IFDC
Ubuntu Diagnostic
Our methodology
At ALTAV Consulting, we believe that sustainable organizational transformation starts with people, particularly with leaders. Our vision is to empower leaders and teams to unlock their full potential and drive collective performance.
When conducting a team or organizational coaching mission, we apply a proven methodology successfully implemented with several of its clients.
1
Assessement
A diagnostic phase to evaluate the organizational climate, team dynamics, and alignment with strategic vision.
2
Team Building Action
A facilitated intervention designed to strengthen cohesion, collaboration, and collective performance.
3
Strategic Transformation Plan
Delivery of a concrete roadmap to support cultural transformation and sustain long-term change.
The Ubuntu Diagnostic Process
As illustrated in the diagram, the process follows a structured cycle: from data collection through interviews, observations, and document review, to data analysis, strategic planning, and guided facilitation.
The approach concludes with a follow-up phase, ensuring sustainability of outcomes. By combining structured tools with our coaching expertise, this methodology provides a clear picture of organizational dynamics and creates actionable strategies to strengthen cohesion, accountability, and performance.
The O-R-F Concept (Operations – Regulation – Training)
The O-R-F model (Operations – Regulation – Training) is a holistic diagnostic framework that examines how teams perform, adjust, and grow. It provides a structured way to evaluate operational dynamics, regulate conflicts and processes, and strengthen competencies through targeted training.
Operations (O)
From vision to production. This dimension focuses on the operational life of the organization
— major events such as mergers, new product launches, reorganizations, or market
repositioning. The coach progressively integrates into operational meetings (e.g. executive
committees) while remaining in an observer’s role to better capture the team’s culture and
strategic orientation.
Regulation (R)
Adjusting representations, processes, and managing conflicts. This involves pausing
operations to reflect on how the team functions, identifying blockages, and finding ways to
work more effectively. Regulation can range from simple “representation sharing” (each
member expressing their view) to more structured conflict mediation requiring the presence
of the coach as a mediator. Meta-communication, protections, and permissions are key in
this dimension.
Training (F)
Building technical, managerial, and identity-related skills. Training may occur internally or
externally (workshops, seminars, conferences, reflection days). Topics include technical
knowledge (e.g., software use), managerial challenges (e.g., handling team conflicts), or
identity development (e.g., role transition, leadership positioning).
Strategic Transformation Plan
This strategic transformation plan illustrates the structured pathway through which ALTAV Consulting supports organizations in their cultural and organizational evolution. Building on the Ubuntu Diagnostic, the plan begins with a clarification process, followed by representation sharing and a communication process to strengthen collaboration and break down silos between departments. Along the way, staff development is fostered through co-development workshops, recognition practices, and meta-communication, while team-building interventions anchor cohesion and trust. The ultimate goal is to cultivate a culture of gratitude, reinforce collective intelligence, and ensure a sustainable transformation aligned with the organization’s vision.
