Let us look at the concept of maturity as used for human beings. We often refer to a friend or a colleague as “mature” or “immature”. So what does mature mean in the context of a human being?
Or what would be expected of a mature person as against an immature person?
In training programs when I have asked the participants this question, here is a typical set of terms they use to distinguish a mature person from an immature person (many of the terms may overlap in their meaning, and you may come up with a slightly different list).
|Mature Person||Immature Person|
|Meets commitments||May not meet commitment|
|Responds (after thinking)||Reacts (without thinking)|
|Uses available data for decision making||Ignores any data available|
|Learns from others||Refuses to learn from others (“I am different”)|
|Learns from own past mistakes/ successes||Refuses to learn from the past|
|Plans and reassess plans||Does not plan|
|Firm (but not rude)||Fickle (and sometimes rude)|
|Knows how to say “NO” gracefully||Can’t say “NO” gracefully|
|Prepared for risks||Totally unprepared|
Well, conceptually I don’t see too much difference between the maturity of an individual and that of an organization, in terms of these characteristics. And just like we personally like to deal with persons who have the “mature” characteristics, customers, suppliers, and employees would like to deal with mature organizations.
Another concept is that a person may be very mature in one aspect of his/ her life (like mature as a professional engineer) and may be relatively immature in another aspect (like managing his/ her personal finances). Similarly, an organization that is mature in its delivery processes may be relatively immature in its sales/ marketing processes.
Some people become more mature as they age, some get stuck, and a few regress – just like organizations. Some become mature with the passage of time, some take help of mentors and coaches, and others become mature through self-study and practice. As they learn new things, they time to internalize these new habits (and institutionalize them), before taking up further new things to master. The same applies to organizations too.
CMMI® models can be used by organizations to assess their maturity (in some aspects of their organization – project delivery, or service delivery, or vendor management, or people management), and to increase their maturity in a planned manner, by incrementally institutionalizing certain practices before embarking on new ones.
Incidentally, there may be a market for a personal maturity model :-). Or perhaps that space is already occupied with personality development gurus and life coaches!
For those who prefer presentations, you can find the same matter on a slideshare presentation:
In case the presentation does not load, use the link http://www.slideshare.net/AlignMentor/cmmi-maturityconcept
Other presentations covering CMMI®., People CMMI, Balanced Scorecard, Strategy Maps and Competency Frameworks on AlignMentor are available here.
Please feel free to share your views, experiences or queries, using the “comments” feature available at the top of this article/ post.
Also, let me know what kind of other slide sets you would like to see in this blog (related to the services model ).
Nothing Official About It! – The views presented above are in no manner reflective of the official views of any organization, community, group, institute, or association.
You may also be interested in the following posts uploaded on the same blog:
- Institutionalization in CMMI® and People CMM®: Converting a practice to a habit
- CMMI® – Constellations, Representations and some food for thought
- Multi-Model CMMI® Appraisals – Factors to Consider
- Extreme Process Tailoring and Mapping – How much is reasonable? (Story of a Pizzeria)
- CMMI® -SVC Explored – Process Area Overview — Presentation