The best HR & People Analytics articles of September 2023

My undoubted highlight of September was the 6th annual Insight222 Global Executive Retreat, which took place between September 26 and 28 for member companies of the Insight222 People Analytics Program.

?It’s less than 24 hours since the Retreat ended as I finalise this month’s compendium at the Devil’s Thumb Ranch with its awe-inspiring view of the Rocky Mountains, before I fly home to London. I’ll provide an overview of some of my learnings from the Retreat in next week’s edition of the Digital HR Leaders newsletter, which you can subscribe here.

?For now, I’ll just highlight the theme of this year’s Retreat, which was "Influencing the World of Work," and included a stellar cast of inspirational speakers:

• Nick Bloom discussed how hybrid is here to stay and how to get remote and hybrid working right.
• Michael Arena and Greg Pryor delivered a superlative workshop on how analytics can help intentionally foster innovation in a hybrid environment.
• Isabel Naidoo provided insights on how people analytics supports her in her role as chief people officer at Wise.
• Dave Ulrich ended proceedings with a tour de force masterclass on influencing and creating value for all stakeholders with people analytics.

?The Retreat is one of the services included in the People Analytics Program, which since the formation of Insight222 in 2017 has grown to serve over 100 global organisations. You can find out more about the People Analytics Program here, and perhaps join us for the Retreat in 2024!

Register for an Insight222 webinar on October 5: Building Data Literacy at Scale in HR

Join me on October 5 when I’ll be hosting a webinar on the recent Insight222 research on “Upskilling the HR Profession: Building Data Literacy at Scale.” I’ll be joined by Naomi Verghese, Insight222’s Research Director, who will discuss the findings that underscore the pressing need for enhancing data literacy in HR. Naomi and I will also be joined by Courtney McMahon, Head of Global People Analytics, who will share the strategies that have been employed to upskill the HR team in data literacy at Colgate-Palmolive. You can register for the webinar here – or by clicking on the image below.

Join me at Unleash World in Paris on October 17 and 18

I’m absolutely delighted to once again be the main stage MC at the upcoming #UNLEASHWORLD conference in Paris on 17-18 October. UNLEASH is always a special event and offers a unique blend of inspirational content and innovative technologies, coupled with Hollywood-esque production, fabulous team led by Marc Coleman and a rich learning experience. Grab a ticket here to join me – or click the image below.

Looking for a new role in people analytics or HR tech?

Before we get to this month’s collection of resources, I’d like to yet again highlight the wonderful resource created by?Richard Rosenow?and the?One Model?team of?open roles in people analytics and HR technology, which now numbers over 450 roles – including over 200 new roles this month, as well as now also including roles for interns.

?

Enjoy reading the collection of resources for September and, if you do, please share some data driven HR love with your colleagues and networks. Thanks to the many of you who liked, shared and/or commented on August’s compendium including: Rupaparna Sarkar, David Balls (FCIPD), Claire Masson, Nadeeka Sriwardene, Philip Arkcoll, Isabel B. Klint, Andrea Derler, Roshaunda Green, MBA, CDSP (She/Her), Rodrigo da Camara Moreira, Aravind Warrier, Francesca Gabetti, Stacey Marston, Violeta Lennon, Swechha Mohapatra (IHRP-SP, SHRM-SCP, CIPD), David Edwards, Sachin Sangade, Giovanna Constant, Jacob Nielsen, Hanadi El Sayyed, Anna A. Tavis, Ph.D, Rachel R. Duarte, Chad Coleman, Ph.D., Philippa "Pip" Penfold, Ian OKeefe, Doug Shagam, Morgan Baldwin, Sukumaran Mariappan, Laurent Reich, Dave Fineman, Holly Berry, Jack Olin, Johan Werner, Sharron Pamplin, Katarina Berg, Dr. Sebastian Projahn, Sophia Huang, Ed.D., Irada Sadykhova, Marcela Mury, Henrik H?kansson, Melissa Meredith, Ohad Geron, Andrew Spence, Gal Mozes, PhD, S?ren Kold, Jacqui Brassey, PhD, MA, MAfN (née Schouten), Abhilash Bodanapu, Ian Grant, Alexis Fink.

