Action fields

Chapter 3 - Experiential Growth Method®

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Welcome to the Experiential Growth Method® action fields page

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What are action fields?

Let's start with an analogy. If we want to understand a person's behaviour, for example, walking, we need knowledge of what are the elements of that behaviour: in this case, body, feet, eyes, looking, ears, hearing, etc. Of course, none of these parts explains the person's behaviour in total, but the behaviour can seldom do without these parts.

In your economic business reality, the relations between all internal and external stakeholders to your enterprise create 'nodes', intersections of relations (constituting the parts) by connecting their interests, values, and goals. Your interests, for example, can relate to the goals of your customers and at the samen time the values of your employees. Therefore, we can distinguish at least 3x3x3=27 relational entities (we call them action fields) starting from this concept.

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Thinking about the concept

A visual thesaurus search is always an excellent starting point to discuss a concept definition:

ACTION
https://www.freethesaurus.com/action

RELATION
https://www.freethesaurus.com/relation

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Your challenge

The wrong approach would, of course, be to remove the action fields from the whole and treat them as such.

As said, they are no more than intersections of relational dimensions.

You can observe them, highlight them, and maybe even improve them. But the challenge is to always put them back in the whole of your enterprise.

Every action field is an in-between at least two other domains. For example, operational management sits in-between HR management and process management. So the question arises if OM facilitates or blocks the relationship between hr and processes. At the same time, OM is the area in the enterprise where steering converts into commercial action.

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Deep dive into 3 focus levels (horizontal thinking & doing)

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Hereafter is the overview of the 27 action fields defined in the Experiential Growth Method®.

• Fields with Cf are part of the Corporate futuring framework.
• Fields with Of are part of the Organisational futuring framework.
• Fields with Lif are part of the Leading into the future framework.

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Outer focus: action fields

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The 9 fields that make up the OUTER FOCUS

1. ------- Cf - Operational Strategy
2. -- Of ------ Human capital
3. ------- Cf - Business model
4. -- Of ------ Requisite organisation
5. Lif --------- Agility
6. -- Of ------ Compliance management
7. ------- Cf - Financial management
8. -- Of ------ Activa- & enablers management
9. ------- Cf - Commercial management

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Other focus: action fields

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The 9 fields that make up the OTHER FOCUS

1. ------- Cf - Ethical decision making
2. -- Of ------ Talent development
3. ------- Cf - Organisational structure
4. -- Of ------ Learning organisation
5. Lif -------- Value development
6. -- Of ------ HR management
7. ------- Cf - Performance
8. -- Of ------ Process management
9. ------- Cf - Operational management

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Inner focus: action fields

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The 9 fields that make up the INNER FOCUS

1. ------- Cf - Long term thinking
2. -- Of ------ Motivation
3. ------- Cf - Appreciation
4. -- Of ------ Collaboration
5. Lif -------- Leading
6. -- Of ------ Governance
7. ------- Cf - Supporting
8. -- Of ------ Managing
9. ------- Cf - Steering

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Deep dive into 3 future driven parts (vertical, aka, strategic thinking & doing)

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Corporate futuring framework: action fields

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The Experiential Growth Method® supports Corporate futuring through these action fields:

• Strategic thinking & doing
  • Operational Strategy (strategic doing)
  • Ethical decision making
  • Long term thinking
• Operational thinking & doing
  • Business model
  • Organisational structure
  • Appreciation
• Financial thinking & doing
  • Financial management
  • Performance
  • Supporting
• Commercial thinking & doing
  • Commercial management
  • Operational management
  • Steering

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Organisational futuring framework: action fields

The Experiential Growth Method® supports Organisational futuring through these action fields:

• Talent management
  • Human capital
  • Talent development
  • Motivation
• Organisation building
  • Requisite organisation
  • Learning organisation
  • Collaboration
• Compliance
  • Compliance management
  • HR management
  • Governance

• Business (Process) management
  • Activa- & enablers management
  • Process management
  • Managing

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Leading into the future framework: action fields

The Experiential Growth Method® supports Leading into the future through these action fields:

• Outer focus
  • Agility
• Other focus
  • Value development
• Inner focus
  • Leading

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