IMG HL

As a passionate change agent, I’m always keen on how to bring happiness and high efficiency to workplaces. Recently, I was browsing the web and I found an article discussing the Google heart framework.

SO What is the Google Heart Framework?

The HEART framework is a set of user-centered metrics. It was developed to evaluate the quality of the user experience, and help teams measure the impact of UX changes.

The framework is a kind of UX metrics scorecard that’s broken down into 5 factors:

  • Happiness: How do users feel about your product? Happiness is typically measured by user satisfaction surveys, app ratings and reviews, and net promoter scores.
  • Engagement: How often are people coming back to use the product? Engagement can be measured by a number of visits per user per week, session length, or key action, like the number of photos uploaded or songs listened to per user per day.
  • Adoption: How many people complete the onboarding process and become regular users? Adoption is measured by the number of new users over a period of time or percentage of customers using a new feature.
  • Retention: What percentage of users are returning to the product? Retention is measured by churn.
  • Task success: Can users achieve their goals or task quickly and easily? Task success is measured by factors like efficiency (how long it takes users to complete the task) effectiveness (percent of tasks completed), and error rate.

The HEART framework can be applied to a single feature in your app, or to your whole product.

But what if now we apply the Google Heart Framework to skills or performance coaching?

The HEART framework could be a set of human-centered metrics. We could develop it to evaluate the quality of the human experiences in a working environment, to help coaches measure the impact of transformation changes over an organizational culture.

Happiness:


How does an employee feel about his company, service, and team? Happiness is typically measured by satisfaction surveys, 1 to 5 stars ratings, reviews, or net promoter scores. However, we could practice a “remember the future” to unleash the intangible and the power of the openness to assess the employee happiness and his aspirations.


Engagement:


What would stimulate the employee to engage with the transformation? What win/win synergy he could find on supporting this organizational change? Does he understand why the organization needs to change and the benefit he would get out of this change? The role of the coach is to help on finding the mutual benefits of employee’s aspirations and the organization transformation path. Engagement can be measured by their intention to try new ways of working and by the key actions performed by individuals and teams per day or per week that support the ongoing transformation.


Adoption:


How many people did support the change, did try new ways of working, and became a fan of the new practices of ways of working? Adoption could be measured by the number or a percentage of employees over a period of time practicing a new way of working.


Retention:


When the practice becomes part of the daily life of the individual or the team. The discipline that brings joy, mutual benefits, and efficiency.
The retention could be measured in retrospectives when you ask teams after practicing the new way of working the Start Keep Drop, what percentage of individuals wants to keep it and want percentage wants to drop it?


Task success:


Can employees achieve their goals or task quickly and easily with the new way of working? Task success can be measured by factors like efficiency (how long it takes an employee or a team to complete a task), effectiveness (percent of tasks completed during a period of time), and error rate.

It looks like I was inspired today, to invent by analogy: The HEART Transformation Model.

How to help people while interacting with them see the mutual benefit of adopting the change?

This is about searching and helping them see the beauty of constellations that they could be part of as a shining star. This is alchemy…I am not able to explain it with words, you have to experience it…I encourage you to start looking for mutual purposes of the systems you interact with and facilitate synergies creation between those living systems and expand it to…make the world more understandable and better place to be…

If you want to talk about it in detail with our experts, contact us!

MORE YOU KNOW, MORE YOU GROW :

Reading more ? Check out other interesting topics !

WHAT IS THE AARRR FRAMEWORK?THE ARCHERY MOMENTUM FOR AGILE TEAMS
SATISFACTION HISTOGRAM RETROSPECTIVETHE ISHIKAWA MUSEUM AND THE COLLABORATION CONDUCTOR
THE AGILE COACHING CONTRACTHOW TO USE THE TUCKMAN MODEL TO HELP AGILE TEAMS SUCCEED
WHAT IS POKER PLANNING ?EISENHOWER MATRIX: MASTER YOUR TASKS MANAGEMENT
POMODORO : STAY FOCUSED AND DETERMINED !THE BELBIN PRACTICE : GET TO KNOW WELL YOUR TEAMS
THE THREE AMIGOS AGILE PRACTICETHE DECISION-MAKER AND THE CYNEFIN FRAMEWORK
THE SHINING CHANGE CATALYSTPITFALLS OF SPRINT PLANNING
SCRUM BEGINNER’S GUIDEAGILE COACHING RESSOURCES
THE ALCHEMIST AND THE HEART TRANSFORMATION MODELTHE ARTIST OF THE WORKPLACE
THE AGILE GLOBETROTTERONE PERSPECTIVE FROM REAL-LIFE STORIES: WHY A DAILY SCRUM? (EXPLAINED WITH A COMIC)
THE HUMBLE EXECUTIVETHE FIELDWORK ANTHROPOLOGIST
OKR: WHAT YOU NEED TO KNOW TO DEVELOP YOUR BUSINESSMANAGEMENT 3.0: MOVING MOTIVATORS

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