The ACC is a derivative of my doctoral thesis in the field of „Culture Transformation to increase agility“ and refers to my Framework of Agile Culture (see below).
The ACC provides important insights on where to look more closely in order to increase the agility of organizations. Like all quantitative self-assessments, the results serve as a first orientation and need to be validated subsequently (e.g. interviews, group discussions, prototyping).
As regularly outlined in my blog, we must focus on creating impact and solving problems. In this context, the ACC represents a first, low-threshold measure to identify cultural aspects that are most likely to be an obstacle to agile transformations.
The survey is completely anonymous and confidential. There is no analysis of individual answers. Please fill in the questionnaire openly and honestly so that the data quality is preserved and we can all learn from it.
The ACC is a easy tool to start the conversation about agility in your organization. There are several possibilities of how you can use it to make your organization more agile:
Example A: Team workshops
Teams answer the ACC in order to start a discussion of how agile culture can be increased. Thereby, I outlined earlier of how such a workshop could look like.
Example B: Organizational interventions
The ACC is spread accross the organization to understand where pain points are. Those first impressions are then researched in more details with interviews and other observations. Based on the data gathered Top Management decides where measures should be considered.
Example C: Agile culture transformation
Top Management decides in which cell of the organization an agile culture is especially crucial. It then uses the ACC as a target state to conduct an agile culture transformation. I outlined this approach in an earlier article.