Vega implements high-performing,
motivating, adaptive operating models.
"Factor is like brain augmentation. It's how we launch faster, with greater excellence, even when it's our most challenging launch yet. It's the place where strategy is happening and coming alive."
"Vega Factor's approach to culture change and motivation is the most effective and pragmatic model out there."
"Vega Factor has helped us dramatically improve our adaptive performance through their experimentation and skill building programs. And our tomo has gone through the roof."
The tomo operating model for organizations is built on the science of performance.
Vega coaches implement the tomo model system for organizations in ten steps:
Inspire change
To change a group of people transformationally, they need to see that a better future is possible.
One of the easiest ways to start the journey toward a legendary culture is to have all people leaders and executives read the worldwide bestseller, Primed to Perform, or share specific articles from our research.
Outcome: Most of the organization is open to learn more.
Build conviction
Vega’s expert coaches, including the authors of Primed to Perform, routinely conduct riveting keynote talks that result in a conviction to change. The sweet spot for these talks is 90 minutes, either remotely or in person.
Outcome: Most of the organization is excited to build a high-performing culture.
Align the executives
For many organizations, shifting to a high performing operating model is a transformational change. To succeed, executives need to clearly understand their leadership role.
To get there we conduct a three-hour executive-level diagnostic and alignment workshop to customize and launch the journey.
Outcome: We have a plan with real executive-level ownership.
Clarity of vision
To balance tactical and adaptive performance, the “boats” need to know which way to go. They need clear organization-wide vision and strategy.
However, many organizations mistake a fluffy vision statement and OKRs for the kind of clarity that allows teams to be adaptive.
Early in the journey, we test your North Star for clarity.
Outcome: The organization has a three-year strategy and a process to keep it transparent and updated.
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Structure & role design
The way an organization solves problems is heavily influenced by its structure. Yet, many companies don’t design their structures to maximize adaptability and overall performance.
Once you have clarity of vision, we test your organizational structure to see if best set up to achieve your goals.
Outcome: You begin aligning your organizational structure to your strategy.
Performance cadences
A high-performing culture does not drive performance by putting pressure on outcomes. This is why OKRs, task management, and bureaucratic business reviews are so ineffective.
Instead, a great organization focuses on continuously improving the five factors of performance, namely motivation, strategy, problem solving, process, and skill.
We implement a single org-wide approach to managing performance through better prioritization, cross-silo collaboration, coaching, teamwork, and inclusivity. All of this is optimized for hybrid work environments.
Outcome: High-velocity, low-bureaucracy cadences to manage performance sustainably.
Leadership habits
To create intensity without pressure, leaders have to maintain healthy habits on their teams. Yet the traditional tools companies use to build leaders, namely culture surveys and training, have failed to create this outcome.
We implement quarterly Health Checks for all leaders. Based on those Health Checks, we conduct “training” focused on the specific issues that their teams are facing at that moment in time.
Outcome: Leaders grow in their ability to lead sustainable performance without burning out themselves or their team.
Skill-based apprenticeship
Organizations that cannot close their skill gaps will underperform competitors who can. Yet many organizations rely only on e-learning and half-hearted training to close these gaps.
To build true mastery in skills, apprenticeship (i.e., on-the-job practice and coaching) is critical.
We implement the cadences, accountability mechanisms, and tools for apprenticeship to flourish.
Outcome: Your organization is on track to closing skill gaps and being a destination for talent.
Skill-based compensation
While this step is not for every organization, for most, we strongly recommend skill-based compensation.
Today’s compensation systems, fixated on levels, titles, and ratings, produce mercenaries, not missionaries. These systems not only lead to bias in pay, but also don’t properly reward your most talented people or encourage skill growth.
We help organizations implement the most optimal compensation system—skill-based compensation.
Outcome: Your organization has an unbiased, efficient, and motivating compensation system.
Sustainability coaching
Every system can succumb to entropy. It takes leadership energy to keep an organization high-performing over time.
To sustain the tomo operating model after implementation, we coach executives to grow their skills, and maintain and strengthen their performance cultures.
Outcome: Your executives strengthen their high-performing culture over time and feel more motivated for their own work.
