ALIIVE MODEL

In every challenge, in every job, processes and tools are essential to achieve the desired goals.

Imagine a bricklayer who has to do his job without a level.
Imagine a photographer without photo editing softwares.
Imagine a startupper without a Business Model Canvas.

They will still be able to complete their tasks, but not as easily.

Now think about a business organization.
The biggest challenge of Change Management is to make change actions measurable, continuous and replicable.
The ALIIVE model represents the ideal framework to achieve this result.
It’s just a tool. But why not have this beneficial system?

An operational framework whose acronym represents the phases of the Culture Hacking process:

  • ASSESSMENT;
  • LOCALIZATION;
  • INCLUSION;
  • INNOVATION;
  • VERSATILITY;
  • EXTENT.

Created in order to give a practical outline to suggestions and to innovate with awareness.

The innovator’s tool.

Crucial phase during which the objectives to be achieved through the evolution of the corporate culture are defined, starting from the understanding of the status quo.

Identification phase to spot the “change agents”, or Changers, through the definition of an adherence index based on the measurement of each personality trait and their centrality in human business relations.

Creativity phase aimed at defining a series of expedients (“soft” and “hard hacks”) that will be performed and disseminated by the Changers in a perspective of rapid prototyping of culture.

Research phase of open innovation and / or corporate entrepreneurship programs. In this phase the Changers get involved together with the rest of the company population that scored a high percentage of satisfaction in the Inclusion phase.

Survey phase to get feedback on the new skills acquired. This phase measures the gap between the target corporate culture and the corporate culture achieved, re-using the Assessment and Localization tools.

Analysis phase of all data obtained and extension of the “change hacks” to other population cohorts.
Tip: always involve someone from outside the organization.

Crucial phase during which the objectives to be achieved through the evolution of the corporate culture are defined, starting from the understanding of the status quo.

Identification phase to spot the “change agents”, or Changers, through the definition of an adherence index based on the measurement of each personality trait and their centrality in human business relations.

Creativity phase aimed at defining a series of expedients (“soft” and “hard hacks”) that will be performed and disseminated by the Changers in a perspective of rapid prototyping of culture.

Research phase of open innovation and / or corporate entrepreneurship programs. In this phase the Changers get involved together with the rest of the company population that scored a high percentage of satisfaction in the Inclusion phase.

Survey phase to get feedback on the new skills acquired. This phase measures the gap between the target corporate culture and the corporate culture achieved, re-using the Assessment and Localization tools.

Analysis phase of all data obtained and extension of the “change hacks” to other population cohorts.
Tip: always involve someone from outside the organization.

Download the Innovation Framework.

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