If you enjoy a weekly dose of curated learning (and the Digital HR Leaders podcast), the Insight222 newsletter:?Digital HR Leaders newsletter?is published every Tuesday –?subscribe here.

?

GENERATIVE AI & THE FUTURE OF WORK AND HR

RAVIN JESUTHASAN, HELEN WHITE, KATE BRAVERY, KASON AVERBOOK, AND TODD LAMBRUGO - Generative AI will transform three key HR roles

As Ravin Jesuthasan, CFA, FRSA, Helen White, Kate Bravery, Jason Averbook, and Todd Lambrugo write in their article for Mercer, Generative AI (GAI) is set to reshape the HR function with their study finding that 58% of employers plan to use GAI in HR by 2024. In the article, three roles – HRBPs, the L&D specialist and the Total Rewards leader are reimagined to highlight the impact of GAI. FIG 1 shows the productivity gains a HRBP could enjoy through GAI, with the authors estimating that 36% of the role could be augmented or replaced - generating potential savings of $30,000 per annum. The article also looks at the broader opportunity for GAI (see FIG 2) and makes the critical point that instead of seeing GAI as a tool to reduce headcount, HR leaders should instead look to develop an optimal blend of human and tech to reimagine the HR function of the future.

Generative AI may not cause job reductions, but there is no doubt that HR professionals who use it will be more in demand than those who don’t.

?

JOSH BERSIN - The Role Of Generative AI In HR Is Now Becoming Clear

In one of his recent essays, Josh Bersin explains how the human resources function has evolved into an integrated operating function where “more and more HR teams are “building things” and “analyzing things,” which is essentially a core part of what Generative AI does.” Josh then outlines some of the high-ROI real-world use cases of applying Generative AI to HR: (1) Talent Intelligence for Recruiting, Mobility, Development, Pay Equity. (2) Employee Experience Apps (Onboarding, job transition, administration). (3) Employee Training and Compliance Apps. (4) Employee Development and Growth Apps. (5) Performance Management and Operational Improvement. (6) Retention, Hybrid-Work, Wellbeing, Engagement Analysis.

Generative AI is the perfect new solution for almost every challenge HR teams face.

?

SOME OTHER GREAT RESOURCES ON GENERATIVE AI AND THE WORLD OF WORK

JOE CASERTA, HOLGER HARREIS, KAYVAUN ROWSHANKISH, NIKHIL SRINIDHI, AND ASIN TAVAKOLI - The data dividend: Fueling generative AI? | ETHAN MOLLICK - Centaurs and Cyborgs on the Jagged Frontier | HUNG LEE - Recruitment in the Era of Generative AI | LAURIE HENNEBORN - Designing Generative AI to Work for People with Disabilities

There are so many great resources on Generative AI in relation to the world of work. I recommend digging into these additional resources this month: (1) Writing for McKinsey, Joe Caserta, Holger Harreis, Kayvaun Rowshankish, Nikhil Srinidhi, and Dr. Asin Tavakoli present seven actions for data leaders to scale generative AI in their companies including actions related to talent, data (see FIG 4), privacy and value. (2) Ethan Mollick summarises the findings of a research paper he authored along with BCG, which found that “for 18 different tasks selected to be realistic samples of the kinds of work done at an elite consulting company, consultants using ChatGPT-4 outperformed those who did not, by a lot. On every dimension. Every way we measured performance” (see FIG 5). (3) Hung Lee breaks down the state of recruitment in the era of generative AI including how it’s being used, the benefits, examples, and how recruiters can prepare. I also recommend accessing Hung’s presentation on this topic too here. (4) Laurie Henneborn, MSLIS discusses how GAI can help individuals with disabilities find and excel in jobs, and how companies can build inclusivity into the design of this technology.

