Misuse of Maturity Institute Standards
Notice to firms and individuals who copy, imitate or use MI Standards without approval
Since its inception in 2012, the Maturity Institute (MI) has helped to develop frameworks, methodologies and standards that define, measure and analyse Organisational Maturity.
Organisational Maturity and its analysis is wholly evidence-based and follows the scientific method. Organisational Maturity and its embedded design elements (e.g. HR Maturity or Learning Maturity) are explicitly linked to the health of any organisation. Organisational health is defined and quantitatively measured as mutually beneficial value created for all the organisation’s stakeholders; what MI identifies as Total Stakeholder Value (TSV).
Higher levels of Organisational Maturity are causally connected to higher TSV. This linkage is the central tenet of Organisational (HR/Learning) Maturity.
Organisational Maturity comprises a measurable set of leadership and management systems (and practices). Designed and implemented effectively, mature systems create a mutually inclusive, whole system, value paradigm where every societal stakeholder can benefit from corporate activity.
Organisational Maturity examines the critical human drivers within such systems and practices; drivers that are causally connected with the generation of material value and risk. It is built upon the foundation of MI’s unique Ten-Pillars, our core values and principles. Organisational Maturity now has 32 interrelated factors that include items such as corporate purpose, strategic cohesion, human governance, trust, collaboration, decision-making, learning, innovation, and performance management.
MI Standards define organisational health
Higher levels of Organisational Maturity are research tested and associated with improved financial, human and environmental outcomes. For example, the University of Cambridge Judge Business School (2019) stated in a preliminary summary of MI data:
“A company can maximise profits and create wealth for shareholders mainly by establishing a mature institution that enhances wellbeing for all legitimate stakeholders as well as create positive externalities to the environment and wider society”
MI Standards have been developed from the original work of several of its founders. Specifically, this includes “HR Maturity” and “Learning Maturity” frameworks and scales created and published under copyright by Paul Kearns (see https://www.youtube.com/watch?v=CP-m47N6t-M).
MI’s current set of recognised Standards include:
Executive Remuneration: CEO Valuation and Pay
Learning Impact: Learning Impact Standard
Organizational Maturity Index diagnostic and measurement: OMINDEX®
People Risk: Human Governance Risk Grid
Performance Management Systems (as part of a Value Management System)
MI has developed a network of professional practitioners who are approved to use MI Standards. It is a multi-disciplinary group and members have to be fully trained Organisational Maturity and OMINDEX® practitioners, or on a development pathway, working in partnership with the MI. There are several ways to become a member, as follows:
- Qualifying as a trained OMINDEX® Analyst through one of our foundation programmes (see for example, our training for company leaders and managers).
- Direct application, after studying the Maturity Institute’s core text ‘The Mature Corporation – A Model of Responsible Capitalism’, and having demonstrated understanding of both the requirements of OMINDEX® and the working standards of the Maturity Institute.
- By recommendation or invitation from existing members, having already satisfied the criterion in (2) above.
The aim of MI is to help develop and evolve the use of MI Standards and OMINDEX® in professional practice settings. It sets out to help build a mature ecosystem of trained, professional ‘clinicians’ who are growing a new market for responsible business, investment and regulation underpinned by a purpose rooted in improving Total Stakeholder Value.
Copy, imitation or use of MI Standards without approval
While MI encourages third parties to engage with us and our work, unauthorised copies and imitations have the potential to undermine and debase the MI standards upon which they are based.
We are aware that there are individuals and firms that have developed their own frameworks to which they have attached labels using MI’s own, proprietary terminology; such as HR Maturity, Learning Maturity and Organisational Maturity , without prior MI input or approval. Their work is being delivered independently of MI-trained practitioners and any client relying on their assessments should be aware that these frameworks are not likely to accord with, nor satisfy, MI’s professional Standards.
Furthermore, we have notified relevant firms and individuals that intellectual property and copyright breaches may have occurred and the owners of IP and copyright have been informed accordingly.