These frameworks represent distilled learning from two decades of transformation work—including leading organizational change at the State Department and helping federal agencies navigate AI adoption. They’re designed to be practical: tools you can apply immediately, not just concepts to understand.

Three-Dimensional Transformation Diagnostic

Before any technology initiative, assess readiness across three dimensions:

1. Technical Readiness

Can your infrastructure support the new technology? This goes beyond “do we have the servers” to questions like: Is your data accessible and well-organized? Do you have integration paths for new tools? What security and compliance constraints apply?

2. Cultural Preparedness

Will your people embrace or resist the change? Key indicators include: History with past technology initiatives, leadership commitment and visibility, psychological safety for trying new approaches, appetite for experimentation vs. demand for certainty.

3. Process Maturity

Are your workflows ready for transformation? Assess: Are current processes documented? Where are the bottlenecks? How much variation exists across teams? Who owns process improvement?

How to use: Rate each dimension 1-5. Significant gaps between dimensions predict implementation challenges. Address the weakest dimension first, or plan for a longer timeline.

CPR Framework: Communication, Planning, Resources

When transformation stalls, the problem usually lives in one of three areas:

Communication

Do people understand what’s changing and why? Is the vision clear? Do teams know what success looks like? Are leaders modeling the new behaviors?

Planning

Is the path forward defined and realistic? Are milestones clear? Have dependencies been identified? Is the sequence logical?

Resources

Do teams have what they need? Is there adequate budget and staffing? Do people have protected time? Are the right skills available?

How to use: When initiatives stall, walk through each category. Most problems cluster in one area. Match the intervention to the actual problem.

AI Adoption Spectrum

Not all AI adoption is the same. This framework helps organizations position their efforts:

Level 1: Individual Augmentation — AI as personal productivity tool. Minimal organizational change required.

Level 2: Team Integration — AI embedded in team workflows. Teams share prompts and develop collective practices.

Level 3: Process Transformation — AI fundamentally changes how work gets done. Workflows redesigned around human-AI collaboration.

Level 4: Organizational Learning — AI becomes how the organization learns and adapts. Requires deep cultural change and new governance.

How to use: Identify where your organization currently operates and where you need to be. Each level requires different investments. Trying to jump levels usually fails.

Transformation Stakeholder Map

Not everyone needs to be convinced at once. This framework helps sequence stakeholder engagement:

Champions (Engage First) — People who already support the change. Find them, resource them, amplify their success.

Pragmatists (Engage Second) — People who want evidence before committing. Give them data, not vision.

Skeptics (Engage Third) — People with legitimate concerns. Often have valuable insights about risks.

Resisters (Engage Last) — People opposed regardless of evidence. Don’t spend early energy here.

Additional Resources

• Writing — Essays applying these frameworks
• Consulting — Working together on transformation challenges
• At the Crossroads of Tradition and Innovation with AI — Applying these concepts at State