HYBRID AND REMOTE WORKING

JOSE MARIA BARRERO, NICHOLAS BLOOM, AND STEVEN J. DAVIS - The Evolution of Working from Home | JOSE MARIA BARRERO, NICHOLAS BLOOM, SHELBY BUCKMAN, AND STEVEN J. DAVIS – Survey of Working Arrangements and Attitudes (September 2023)

Nick Bloom’s session at our Global Executive Retreat in Colorado prompted a fascinating discussion on the evolution of remote and hybrid work. Nick’s most recent paper, written with Jose Maria Barrero, and Steven J. Davis, predicts that working from home will continue to grow because of the expansion in research and development into new technologies to improve remote working. The paper also highlights the difference in productivity between fully remote work (c10% lower productivity than fully in-person work but larger cost reductions from space savings and global hiring) and hybrid work (no impact on productivity but is also popular with firms because it improves employee recruitment and retention). As ever, the paper contains a plethora of insights and powerful visualisations – such as FIG 6, which highlights the disconnect between workers and managers on the impact on productivity on working from home. The second resource is the latest monthly data produced by the same trio along with Shelby Buckman, based on the results of a monthly survey they have been running since May 2020. Look out for a future episode of the Digital HR Leaders podcast, I recorded with Nick at the Global Executive Retreat.

MICHAEL ARENA - Return to Office Strategy - Designed Serendipity

Michael Arena (together with Greg Pryor) also led a session at the Insight222 Global Executive Retreat on adaptive teaming and intentional collaboration. Some of the ideas and concepts they shared in Colorado are highlighted in Michael’s recent article, which highlights that simply bringing people back into the office in the hope of generating innovation is likely to fail without intentionally fostering an environment that cultivates moments of serendipity, where many innovation discoveries happen. Michael outlines some of the science on the importance of intentional design when it comes to physical proximity and provides an example of how a technology company (see FIG 7) intentionally created ‘Embark Zones’ where employees in different teams could come together in the early days of scoping new solutions. Finally, Michael also highlights some elements to consider when shaping work practices including (1) Physical Workplace Design. (2) Cross-Discipline Teams. (3) Forging New Connections. (4) Virtual Serendipity. (5) Experimentation and Adaptation.

By integrating these elements into their organizational culture and practices, companies can design serendipitous interactions as a powerful catalyst for discovery and innovation, whether in physical or virtual workspaces.

THE EVOLUTION OF HR AND DATA DRIVEN CULTURE

DAVE ULRICH, JOE GROCHOWSKI, NORM SMALLWOOD, JOE HANSON, AND ERNESTO USCHER - What Makes an Effective HR Function?

Another speaker at the Insight222 Global Executive Retreat was the incomparable Dave Ulrich, who ran a workshop on Influencing the World of Work as a People Analytics Leader. Readers will likely be aware that there has been a glut of research published recently on HR operating models from the likes of McKinsey, Deloitte and Mercer. Most – if not all – lean on the seminal work by Dave and his colleagues back in 1995, in what is now commonly referred to as the ‘Ulrich model’. As such, this immensely insightful article by Dave and his colleagues at The RBL Group: Joe Grochowski, Norm Smallwood, Joseph Hanson, and Ernesto Uscher is a must-read for anyone reviewing their HR operating model. The article defines the value HR provides to stakeholders, analyses some of the recent research on HR operating models, reviews recent research by The RBL Group, and provides guidance on steps to a more effective HR function (see FIG 8) and a diagnostic of ten dimensions of HR effectiveness (see FIG 9) to improve the value HR can create. A tour de force.

HR is not about HR but about the value HR creates for stakeholders

?

PEOPLE ANALYTICS

ERIC LESSER AND CHARIS CHAMBERS - Key HR metrics for chief human resources officers

In last month’s collection of resources, I included RJ Milnor’s excellent article outlining ten people metrics to help unlock value in organisations. This article by Eric Lesser and Charis Chambers is the perfect complement, highlighting five critical areas where CHROs need access to key HR metrics, data, and insights on demand to provide a snapshot of the current state of the work, workforce, and workplace. These are summarised in FIG 10 and described in detail within the article.

