A hybrid organization is not a stable state; it is a system in constant evolution. As the DORG acquires new skills, consolidates existing ones, and builds an operational history, human roles transform, supervision levels recalibrate, and the entire organizational structure adjusts. Without an evolution model, this process happens reactively\u2014often lagging behind real changes. <\/p>\n\n
This competency provides the framework to anticipate and govern<\/strong> the evolution of the hybrid organization over time. It includes building organizational maturity scenarios, defining milestones and development indicators, and establishing criteria for deciding when to expand the DORG’s autonomy, reduce active supervision, or redesign surrounding human roles. The goal is to transform evolution from an implicit process into a managed one, with clear responsibilities and documentation of choices over time. <\/p>\n\n Main content: maturity models for hybrid organizations, development scenarios and progress indicators, criteria for progressive supervision recalibration, phase transition management, and documentation and governance of organizational evolution.<\/p>\n\n <\/p>\n","protected":false},"featured_media":1962,"template":"","meta":{"_acf_changed":false,"_yoast_wpseo_focuskw":"","_yoast_wpseo_title":"","_yoast_wpseo_metadesc":"","_yoast_wpseo_canonical":""},"global-service":[83],"class_list":["post-1960","competency","type-competency","status-publish","has-post-thumbnail","hentry","global-service-dorg-cognitive-competency"],"acf":[],"yoast_head":"\n