HR Directors - 1200 HR Directors through The GC Index lens.
The GC Index
The world's first Organimetric empowering organisations to drive performance.
The GC Index is providing organisations with unprecedented data, enabling better decision-making about how individuals contribute to their roles, teams, projects, and processes.
This data is increasingly valuable at a Big Data level, offering insights and benchmarking across sectors, geographies, gender, role levels, and company sizes. Notably, we are also conducting research into the correlation between GC Index Big Data and factors such as neurodiversity and unemployment.
For example, below is an aggregated GC Index Profile of 1,200 HR Directors, offering a snapshot of the energy impact of HR leadership today.
GC Partner People & Transformational HR Ltd , who deliver innovative and transformational work solutions, HR, organisation design, and learning products immediately recognised the implications of this data for the future of HR leadership.
GCologist Maddy Woodman from PTHR connected this data to her view that:?
"Traditional HR models just aren’t cutting it anymore." Maddy states, "The world of work is changing faster than ever... Enter HR 3.0—a fresh, dynamic approach focused on making HR more adaptable, innovative, and human-centred. It unites everyone in the People sphere, breaking down silos between L&D, HR BP-ing, and Recruitment, because, ultimately, we’re all striving to create a workplace where people can thrive."
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"At PTHR, The GC Index is our tool of choice for this! By identifying how different people make an impact—whether they’re big-picture ‘Strategists,’ hands-on ‘Implementers,’ or visionary ‘Game Changers’, we can better align our collective efforts with the goals of HR 3.0."
You can read more about Maddy’s insights in a piece she wrote here?(6) Post | Feed | LinkedIn
GCologist Perry Timms, consistently recognised as one of the most influential thinkers in HR, commented on this GC Index Big Data:
"This important research from our partners and friends at The GC Index, as highlighted in Maddy's observations, shows that, among over 1,000 senior HR leaders, there is a strong focus on Strategist and Implementer proclivities, but less on Game Changer energies. While a strong emphasis on strategy (alignment, clarity) and implementation (action, delivery) has been necessary to establish stability and a solid foundation, this will remain important."
"However, as we face increasing uncertainty, AI and automation challenges, skills gaps, ageing populations, burnout, sociopolitical unrest, inequality, and a planet in need of repair, we must also enhance our Game Changer energies and application."
You can read more about Perry's thoughts here?(6) Post | Feed | LinkedIn
This is just the tip of the iceberg when it comes to what we can do with The GC Index Big Data and real world applications.?
Chief Energy Officer and Founder: People & Transformational HR Ltd - a self-managed Certified B Corporation
6 个月Thanks for the inclusion in this but more so, the dive into the data and what it tells us might be going on in the People Profession. It's fascinating that - at a time when arguably we've never needed more emergent thinking than the present cluster of work-related challenges - we see how strategy and implementing are still the HR "signature" energies. So with that, let's get more Game Changing in the mix and, as I keep saying, be AI - Audaciously Imaginative. There's impact to have out there, and all five proclivities in the GC Index need to come into play. But that Game Changer quotient is needed to unleash hitherto untapped value, creativity, and inclusion.
Chief Polisher @TheGCIndex & @TheYoungPeopleIndex ?????????? Co-Author of Coaching Me, Coaching You - Business Ambassador for Ambitious About Autism
6 个月??????????