?

BRIAN EASTWOOD - The case for 'sustainable productivity' and how to measure it

In the back-and-forth debate about remote and hybrid work, there’s been a slew of articles about the impact of flexible working on productivity. Certainly, many of the companies we work with as part of the Insight222 People Analytics Program, are regularly asked to provide insights about the impact of hybrid work policies on productivity. The truth is that productivity isn’t easy to measure and as this article by Brian Eastwood (he/him) for MIT powerfully argues, if any increase in productivity leads to a corresponding increase in burnout, then it isn’t only unsustainable, it is also unethical. The article, which features contributions from Melissa Swift, Gabriela Mauch, and Michael Schrage, then outlines a three-step approach towards ‘sustainable productivity’, which is comprised of (1) Define the well-being problem. (2) Implement a new model of productivity measurement (see FIG 11). (3) Use insight to influence new behaviours.

Companies that fail to address the conflict between productivity and employee well-being risk losing employees.

?

CHANDRA GNANASAMBANDAM, MARTIN HARRYSON, ALHARITH HUSSIN, JASON KEOVICHIT, AND SHIVAM SRIVASTAVA - Yes, you can measure software developer productivity | KENT BECK AND GERGELY OROSZ - Measuring developer productivity? A response to McKinsey Part 1 | Part 2

Continuing on the theme of measuring productivity, the first article by Chandra Gnanasambandam, Martin Harrysson, Alharith Hussin, Jason Keovichit, and Shivam S. for McKinsey presents a methodology for measuring the productivity of software developers (see FIG 12). The authors reveal that the approach has been implemented in nearly 20 companies, and has led to improvements including a 20 percent increase in employee experience, a 60 per cent improvement in customer satisfaction, and a 20-30 per cent reduction in product defects. All good? Maybe not. The second article, which is presented in two parts by Kent Beck and Gergely Orosz argues that McKinsey’s approach focuses only on activity, and not productivity from a business perspective. Rather than simply offering a rebuttal to the McKinsey article, Beck and Orosz instead provide a detailed analysis of the complexities of measuring developer productivity, and an alternative way of doing so. This pair of articles should be a useful resource for people analytics professionals who are tackling the how to measure productivity question. Thanks to Hung Lee for highlighting in a recent edition of Recruiting Brainfood.

EMPLOYEE LISTENING, EMPLOYEE EXPERIENCE, AND EMPLOYEE WELLBEING

AARON DE SMET, MARINO MUGAYAR-BALDOCCHI, ANGELIKA REICH, AND BILL SCHANINGER - Some employees are destroying value. Others are building it. Do you know the difference?

According to a new McKinsey study, employee disengagement and attrition could cost a median-size S&P 500 company between $228 million and $355 million a year in lost productivity (see FIG 13). Having captured our attention with this incredibly stark finding, Aaron De Smet, Marino Mugayar-Baldocchi, Angelika Reich, and Bill Schaninger, Ph.D. demonstrate how by segmenting employees into six archetypes across a spectrum of satisfaction, engagement, performance, and well-being (see FIG 14), companies can re-engage workers, improve productivity, and amplify the impact of top performers.

?

NICK LYNN – Listening Strategies and Conversation

The ever-thoughtful Nick Lynn presents a framework to support organisations looking to establish conversation as a key component of their culture and employee listening strategy (see FIG 15). As Nick explains, the issue leaders are trying to address when looking to adopt a continuous employee listening strategy is: “How do we build trust and encourage employee voice?” Nick’s model and article breaks this down and highlights how to reach the upper right ‘Conversation’ quadrant through focusing on the Why, the What, the When and the How, and by involving people to the max.

?

