Tapas Advisory

From diagnostic to enterprise design

The Target Operating Model

Strategy sets the destination. The diagnostic tells you whether the organisation can reach it. This is the operating architecture that closes the distance — four layers, each governed by one TII pillar, sequenced by the index points it returns.

Illustrative reference architecture — not a client result

Current TII

50.0

Emerging

Layers to redesign

2

Below the 60-point intervention line

Layers to scale

2

Clear the line — protect and extend

Recoverable index points

+15.0

If every exposed layer reaches 70

Execute it in 90 days Back to the scorecardRun the diagnostic

Design principles

The model is derived, not selected from a template.

  • 01

    Diagnose before you invest: no layer is redesigned without pillar evidence from the diagnostic.

  • 02

    Sequence by recoverable value: the 60-point intervention line decides what gets rebuilt, pillar weight decides the order.

  • 03

    Protect delivery dates: human–ai work design & governance is the binding constraint and is addressed first.

  • 04

    Institutionalise, then re-measure: each layer transfers into a standing operating rhythm and is re-tested against a target of 70.

Integrated 6-layer operating model

Six enterprise layers, each with its own vulnerabilities, accelerators and governance controls

The diagnostic pillars above determine sequence and urgency. This architecture defines what is actually redesigned: select a layer to inspect it.

Layer 01

Governance & strategic alignment

Hold transformation intent, decision rights and fiduciary oversight in one accountable structure from Board and NRC through to delivery.

Key vulnerabilities

  • Transformation intent restated differently by each function, so priorities compete rather than sequence.
  • Forums review status instead of resolving cross-functional blockers.
  • Decision escalation paths add weeks that never appear on the plan.

Operating accelerators

  • Single articulated transformation objective, owned by an accountable executive.
  • Documented decision rights per layer, with named thresholds for escalation.
  • Constraint Triage™ applied before any new investment is approved.

Governance controls

  • Board / NRC oversight pack, quarterly.
  • Executive steering with mandate to reallocate capacity, monthly.
  • Decision log with age-of-open-decision reporting.
Instrumentation
Decision latency, open blocker age, forum resolution rate.
Accountable role
Board sponsor / Independent Director

Field execution architecture

Tapas Advisory — TOM Field Rollout Mapping

Proprietary IP integration and the 90-day sprint closed-loop process — how the operating model reaches the frontline without breaking current operations.

90-Day Sprint Iteration Loop · Measure feeds the next Diagnose

Phase 05

Measure phase

Continuous Behavioral Analytics

Core objective

Track observed operational behaviour change instead of passive completion.

Proprietary IP assets

Closed-loop behavioural telemetry and operational cohort analytics

Field deliverable

90-Day Sprint Impact Scorecard and loop-back telemetry

Observed behavior metric (primary KPI)

Observed field behaviour change versus baseline

Sprint governance: Days 76–90 · Continuous iteration cycle, loops back to DiagnosePhase 5 of 5

4-stage closed loop

Diagnose → Activate → Validate → Design (TOM™)

  1. 01Live now

    Diagnose

    Establish directional signals across ten transformation domains and the TII pillar scorecard.

    Output

    Transformation Signal Profile and TII scorecard with descriptive exposure bands.

  2. 02Next release

    Activate

    Convert the weakest signals into 90-day capability sprints with named owners and success measures.

    Output

    90-Day Transformation Accelerator plan sequenced by recoverable value.

  3. 03Next release

    Validate

    Re-measure the same signals to test whether behaviour, not sentiment, has moved.

    Output

    Day-90 re-measurement with movement evidence per domain.

  4. 04Next release

    Design

    Institutionalise evidence-reviewed change into the 6-layer Target Operating Model.

    Output

    TOM™ blueprint with decision rights, cadence and instrumentation per layer.

Comparative framework architecture

Measured against the operating models enterprises already own

Comparison of the traditional consulting model, Big-4 target operating model, investment management sector standard and the CHANGEReadyX™ architecture
Framework dimensionTraditional consulting modelBig-4 target operating modelInvestment management sector standardTAPAS Advisory — CHANGEReadyX™ architecture
Foundational scope3 layers: People, Process, Technology.6 layers: Process, People, Service Delivery, Technology, Performance Insights, Governance.6 pillars: Governance, Clients and Distribution, Products, Processes, Human Capital, Technology and Data.Integrated 6-layer operating model plus an adaptive constraint engine.
Transformation trajectoryLinear rollout: waterfall plans and static milestones.Cloud-centric transition built on pre-configured solution assets.5 stages: diagnostic, target state, roadmap, implementation, BAU transition.4-stage closed loop: Diagnose → Activate → Validate → Design (TOM™).
Evidence & capability rigourSelf-reported survey checkboxes.Generic KPI reporting and standard maturity indices.Regulatory compliance, trading audits and operational risk metrics.Transformation Integrity Index (TII™): multi-source evidence validation.
Constraint identificationSubjective interviews and high-level advisory memos.Bottleneck analysis derived from benchmark repositories.Performance gap analysis across trade life cycles and distribution.Constraint Triage™: separates human capability gaps from structural and governance friction.
Client commercial alignmentMulti-million dollar ongoing scope creep.Heavy platform licence lock-in across ERP and cloud ecosystems.High-fee institutional management consulting engagements.Independent Director / Senior Advisor led: modular, targeted, high-leverage.

