AVOID #7 - Realistic managers unknowingly overcharge

'Assuming that our transformation survey had only these two questions, an employee would score level 1 when having seen/attended a presentation. The employee would score level 2 if they had some ideas on how to use the strategy and told that to their manager and would score level 3 if these ideas had also been discussed in the team.’

          ‘Ah! The maturity model keeps the fundamentals/the content

           of the transformation in a logical order, but based on the

           performance, ambition, and alignment in the team, upper

           management can accelerate or slow down the rate of change.

           Nice. And I don’t see any problem.’ he smiled.

‘Unfortunately, there is. The vast majority of maturity models have five levels, and approximately 70% of managers choose – very realistically – level 3 as the target for the next six months. Not too much, not too little. The problem is: more than 80% of employees do not pass level 1.’

          ‘I get it. People like Stan have a maturity model to filter for

           themselves what needs to be done and in what sequence.

           And then set a ‘realistic’ target. But Danielle mentioned their

           employee surveys never measured a maturity level. Consequently,

           people like Stan never get a ‘reality check’ of their target. They

think they are realistic while, in reality, they aren’t. Geez!'