HP – The Work Relationship Index: Expectations of Work have Changed Full Report | Summary | Press Release

Over the past few years, not only has how we work on a global scale changed, but also how we think about what work is, and what the future of it should look like. It’s hard to disagree with the opening words of this excellent new report, The Work Relationship Index, from HP, which is based on a study of 15,600 respondents across various industries in 12 countries and is a nice complement to Microsoft’s Work Trends Index. The six key findings from the report are: (1) The world’s relationship with work is unhealthy. (2) Unhealthy relationships with work impact employees’ mental, emotional, and physical wellbeing. (3) Unhealthy relationships with work are not just personal, they’re costing business. (4) The vast majority of people today are willing to earn less if it means loving work more. (5) The future of work is built on emotional connection. (6) Healthy relationships are fuelled by six core drivers (see FIG 16).

WORKFORCE PLANNING, TALENT MARKETPLACE, AND SKILLS-BASED ORGANISATIONS

AMY WEBB - How to Prepare for a GenAI Future You Can’t Predict

Futurist Amy Webb outlines a framework to help leaders anticipate how — and when — their workforce will need to change in order to leverage AI (see FIG 17). The framework should help those involved in workforce planning partner with leaders to develop scenarios for the future of the business. Moreover, Amy also provides a three-step guide for leaders to navigate the current uncertainty: (1) Temper expectations about what generative AI can and will do for your business. (2) Evaluate what data your company is generating and how it would today, and in the future, be used by generative AI. (3) When it comes to AI, leaders must shift their focus from the bottom line to top line.

?

LEADERSHIP & CULTURE

LIZ FEALY AND ROSELYN FEINSOD - How can a rebalance of power help re-energize your workforce?

Liz Fealy and Roselyn Feinsod present the findings from EY’s 2023 Work Reimagined Survey with the headline theme being that employers and employees have distinctly different perspectives in the “next normal” of work (see FIG 18). Findings include that cultivating trust and having a people-centric leadership model is linked to significantly better organisational outcomes, including perceptions of better culture and productivity. The authors also present three questions for organisations based on the results: (1) How can organisations reinspire their workforce after years of disruption? (2) How can generative technologies add value to the human experience of work? (3) How can leaders better connect the “how” and “where” of work, to the “why” of work?

?

LYNDA GRATTON - It’s Time to Face the Three Challenges of Learning

Lynda Gratton outlines three challenges from the emergence of new work models that are putting pressure on traditional learning models – and how some organisations are addressing these challenges. The first challenge is that increased workloads have reduced learning time, which Gratton argues is prompting companies to increasingly use personalisation to maximise learning time. Challenge two is the impact of hybrid work, which is leading to firms finding ways to make learning to be as flexible as work. Finally, third a tightening labour market and ensuing skills shortages is leading to an increased focus on transferable skills. Examples are provided from Accenture, Etsy and HSBC.

Experimentation with virtual and online instruction has opened up routes toward personalizing learning

?

SANDRA DURTH, BRYAN HANCOCK, DANA MAOR, AND ALEX SUKHAREVSKY - The organization of the future: Enabled by gen AI, driven by people

In their article for McKinsey, Sandra Durth, Bryan Hancock, Dana Maor, and Alexander Sukharevsky outline the critical questions leaders should ask in order to stay ahead with regards to generative AI including (1) What are the organisation-wide implications? (2) Do we have the right talent? (3) How can corporate culture enable or inhibit the adoption and usage of gen AI? (4) Do we need to change our talent management practices? The authors also outline how GAI can be used to become a powerful tool for employee empowerment, and three ways to stay ahead of competitors: (1) Demystifying GAI for everyone. (2) Identifying 2-3 high-impact use cases. (3) Committing to the necessary roles, skills, and capabilities—now and in the future.

DIVERSITY, EQUITY, INCLUSION, AND BELONGING

JAMES ROOT, ANDREW SCHWEDEL, MIKE HASLETT, AND NICOLE BITLER - Better with Age: The Rising Importance of Older Workers

Compelling research from Bain & Company highlighting that in the G7 group of countries, older workers will exceed a quarter of the workforce by 2031 (see FIG 20). Despite this shift, the study also finds that only a small number of organisations have programs in place to integrate older workers into their talent systems. As well as providing compelling data and visualisations on this trend, the authors (James Root, Andrew Schwedel, Mike Haslett, and Nicole Bitler Kuehnle) provide guidance on three steps to empower older workers: (1) Retain and recruit older workers by understanding what motivates them at work. (2) Reskill them for your next 10 years of capability needs. (3) Respect their strengths and allow them to do what they do best.?

