Willis Jensen’s Post

In our latest post, we explore the critical challenge of using people analytics strategically - and what steps People leaders should be taking https://lnkd.in/eXFknqyQ

To foster a culture of support, growth, trust, and collaboration, here are a few strategies organizations might consider: 1. Implement More Modern Leadership Models: Agility + adaptability, sustainability + ethical stewardship, collaboration + visionary thinking, continuous learning + development, mental toughness + transparent communication are at the core of most successful modern leadership models. 2. Make Data Holistic and Improve Leadership Analytics: Data can be used to understand where a company and its employees are in respect to the critical components of modern leadership. 3. Communicate and Commit to Transparency: This involves not only protecting employee privacy but also ensuring that data collection and analysis are conducted with the consent and understanding of those involved. 4. Emphasize Empathy and Ethical Actions + Practices: By promoting a culture that values empathy and ethical leadership, companies can ensure that people analytics serves to enhance understanding and support among employees rather than creating a surveillance state. #PeopleAnalytics #HRReporting #HRData

Unlocking the Future of Work with a Hidden Gem: People Analytics in Organizational Design. Imagine an organization where every decision, from hiring to restructuring, is backed by data. Not financial data, not sales data, but people data. That’s where the future of work is headed, and it’s a journey powered by people analytics. Organizational design isn’t just about the structure on paper; it’s about understanding the intricate web of human interactions that drive success. People analytics offers a lens to see beyond traditional metrics, uncovering insights into collaboration patterns, team dynamics, and the hidden potential within your workforce. The magic happens when this data is not just collected, but strategically applied. It’s about predicting outcomes, not just reacting to them. From identifying skills gaps to fostering innovation, the possibilities are endless. But the real question is, how do we harness this power effectively? Leaders must become data-savvy, not just in interpreting numbers but in integrating this knowledge into the very fabric of their organizational design strategies. It’s a shift from gut feeling to informed decision-making. Ready to transform your organization with people analytics? The first step is to start the conversation. Share your thoughts on how data-driven insights can reshape the future of organizational design. Full article: https://lnkd.in/gFhCXP3B

🌟 Transforming with People Analytics: Insights from a Must-Read HBR Article 🌟 I recently read a fascinating article from Harvard Business Review on the transformative power of people analytics titled "How People Analytics Can Help You Change Process, Culture, and Strategy." The insights shared really resonate with the approach we take at Human Business Intelligence. The story highlighted how a global CPG company used data to uncover unexpected efficiencies and how another team used it to foster a more engaging management culture. They validate what I've experienced in my own practice: that real transformation starts with understanding the complexities of human behavior. In our work at Human Business Intelligence, we use people analytics to peel back the layers of everyday processes and interactions, often lost in data. We look for the stories behind the numbers, which can reveal where changes are needed or where a new approach could enhance both employee satisfaction and business outcomes. It's about making data actionable but keeping the human element central. Reading about how other organisations apply these principles reminds me of the potential we have to shape adaptable, thriving work cultures through informed, strategic decisions. 🔗 Curious about integrating people analytics into your strategic processes? I’d love to share more about how we do it at Human Business Intelligence and learn about your experiences too. #PeopleAnalytics #OrganisationalChange #HBR #HumanCentredDesign #Leadership