Redesign sequence

Layers carrying the transformation risk

Ordered by recoverable index points — the weighted distance between today's pillar score and the re-measurement target of 70.

Priority 01

Human–AI work design & governance

Human–AI Collaboration Maturity · weight 25%

40.0 → 70

Rebuild the layer

+7.5 index points recoverable

Design roles around AI-augmented work so accountability strengthens as automation increases.

Current state

AI adoption is tool-led and uneven, oversight is informal, and accountability blurs where automated output enters a decision.

Target state

Redesigned role boundaries with explicit human-in-the-loop checkpoints, AI fluency baselines per role, and auditable oversight of automated decisions.

Structural shifts

  • Role-by-role work redesign identifying which judgement stays human
  • Documented human-in-the-loop control points on every customer- or risk-facing workflow
  • AI fluency baseline and certification tied to role level, not volunteer interest
  • Governed tooling catalogue replacing unmanaged local adoption
Decision rights
Process owners approve automation boundaries; risk and legal approve oversight controls.
Operating cadence
Fortnightly adoption and oversight review; quarterly control audit.
Accountable
Chief Operating Officer with the AI Governance Forum
Instrumentation
Fluency coverage by role level, share of workflows with defined oversight, exception and override rates.

Priority 02

Delivery & value-realisation engine

Execution Velocity · weight 25%

40.0 → 70

Rebuild the layer

+7.5 index points recoverable

Convert decisions into shipped change on a fixed cadence, with value traced to the original investment case.

Current state

Annual plans absorb variation, decisions queue behind committees, and benefits are asserted at approval but rarely re-tested.

Target state

Cross-functional pods working to 90-day outcome sprints, single-threaded owners per outcome, and benefit tracking that survives go-live.

Structural shifts

  • 90-day outcome sprints replacing annual plan increments
  • Single-threaded owner for each transformation outcome
  • Dependency and decision backlog managed in one place, with escalation thresholds
  • Benefit re-test at day 90 rather than sign-off at approval
Decision rights
Outcome owners decide within agreed thresholds; the steering forum arbitrates only cross-pod conflict.
Operating cadence
Weekly velocity and blocker review; 90-day outcome close and re-measurement.
Accountable
Transformation Director with the Steering Forum
Instrumentation
Sprint completion rate, decision cycle time, benefit realised against the approved case.

Scale with guardrails

Layers strong enough to carry more scope

Capability & learning architecture

Cognitive & Learning Agility · weight 30%

60.0 → 70

Scale with guardrails

Convert strategy into named capabilities and a re-skilling cadence that runs ahead of the operating model.

Current state

Learning demand arrives as course requests, capability language differs by function, and re-skilling follows the change rather than preceding it.

Target state

A single capability taxonomy owned by the business, with skill-gap detection feeding short capability sprints before each transformation wave.

Structural shifts

  • One enterprise capability taxonomy replacing function-specific competency lists
  • Capability owners named per critical role family, accountable for proficiency movement
  • Learning demand triaged against diagnostic evidence rather than volume of requests
  • Internal centre of excellence replacing fragmented external vendor dependency
Decision rights
Capability owners approve the target proficiency; business heads approve the release of time to learn.
Operating cadence
Monthly capability review; quarterly taxonomy and proficiency recalibration.
Accountable
Chief Human Resources Officer with the Capability Council
Instrumentation
Proficiency movement by role family, time-to-competence, internal versus external build ratio.

Leadership, culture & resilience system

Ethical & Cultural Resilience · weight 20%

60.0 → 70

Scale with guardrails

Ensure risk surfaces early and cohesion holds while transformation load is at its peak.

Current state

Change communication is event-driven, escalation depends on individual courage, and fatigue is only visible once attrition moves.

Target state

Manager-led coaching rhythms, protected escalation routes, and resilience signals reviewed with the same discipline as delivery metrics.

Structural shifts

  • Situational leadership practice embedded into existing management routines, not added as training
  • Named escalation path for ethical and delivery risk, with response service levels
  • Change load per team made visible before scope is added
  • Frontline manager coaching cadence as a standing operating expectation
Decision rights
Business leaders own change load decisions; the escalation forum can pause scope.
Operating cadence
Weekly manager huddles; monthly resilience and escalation readout.
Accountable
Business unit leadership with HR Business Partners
Instrumentation
Escalation volume and closure time, change-load index by team, manager coaching adherence.

Governance & decision cadence

Who decides what, on which rhythm, against which evidence

ForumCadenceOwnerMandateEvidence reviewed
Board / NRC oversightQuarterlyBoard Nomination & Remuneration CommitteeTests whether workforce readiness justifies the next investment tranche.TII composite, band movement and exposure by pillar.
Executive steering forumMonthlyCEO with the transformation sponsorApproves scope, arbitrates cross-function conflict and releases capacity.Layer-level scores, recoverable index points and sprint status.
Capability & AI governanceFortnightlyCHRO and COO jointlyOwns capability taxonomy, AI oversight controls and fluency baselines.Proficiency movement, fluency coverage, oversight exceptions.
Delivery pod reviewWeeklyOutcome ownersClears blockers and protects the 90-day sprint commitment.Velocity, decision cycle time and open dependencies.

Board & executive review

Pressure-test the operating model with us.

We work through the layer sequence with your executive team, confirm decision rights and set the day-90 re-measurement.

Book Board / Advisory Briefing

Frequently asked questions

Need help? Ask the CHANGEReadyX™ coach.