Creating roles that benefit both older workers and the company is not just the right thing to do, it’s also a business imperative.

?

ERIN MEYER - When Diversity Meets Feedback

According to Erin Meyer, a professor at INSEAD and author of The Culture Map, diversity in the workplace increases the likelihood that people will interpret feedback as an act of hostility. That’s because people from different cultures, genders, and generations have varying expectations on how feedback is delivered and by whom. Given the trend for organisations to adopt a culture of candid feedback, this is a potential problem. In her absorbing article, Erin provides guidance on how people can improve the way they deliver feedback across three specific types of diversity: cultures, genders, and generations, and strategies for fostering a climate in which candour and diversity can coexist.

A constructive way to offer feedback in one culture is often perceived as destructive in another

?

LAURA MORGAN ROBERTS – Where does DEI go from here?

In her thoughtful article for Harvard Business Review, Laura Morgan Roberts, a researcher in positive psychology and diversity and inclusion, argues that to bring advocates and critics of diversity together, leaders must orient around a broader goal:?creating the conditions for all workers to flourish. Laura outlines that four freedoms at work should be fostered (see FIG 21): the freedom to be, the freedom to become, the freedom to fade, and the freedom to fail. She explains that the four are unevenly distributed, but interventions such as encouraging individual allyship, implementing strengths-based development programs, and enabling flexible work can make organizations safer and more welcoming for all.

?

HR TECH VOICES

Much of the innovation in the field continues to be driven by the vendor community, and I’ve picked out a few resources from September that I recommend readers delve into:

• ANDREAS DE NEVE - The role of AI in creating – and maintaining – a skill framework | TECHWOLF - Building a resilient skill ecosystem – Andreas De Neve ??’s article on how AI and machine learning can be used to build a framework to support a skills-based approach to talent is the perfect hors d’oeuvre to TechWolf ’s report on building a resilient skills ecosystem. The report includes case studies and guidance on good skills data and how to be build a skills framework.

• ALICIA ROACH - Skills—Much Ado About Nothing Or The Answer To Everything? – Staying with skills, Alicia Roach of eQ8 outlines in Forbes the importance of connecting skills to business strategy and outcomes through effective workforce planning.
• ERNEST NG - Talent Marketplaces: Pragmatic Considerations to Ensure Impact and Value – Ernest Ng, PhD of HiredScore provides a forensic analysis of HR Tech’s current poster child – the talent marketplace, and sets out three considerations to understand before taking the plunge (1) Marketplace Dynamics. (2) Organisational Dynamics. (3) Individual Dynamics:

You have to be very thoughtful in the implementation of a talent marketplace and monitor and measure the outcomes diligently to ensure there are not unanticipated disparate impacts.

• CHAD MITCHELL - Using LinkedIn Data to Help Understand the HR Tech Ecosystem – Chad Mitchell of Polinode outlines the results of analysis he did to build a network map of HR Tech exhibitors from Unleash America earlier this year. FIG 23 below illustrates the network map for the people analytics category.

• JENNIFER SIGLER | FOUNT – Work Friction - A new report by Jennifer E. Sigler, PhD for FOUNT Global, Inc. introduces the concept of Work Friction (see FIG 24), how it manifests in organisations, explains how it differs from organisational friction, and addresses some of the most common questions concerning it. Thanks to Volker Jacobs for highlighting.

• KIERAN SNYDER – Language Bias in Performance Feedback – Kieran Snyder presents new research from Textio, which amongst its findings reveals that (1). Women and people of colour continue to receive the lowest-quality feedback in the workplace. (2) Regardless of background, people receiving low-quality feedback are 63% more likely to leave their organizations than everyone else.

?

