Decoding Organizational DNA
Decoding Organizational DNA
Businesses are increasingly opening up to a rich new source of growth: vast amounts of data on work and the workforce that have the power to unlock the true potential of their people. This new data can unleash higher levels of business performance—including greater agility, productivity, and innovation—and can improve the lives of employees. Bringing advanced analytics capabilities to people decisions in an organization is crucial to driving lasting and effective change.
- 92% of employees are open to the collection of data on them and their work in exchange for an improvement in their productivity, their wellbeing or other benefits. (Source: Accenture)
- 57% of employees say that the use of workplace data will improve their lives and business performance. (Source: McKinsey)
Collecting data is relatively easy. Analyzing people data- what I refer to as ‘decoding organizational DNA’ and then applying that data to business issues takes expertise. Yet perhaps the most important aspect of success is trust. The organization needs to build trust with the workforce that the data collected will be used appropriately. I can help your organization build that trust just as I have in any number of other organizations.
Mining the asset that is the data of your workforce is good for business and good for the employees of the business.
Let’s start a conversation about how we can leverage the organizational DNA of your company.
Please use the contact form or call me at 724.612.0020.
Here are 3 levels on which I think and apply organizational data:
- Data about individual leaders within the organization:
The starting point. Nothing happens without this step. Individual data is collected about each leader (and employee). This captures a leaders’ beliefs, behaviors, and practices in multiple dimensions that will exert real impact on their people, and, in turn, the business. This is a critical input to understanding and evaluating the impact of investments in talent.
The individual data can easily be connected to other tools you are using for individual development such as 360 evaluations. - Data about employee experience and engagement:
How do employees feel about their organizations’ overall culture and senior leadership? Do employees feel that they have the tools and resources to do their jobs effectively? Do they feel that the conversational space is open for connected and candid conversations? Do they feel safe taking calculated risks? What are their attitudes about their organization’s internal communications? These are questions related to how employees experience their organizations. This data is accumulated internally, and externally by the use of assessment tools. - Data about business outcomes:
What does your organization consider to be their most important metric or metrics? While specific metrics vary by industry, some outcomes, such as increasing gross and net revenues, operating income, and market share, while reducing turnover and other costs, are fairly common. Most of the business outcome data is collected by the organization itself.
My assessment tool of choice for step 1 is the Birkman Method as no other instrument has such depth and breadth. For over 20 years and for the thousands of profiles I’ve reviewed people universally are ‘blown away’ with the level and degree of insight. Despite all of the studies that support the validity and reliability of this instrument, it is all of the individual sessions I’ve conducted that give me so much confidence in this tool.
90,000,000+ data points and multiple dimensionality.
One assessment, 30 minutes, a lifetime of applications.