Professional Maturity Framework

In this model we bring the development phases that an organization goes through in its growth towards professional maturity, in conjunction with the named characteristics of professionalism.

The organization is developing in phases from an isolated "adhocracy" to an organization that is focused on realizing social value.

                                                                              <–The development of organizational maturity - >>>

The corresponding development of professionalism is primarily focused on personal professionalism in the first phases. In the later phases, the professionalism of the teams develops (collective professionalism) and the external connections that the professionals and the team actively maintain (connective professionalism) develop. It requires development of, for example, the capacity for internal and external cooperation, conducting interviews and organizing capacity.

Leadership must also develop along with this, from task-oriented management to being guided by social value.

In order to be able to visibly incorporate those characteristics, we 'tilt' the model. 

In this "framework" there is room for a diversity of relevant elements, you can also give other aspects of professionalism that are important to your organization a place in the scheme. Other 'development areas' can also be outlined in conjunction, for example: in order to enable the desired organizational development, leadership must also grow with it.

You can use the model to determine your position and indicate your ambition. The development steps are then visible.

    The model also makes visible what the previously mentioned obstacles are related to >>>>