PODCASTS OF THE MONTH

In another month of high-quality podcasts, I’ve selected four gems for your aural pleasure: (you can also check out the latest episodes of the?Digital HR Leaders Podcast?– see ‘From My Desk’ below):

• SERENA HUANG AND LARS SCHMIDT - Beyond the Hype: The True Power and Limitations of People Analytics – Serena H. Huang, Ph.D. joins Lars Schmidt on the Redefining HR podcast to discuss all things people data — from aligning people analytics with a larger vision to using data to drive change for the better.
• KWEILIN ELLINGRUD, SAURABH SANGHVI, AND ROBERTA FUSARO - Generative AI: How will it affect future jobs and workflows? – In this episode of The McKinsey Podcast, Kweilin Ellingrud and Saurabh Sanghvi join host Roberta Fusaro to share findings from McKinsey’s latest report on gen AI, and explain why companies must pivot to embrace the technology itself and the deep and lasting changes it may create.
• GLEB TSIPURSKY AND KATHLEEN DAVIS - What your company probably got wrong about its return-to-office plan – Dr. Gleb Tsipursky joins Kathleen Davis on The New Way We Work to discuss what works and what doesn’t in getting employees back to the office.
• ETHAN MOLLICK, ELISE HU, AND MARY MELTON - Wharton Professor Ethan Mollick on the Urgency of Getting in Front of AI – In this episode of Microsoft’s WorkLab podcast, Ethan Mollick shares his wealth of knowledge on how AI is empowering productivity and education, and what leaders can do to embrace AI at work with hosts Elise Hu and Mary Melton.

?

VIDEO OF THE MONTH

MICHAEL ARENA - Adaptive Teaming: The Future of Work in a Hybrid Context

Earlier this week, delegates at the Insight222 Global Executive Retreat enjoyed the session by Michael Arena and Greg Pryor on Adaptive Teaming. In this video, Michael shares network patterns and emerging practices for facilitating performance and innovation in an adaptive teaming environment.

?

BOOK OF THE MONTH

AMY EDMONDSON – Right Kind of Wrong: Why Learning to Fail Can Teach Us to Thrive

Amy Edmondson was recognised last year by Thinkers50 as the most influential management thinker in the world, and her new book, Right Kind of Wrong: Why Learning to Fail Can Teach Us to Thrive, ably demonstrates why. Amy reveals how we get failure wrong, and how to get it right, drawing on her research into the science of psychological safety. The book introduces three archetypes of failure: basic, complex, and intelligent – and explains how to harness the revolutionary potential of the good ones (and eliminate the bad). Angela Duckworth, the author of Grit, calls Amy’s book “A masterclass”, and it’s hard to disagree.

?

RESEARCH REPORTS OF THE MONTH

TINA PEETERS, KARINA VAN DE VOORDE, AND JAAP PAAUWE - The effects of working agile on team performance and engagement | STEVEN MCCARTNEY AND NA FU - Enacting people analytics: Exploring the direct and complementary effects of analytical and storytelling skills

This month I'd like to highlight two papers that both emanate from the world of people analytics. First, Tina Peeters, PhD, Karina Van De Voorde, and Jaap Paauwe present their paper on agile ways of working, which recently won the outstanding paper award in the 2023 Emerald Literati Awards. The paper found that working agile improves psychological safety, which consequently increased engagement and performance. The second paper, by Steven McCartney and Na Fu, finds that: (1) People Analysts perceive storytelling skills to be positively associated with their job performance. (2) Analytical skills are only perceived to be significant in influencing People Analysts job performance when combined with storytelling skills.

?

