Common Purpose
Create a shared understanding and acceptance of how IT-enabled change programmes contribute to the realization of business value in support of the organization‘s mission and vision.
Improvement Planning
Practices-Outcomes-Metrics (POM)
Representative POMs are described for Common Purpose at each level of maturity.
- 2Basic
- Practice
- Publish/distribute the mission/mandate, values, vision, and principles relating to business value.
- Outcomes
- Most individuals are aware of the mission/mandate, values, vision, and principles relating to business value.
- However, they may have little or no understanding of their relevance to their own role, because senior management does not communicate effectively with them on these matters.
- Metric
- % of senior executives and managers who can articulate a common business value understanding clearly — e.g., to their staff or colleagues.
- Practice
- Define a strategic level portfolio of IT-enabled change investments.
- Outcomes
- Executive management have awareness of major IT-enabled change programmes, with emerging understanding of their full scope and of the interdependencies between them.
- Individual project teams have increased understanding of the local relevance and value of projects, but have limited understanding of their relevance in the broader organizational context.
- Metric
- % of senior executives and managers who can clearly articulate the relevance of change programmes to the organization's overall mission and goals.
- Practice
- Define mission, values, vision, and project priorities in the IT organizational context.
- Outcome
- Although aware of the existence of formal mission/vision/principles statements, individuals are focused mainly on local priorities with little or no awareness of their role in supporting and contributing to the mission/mandate, values, vision, and principles of the wider organization.
- Metric
- Existence of formal mission/vision/principles statements.
- 3Intermediate
- Practice
- Engage with senior and middle management in communicating and discussing the rationale and implications of the mission/mandate and values as they apply to individual roles, responsibilities, and behaviours.
- Outcome
- There is increased understanding of the relevance of the mission/mandate, values, vision, and principles to individual and team behaviour.
- Metric
- % of senior executives and managers who can articulate a common business value understanding clearly — e.g., to their staff or colleagues.
- Practice
- Ensure IT and business leaders use a common business value language to express their understanding of the overall mission and values to their teams.
- Outcome
- There is increased understanding at the team and individual levels of their roles in ensuring that change programmes support and contribute to the mission/mandate, values, vision, and principles.
- Metric
- % of staff who share a common understanding of business value and can relate that to their own projects and roles.
- 4Advanced
- Practice
- Engage continually with all stakeholders to confirm and institutionalize understanding and acceptance of roles and responsibilities so that investment decisions are made in the context of the ‘common purpose’.
- Outcome
- There is broad understanding and growing commitment to a ‘common purpose’ within both IT and the rest of the business.
- Metric
- % of employees who are involved in IT-enabled change.
- Practice
- Promote and reinforce the ‘working together as one‘ ethos (the ‘common’ feeling, the shared experience of the team).
- Outcome
- There is increased understanding of and commitment to the investments in IT-enabled change aligned with the ‘common purpose’.
- Metric
- % of staff who share a common understanding of business value and can relate that to their own projects and roles.
- Practice
- Engage regularly with all staff at all levels in relation to their roles in implementing IT-enabled change.
- Outcome
- There is broad understanding at team and individual levels of their roles in ensuring that change programmes support and contribute to the mission/mandate, values, vision, and principles.
- Metric
- % of staff who express personal commitment to the common business value agenda and its programmes.
- 5Optimized
- Practice
- Monitor, review, improve, and evolve the organization's value statement and mission.
- Outcome
- There is on-going organizational and individual improvement and evolution in contributing to the ‘common purpose’.
- Metric
- % Year on year improvement in the alignment with and contribution of investments in IT-enabled change to business value.
- Practice
- Monitor, review, improve, and communicate the performance of the change portfolio.
- Outcome
- Business and IT staff at all levels clearly understand the relevance and priority of each programme in the portfolio and are personally committed to making them a success.
- Metrics
- % Year on year programmes reprioritized in the portfolio.
- YoY speed at which portfolio changes are mobilized by management and staff.
- Practice
- Recognize, reward, and celebrate contributions to business value by IT-enabled change.
- Outcome
- Individuals at all levels feel recognized and rewarded regarding their role in implementing IT-enabled change, and have an ongoing commitment to the priorities of the overall organization and individual change programmes.
- Metric
- % of investments with reward and recognition plans included.