Know where your SAFe® transformation is actually working.
Find where your SAFe® transformation is gaining traction, where it is meeting resistance, and why — through surveys and AI voice interviews across the organization.
Transformation leaders can see adoption metrics, Jira activity, survey scores, and retrospective output, but those signals rarely explain why teams are struggling with the change.
Resistance is often labelled as a people problem when the underlying causes may be unclear roles, conflicting processes, poor tailoring, local constraints, lack of confidence, or a process that simply does not fit the work.
What changes
The operating model supplies the interview context: roles, practices, process changes, ART structure, tailoring decisions, and intended ways of working. AI voice interviews then probe what is happening in practice and return evidence-backed root causes linked to the transformation questions and relevant process elements.
Roles · practices · process changes · ART structure · tailoring decisions · intended ways of working
Root causes linked to the transformation questions and the process elements they concern
Listen at scale — then turn what you learn into governed improvements.
Finding the problem is only half the transformation. Applied SAFe® can connect practitioner feedback back to the roles, activities, work products and guidance in the operating model, propose targeted improvements, and then help the people affected understand what changed.
- 1Listen“What gets in the way?”
AI surveys and adaptive voice interviews
- 2Understand“Is this adoption, organization, or process?”
Patterns and root causes
- 3Recommend“What should change?”
Targeted changes to the operating model
- 4Govern“Should we adopt it?”
Impact analysis and a process-owner decision
- 5Enable“What changed for me?”
Companion, role guidance and targeted learning
- 6Verify“Did it improve?”
Pulse feedback, evidence and adoption signals
Verify feeds the next round of listening
“Release approval is unclear” is not yet an actionable finding.
From raw practitioner feedback to a governed change — and back out to the people it affects. AI interviews are the beginning, not the endpoint.
“We lose time every release because nobody is sure who has final approval.”
- 14 similar responses
- Across 3 ARTs
Release approval responsibility is interpreted differently.
Operating-model ambiguity, not resistance to SAFe®.
- Approve Release activity
- RTE responsibility
- Product Management guidance
- 3 ART variants
- Clarify decision ownership in the activity.
- Add explicit approval evidence.
- Update affected role guidance.
Impact: 3 ART variants · 2 guidance pages · 1 control
“Release approval now requires…”
3 questions for affected RTEs and Product Managers
Illustrative. One finding's path through the loop — the counts are a drawing of how a signal becomes a governed change, not a measurement.
Turn insight into adoption.
Once the operating model changes, the guidance changes with it. The same source used to govern the process can explain the change, answer role-specific questions, and reinforce the new way of working.
Product capabilities behind this use case
Reaching the whole organization, attaching what it says to the operating model, and asking what the answers mean for the process people actually work to.
Questions we get
- How are AI voice interviews different from surveys?
- Surveys are useful for identifying broad patterns. Adaptive voice interviews go deeper: they can follow up on answers, ask for concrete examples, explore inconsistencies, and uncover why people experience the transformation differently.
- How does the platform know what to ask?
- Interviews are grounded in the transformation context — including roles, practices, process changes, ART structure, tailoring decisions, and the intended way of working. Questions can therefore focus on the specific transformation issues you want to understand rather than using a generic questionnaire.
- Can interviews distinguish resistance from a process problem?
- That is one of the main goals. Findings can show whether friction comes from understanding or adoption, unclear roles, local constraints, conflicting processes, poor tailoring, or an operating model that simply does not fit the work.
- Are the interviews confidential?
- Interviews can be run confidentially so participants can speak openly. Results are analysed across the selected population to surface patterns and root causes rather than turning the assessment into individual performance monitoring.
- What happens after a problem is identified?
- Findings are connected back to the relevant transformation questions and, where applicable, to roles, practices, tailoring decisions, or process elements. Leaders can then address communication or adoption issues where those are the cause — or change the operating model where the process itself needs improvement.
Need help running the diagnostic?
PEDCO can run the diagnostic with you and act on what it finds — the readiness and adoption work, and the assessment practice that keeps measuring whether it landed.
See where your transformation is actually working.
Plan a transformation diagnostic