FROM MY DESK

September saw the return of the Digital HR Leaders podcast after out summer sojourn, with the first four episodes of series 33, sponsored by our friends at Visier:

• LEXY MARTIN - How to Democratise Data for People Manager Effectiveness – Industry legend Lexy Martin joins me to discuss the link between people analytics and firm financial performance.
• YVES VAN DURME - How to Prepare Your HR Data for EU CSRD Reporting – Deloitte Human Capital partner, Yves Van Durme, joins me to discuss the EU Corporate Sustainability Reporting Directive (CSRD) regulation, the implications for HR, and how companies can get their people data ready.
• PAUL RUBENSTEIN - Boosting Managerial Efficiency: The CHRO's Outside-In Approach to Productivity – Visier Inc.’s Paul Rubenstein joins me to discuss the outlook for people analytics, how it can boost organisational performance and outlines four elements the CHRO can learn from the CFO when it comes to data: cadence, curation, context, and conversation.
• ASHISH PANT - How Novartis Use People Data to Navigate Business Transformation – Ashish Pant shares insights from building the people analytics function at Novartis over the last four and a half years. He provides a detailed example of how the people analytics team supported Novartis through its recent business transformation. Ashish also provides an overview of two key roles in his team – the People Insight Partner, and the People Analytics Behavioural Scientist.
• Historia del People Analytics en cinco épocas – For Spanish speaking readers, the team at APERHU - Asociación Peruana de Recursos Humanos have translated my article A History of People Analytics in Five Ages into Spanish ahead of my speech at the 29th Congress of Human Capital in Lima on October 24.

?

A FINAL THANK YOU

Finally, this month I’d like to thank:

• Avi Z Liran and the team at Engagedly Inc for including me on their list of Top 100 HR Influencers 2023 for the fourth successive years.
• Thinkers360 for including me in their list of 50 Global Thought Leaders and Influencers on HR 2023.
• Bart Bolger for posting about Excellence in People Analytics – and for hosting me at the TomTom office in Amsterdam on the eve of People Analytics World.
• Shannon Davis for also including Excellence in People Analytics as one of the books she is reading at the moment (see here).
• HR University for including Excellence in People Analytics in their list of 10 People Analytics books.
• Nick Lynn for including this newsletter (the Data Driven HR Monthly) in his excellent list of newsletters to subscribe to. I can heartily recommend Nick’s own newsletter – The EX Leadership Newsletter.
• Jay Polaki?? and the team at HR Geckos? for including the Digital HR Leaders podcast as one of six HR podcasts to tune into.
• Linh Grethe for also including the Digital HR Leaders podcast in her collection of resources for HR professionals.
• Aon HR Learning Center for including me as one of five HR influencers to follow along with Meghan M. Biro, Gautam Ghosh, Tim Sackett, SPHR, SCP, and Josh Bersin.
• Simanta Mohanty for highlighting me on India’s Teachers Day on his list of people to learn from on LinkedIn.
• Thanks also to Ramesh Ranjan for including me on his list of people to learn from on LinkedIn, also as part of India’s Teachers Day.

______________________________________________________________

ABOUT THE AUTHOR

David Green ?????is a globally respected author, speaker, conference chair, and executive consultant on people analytics, data-driven HR and the future of work.?As Managing Partner and Executive Director at?Insight222, he has overall responsibility for the delivery of the Insight222 People Analytics Program, which supports the advancement of people analytics in over 90 global organisations.?Prior to co-founding Insight222, David accumulated over 20 years experience in the human resources and people analytics fields, including as Global Director of People Analytics Solutions at IBM. As such, David has extensive experience in helping organisations increase value, impact and focus from the wise and ethical use of people analytics.?David also hosts the?Digital HR Leaders Podcast?and is an instructor for Insight222's?myHRfuture Academy. His book, co-authored with Jonathan Ferrar,?Excellence in People Analytics: How to use Workforce Data to Create Business Value?was published in the summer of 2021.

SEE ME AT THESE EVENTS

I'll be speaking about people analytics, the future of work, and data driven HR at a number of upcoming events in 2023:

• 17-18 October -?UNLEASH World?(Paris)
• 24 October - 29th Human Capital Congress 2023 (Lima - Virtual)
• 30 October - 1st People Analytics Conference Korea (Seoul - Virtual)
• 14-16 November - Workday Rising EMEA (Barcelona)
• 30 November - Indeed FutureWorks (Bengaluru)

More events will be added as they are confirmed.

?

?