This is a special post about SuperScript’s value proposition. Feel free to challenge me and ask questions (either below or via email to michael@superscript.us).
SuperScript adds value for workers and organizations.
Value add for workers
For workers, the main benefit is from great teamwork, secure and insightful profiles, and an engaging community. Great teamwork is about collaborating with inspiring people on exhilarating projects. It is about bringing the whole self to work and about adding tangible value. Profile management enables workers to understand and close gaps to preferred roles, empowers them to be in charge and crave their own path and allows for a safe and portable skill profile that is not tied to an organization. A relevant feed and community elements support workers by improving transparency and sharing best practices and experiences and mentoring models.
Value add for organizations
For organizations, SuperScript is adding value by helping organizations to improve team assembly, team assessment, and team logistics. The value-add is coming from superior solutions to challenging problems, from empowered transformation and increased worker engagement. Problems get solved by a team that is always up to the job and staffed with team members that are available and motivated. The approach will result in a significantly higher number of projects that close on time within scope and budget. It is estimated that the introduction of SuperScript results in a steady-state project success rate of 70% (up from 30%).
Lifting the project success rate from 30% to 70% with an ROI of 5% and 25% for failed and successful projects, respectively, results in an expected ROI that increases from 11% to 19% after the introduction of SuperScript.
SuperScript allows organizations to continuously learn and hence gain a competitive advantage through more creative and innovative solutions to their challenging problems. Organizations understand their workforce’s aggregate skills and gaps towards the desired state. As part of a fluid resource allocation, organizations can move the right talent to high-priority projects and nudge workers with adjacent skills to right-skill towards ‘in-demand’ roles. Thereby those organizations solve the logistics problem of human labor and dynamically deploy talent to where value is. They carry less excess capacity at any time and also actively manage the ‘organizational slack’ to be more resistant (or antifragile, even) to exogenous shocks. The approach promoted by SuperScript empowers an organizational transformation that emerges from the bottom up and, therefore, a change that is widely shared, understood, and thus more sustainable. Engagement is created through better and more inclusive use and development of in-house talent and higher employee satisfaction.
In addition to using SuperScript to form optimal project teams from scratch, the technology can also be applied to make transparent and assess skills mixtures at the organizational, departmental, and team level. At the lowest level, it can provide insights about how well an existing team, such as a management team or a board, is constructed in terms of hard and soft skills.
SuperScript adds four distinct innovative elements to the digital workplace environment:
A tool supports the generation of an organization-wide project portfolio that adds the most value and is realistically implementable,
a smart algorithm assists and guides the setup of these projects and determines the optimal mix of required skills,
an optimization engine then finds, subject to constraints, the right workers to meet the necessary skills, and
a unique mechanism design ensures that the resource allocation (talent deployment) is dynamic, that a project adapts to context, and that workers remain motivated.
SuperScript adds value to organizations by tapping efficiently into their existing pool of knowledge workers, the organization’s so-called human cloud. The universe of potential team members is significantly increased, the relevant skill level within the project is higher, and it is (dynamically) adapted during the project lifecycle, team members are motivated as they have 'skin in the game', the team chemistry is better, and for that matter, cognitive diversity is higher. As part of an emergent property, the result is more creativity and innovation, better solutions to challenging problems, and competitive advantage. The organization has a system to learn automatically from previously completed projects across the organization and, via pattern recognition, also from other organizations that are using SuperScript. Learning happens ‘by design’ and, considering the compounding power of tiny gains, small learning steps result in an emergent competitive advantage. E.g., if an organization improves 100 times per year by just 1%, this organization’s value will have grown by a factor of 1.7!
As a positive byproduct of the application of SuperScript within an organization, in-house talent and skills are (and feel) much better utilized, the worker’s engagement level increases, and the collaborative and creative muscles of the organization get continuously trained and grown. Also, one would expect the visible benefits to result in a bottom-up mindset change as workers now directly see and feel the value for themselves of navigating in the more agile and more dynamic organizational structure.