, system and organizational roles profile by using POSe-pin (People Organization System e-portrait instrument) is to diagnose and facilitate organizational effectiveness change easily. The importance of diagnosing and facilitating organizational effectiveness change are aimed to easily adapt to the challenge of business environment change and improvement of organizational effectiveness and performance.

Services:
We provide diagnosing, training and consulting services for:
1. People:
- The Personal Management Skills Profile
- Personal/Individual Behavior Profile
- Job Position Style Profile
- Job Position Profile
- Employee Satisfaction Profile
- Performance Dimensions Profile
- Strategic HR Roles Profile
2. System
- Customer Satisfaction Profile
- Leadership System Profile
- Functional System Profile
- Procurement System Profile
- Strategic IT Roles Profile
3. Organization
- Organizational Roles Profile
- Organizational Performance Excellence Profile
4. Culture
- Organizational Culture Profile
- Other Behavioral Profile