Scorecard+Analysis+-+Radar


 * [[image:Radar diag 1 wiki.png width="514" height="459"]] || A High score for Leadership may indicate that leaders trust and are trusted, leading to increased transaction efficiency and a lowering of transaction costs.

However, a High score for Leadership could also indicate a dominant leader is present in the organization. If that leader were to leave this could cause instability. If a leader is too dominant innovation may be quashed.

A Low score for Resources may indicate that availability of resources is not a problem – or that resources are not available.

A High score for (suggesting an emphasis on) Resources indicates possible wrong emphasis. Are strong Culture and Role Models also present or have these been de-emphasized? Will Resources follow?

A Low score for Role Models (which could include mentors) indicates more emphasis on Role Models needed.

Low score for Frameworks (wide interpretation of what these are) does not necessarily mean innovation will not thrive. This Radar Diagram shows that interpretation must take careful account of context.

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 * [[image:Radar diag 2 wiki.png width="524" height="470"]] || Useful aggregated results include High Scores, Low Scores, Median Score (average of the range), and Mode Score (most frequently occurring).

The most apparent feature of this Radar Diagram is the wide difference between High Scores and Low Scores indicating a substantial difference of opinions among respondents. The reasons will need to be investigated.

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However, a high score for Leadership could also indicate a dominant leader is present in the organization. If that leader were to leave this could cause instability. Leaders are not necessarily suitable Role Models and vice versa. As shown here it’s common to find high scores for one and lower scores for the other. || In this case, we see a low score for Resources associated with a low score for Frameworks, Infrastructure, and Policies, possibly indicating that resources have been insufficient to create Frameworks, Infrastructure. It could also mean the opposite; inadequate Frameworks, Infrastructure, and Policies have not attracted Resources. ||
 * [[image:Radar diag 3 wiki.png width="527" height="469"]] || A high score for Leadership may indicate that leaders trust and are trusted, leading to increased transaction efficiency and a lowering of transaction costs.
 * [[image:Radar diag 4 wiki.png width="526" height="493"]] || A high score for Culture (as well as Role Models in this case) suggests these may be correlated: admired Role Models may be important in creating an innovation Culture.