Evolving the Organization
Evolving the organization is the practice that protects intent integrity in future change, by turning the lessons of one change into updates to the practices and governance through which the organization decides, delivers, validates, and learns.
What does evolving the organization mean?
Its effect is not on the change just completed but on the initiatives that follow. Evolution is the stage that belongs to the organization rather than to the initiative, and it is where intent integrity compounds across changes.
Wasted Learning
Wasted learning is the characteristic vulnerability of the evolution stage: experience that produces evidence the organization never converts into changes to how it works.
The initiative ends, the evidence exists, and later initiatives begin from no better conditions than the last.
Not a failure to record. Documented lessons that change nothing are still wasted learning.
What it is not
Not a lessons-learned document or a retrospective record. Evolution is the change to how the organization works, not the capture of what it noticed.
Where it sits
Primary effect: raises intent integrity in future change.
Related concepts
- Evolution (stage): Evolving the organization is the practice of the evolution stage, protecting against wasted learning.
- Wasted Learning: Evolving the organization is the practice of the evolution stage, protecting against wasted learning.
- Outcome Validation: It requires validated outcomes to have something to learn from, and it raises the starting conditions for every later initiative.
Referenced by
Cite this page
Lars. “Evolving the Organization.” Intent Integrity. https://www.intent-integrity.com/evolving-the-organization. n.d.
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