Comprehensive performance metrics wield a threefold impact that reverberates across organizational strategies, accountability frameworks, and targeted improvement initiatives. Firstly, these metrics serve as the cornerstone of strategic analysis, offering invaluable insights into the effectiveness of current approaches and guiding future decision-making. By meticulously tracking key performance indicators (KPIs) across various facets of operations, businesses gain a holistic understanding of their strengths, weaknesses, and opportunities, enabling them to align resources and initiatives with overarching goals. Secondly, comprehensive metrics foster a culture of accountability within organizations, empowering teams to take ownership of their responsibilities and outcomes. By establishing clear performance benchmarks and expectations, these metrics create a transparent framework for evaluating individual and collective contributions, driving a sense of responsibility and commitment to achieving shared objectives. Moreover, the third impact of comprehensive performance metrics lies in their ability to fuel targeted improvement efforts. Armed with granular insights derived from detailed performance data, organizations can identify specific areas for enhancement and implement tailored strategies to drive progress. Whether it involves refining processes, enhancing employee skills, or optimizing resource allocation, this targeted approach enables businesses to maximize efficiency and effectiveness while minimizing wasted efforts and resources. Ultimately, by harnessing the threefold impact of comprehensive performance metrics, organizations can enhance their strategic agility, foster a culture of accountability, and continuously strive for excellence in pursuit of their goals. #comprehensiveperformancetesting #strategicanalysis #accountability #targetedimprovement #comprehensivemetrics #needs #performancemetrics #metricstracking #datadrivendecisions #performancemanagement #businessanalytics #realtimedataanalysis #livedata #dateinformation #responsiveness #decisionmaking #datastreaming #datavisualization #finland #helsinki #deeplance #canada #usa

Overcoming Underutilization: Why Organizations Struggle to Maximize the Value of Tools and Platforms Underutilization of tools and platforms in organizations is a common challenge, and more often than not the reasons are seen to be due to: 1. Lack of Training and Awareness: Employees may not be fully trained on how to use the tools effectively or may not even be aware of all the features the tools offer. 2. Lack of Alignment with Business Needs: Tools may not be tailored to meet specific business requirements or might not align well with the organization's processes, resulting in employees finding workarounds. 3. Poor Implementation and Integration: If tools aren’t properly integrated into existing workflows or the implementation is poorly managed, employees might see them as a burden rather than an enabler. 4. Leadership and Culture: If leadership doesn’t emphasize or encourage the use of these tools, employees may not see the value or importance of adopting them. 5. Data Silos: In some cases, different tools aren’t well-integrated, creating data silos that reduce the overall effectiveness and utilization of the platforms. For tools to be fully utilized, organizations need a strong focus on user training, leadership buy-in, proper integration with business processes, and fostering a culture that encourages and supports the adoption of new technologies. #DigitalTransformation #TechnologyAdoption #BusinessTools #EmployeeEngagement #ChangeManagement #TechUtilization #ProcessImprovement #Innovation #Leadership #BusinessEfficiency

The article from MIT Sloan discusses six strategies to help employees embrace data-driven initiatives. It emphasizes the importance of change management, understanding employees' resistance to change, modeling positive behavior, and providing clear communication... https://lnkd.in/gm5Bx-z8 #datadriveninitiatives #changemanagement #organizationalchange #mitsloan

Why do you work? On the 27th of August I’m giving a webinar where I will introduce the concept of meaning in/at work as an answer to that question. We will discuss how the role of work has changed over the last 100 years, and what that means for employees, and finally what you can do to make this an opportunity instead of a risk.  I hope to see you there.

Ever felt overwhelmed by the gap between collecting insights and actual implementation? 😵💫 You're not alone. The leap from data collection to actionable change is a chasm many organizations can't seem to bridge. It's not just about gathering insights; it's about transforming them into a force that drives your business forward.🚀 Why is this crucial? In a world that moves at breakneck speed, the ability to rapidly adapt and evolve is crucial. Yet, the path from insight to implementation is fraught with obstacles. Misalignment, resistance to change, and the sheer volume of data can make it feel like an uphill battle. But imagine a world where your team rallies around insights, turning them into actions that propel your business into its next chapter of growth. 🌱 Sounds inspiring, right? Our latest zweikern blog post, Transfer Efforts: From Data to Implementation, not only delves into this challenge but also lights the way forward. We unveil five cornerstone that are game-changers in ensuring your workshop and survey findings don't just end up as another report on the shelf but become the bedrock of your development efforts.💡 Ready to turn your insights into action? Dive into our post and let's bridge that gap. Together. Share your challenges and success factors with us in the comments below.💬👇 #InsightsToAction #BusinessGrowth #ChangeManagement English version: https://lnkd.in/eu9xCBmF German version: https://lnkd.in/ecDJxyX3