We need a comprehensive framework to guide our clients and members through organizational development. A fascinating model - that integrates multiple layers of change and growth - starts to emerge.

Three levels of change

At the core of this framework are three fundamental levels of learning and (deep) change: Mindset, skillset and toolset.

Consider the Agile methodology as an example. The four core principles of the Agile Manifesto represent a mindset, while Scrum's kata cards are tools. To truly embrace Agile or Scrum, professionals need the right tools, an appropriate mindset, and often a set of new skills. These three levels represent the depth at which change needs to occur.

The cognitive aspect sits at the top, the affective in the middle, and the often underestimated but crucial conative aspect forms the bottom row. These dimensions form the Y-axis of our model.

Seven organizational layers

Intersecting with these levels of change is a new seven-layer framework. When combined, they create a matrix—a landscape map with 21 distinct areas. These areas represent what we're calling the "21st Century Capacities." (Yes, there's a difference between competencies, capabilities, and capacities, but that's a topic for another day!

Matrix: 3 x 7 =21 capacities for the 21st Century Professional

This matrix gives us 21 capacities for the 21st century professional—a serendipitous alignment with our current era. Each of these 21 areas contains approximately 10 underlying tools, providing a rich resource for professional development.

To summarize:

- 3 levels of change

- 7 organizational layers

- 21 capacities

- 210 working models

OMG? A thousand learning goals

As exciting as this framework is, it also presents a challenge. With 210 working models, each requiring multiple learning goals, we're looking at over a thousand Rubric learning goals to develop. It's a daunting task, but one that promises to provide a comprehensive roadmap for professional development in the 21st century.

In conclusion, this multifaceted framework offers a powerful structure for understanding and implementing change at both individual and organizational levels. By addressing mindset, skillset, and toolset across seven organizational layers, it provides a holistic approach to professional growth and adaptation in our ever-changing world. I will work on this a bit more but we are getting somewhere!

How might we... validate the 21 ready framework? Doing the entire process in the reverse order. Take every piece of info, slide, model, insight and place it in one of the 21 boxes. If the model is right (enough) we should have a good balance and not too much category 'other'.