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Human Dynamics approach and People behaviour

The journey starts with alignment & communication to orient & inspire progression in the people represented at each hierarchical level in the organization. The first intervention is using Leadership activities to help them continuously evolve their own Plan-Do-Check-Act cycle. This requires touching upon all four CDVC-HD dimensions.  The Teams are coached through various adoption and anchoring activities that are in line with the progression plan and are directly correlated to the maturity level as per CDVC Model. 

Specific Human Dynamics techniques are used at Individual level such as performance behaviour, engagement monitoring, and adoption management, all of which are deployed for the progression of the functional capability of each HD entity in the maturity level.  Finally, and most importantly, anchoring of a complete Organization Culture change at organizational level, that leads to better E2E connection and collaboration. The change in the company’s culture is also imperative for better real-time synchronization.


How People Behave at Various Levels of the CDVC Model


It is an experiential learning to measure the behaviour of people belonging to organizations at different maturity levels, when they are touched upon by the CDVC-HD Dimensions. It is essential to remember that the CDVC-HD Entities, as discussed in previous section, are always in the foreground, ready to be impacted. Supporting the four CDVC-HD dimensions, are the 3 specific HD Boost Conditions that are essential for progression of people from current CDVC maturity level to the next CDVC maturity level.


The underlying concepts of human dynamics has helped us to define typical human behavior at each maturity level, which is summarized as below:

People at Level - 1 – Interactions are only on an internal level, within their silos and carrying a short-term perspective. Their focus remains on individual activities, and hence the norm is for decisions to be unplanned and not end to end. Their ability is mostly to be reactive.

People at Level - 2 – A longer-term vision is developed, and one can notice a perceptible decision-making ability, but people are still reactive in nature as they continue to think in silos, although an effort has been made to bring down the silo walls through effective internal collaborations, as the interdependence becomes visible within the teams and people. Traces of digital automation are found in processes, which positively impacts people behaviour. 

People at Level - 3 - They have a clear alignment to the organization's business strategy as they are committed to building trust and commitment with all stakeholders in the value chain. As the walls come down, teams and people are coherently connected and responsive to situations. Agility is visible in people’s behaviour and end-to-end internal collaborations are evident. 

People at Level – 4 – At the E2E integrated maturity level, people are ready to make the ultimate push towards progression excellence.  With a synchronized futuristic scope and vision, their behaviour displays pro-activeness and intelligible decision making. A high level of digitization also helps people to have integrated external E2E collaborations and a synchronized way of working. 

People at Level - 5 – Standing at the highest level in the concurrent progression, people exhibit a holistic and futuristic vision to continuously create crowd-sourced innovations. They believe in working in tandem with the group, bringing out the best synergies within people. The collaborative efforts are seamless and visible across the eco-system, as people rely on high velocity decision making. Overall, the people themselves are designed to work in an integrally real-time and network driven digitized environment.