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Leadership: Humor is Serious - 6 tips for Leaders

Leadership: Humor is Serious - 6 tips for Leaders | leadership 3.0 | Scoop.it
Research on Leadership show that people appreciate leaders who have fun and work hard to get the job done.

Via Dr. Susan Bainbridge
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Kimberly (Pope) Kindred's curator insight, June 19, 2013 7:55 PM

Interesting read. Do you value humor in your leaders? As a leader, is it important to incorporate humor with interactions with colleagues? Something to think about...

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Invitación Vídeo Tour Campus UAPNL - Certificación Internacional en PNL por la AUNLP (R) & +Lead-Map (c)

Invitación Vídeo Tour Campus UAPNL - Certificación Internacional en PNL por la AUNLP (R) & +Lead-Map (c) | leadership 3.0 | Scoop.it
Vídeo-Tour 100% GRATIS por CAMPUS UAPNL  Acompáñame DENTRO del CAMPUS y comprueba la CALIDAD de nuestros PROGRAMAS  Obtén tu CERTIFICACIÓN en PNL, fácil y
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Vídeo Tour 100% GRATUITO por el CAMPUS UAPNL. Acompáñame DENTRO del CAMPUS y comprueba la CALIDAD de nuestros PROGRAMAS: http://www.uapnl.com/invitacion-video-tour-campus-uapnl/

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Against Willpower - Issue 45: Power - Nautilus

Against Willpower - Issue 45: Power - Nautilus | leadership 3.0 | Scoop.it
Thomas1 was a highly successful and mild-mannered lawyer who was worried about his drinking. When he came to see me at my psychotherapy practice, his wine intake had crept up to six or seven glasses a night, and he was starting to hide it from his family and to feel the effects at work. We discussed treatment strategies and made an appointment to meet again. But when he returned two weeks later, he was despondent: His drinking was totally unchanged.

“I just couldn’t cut back. I guess I just don’t have the willpower.”

Another patient of mine, John, also initially came to me for help with drinking. At our first meeting, we talked about moderation-based approaches and setting a healthier limit. But one month later, he came back to my office declaring that he had changed his mind and made peace with his drinking habits. Sure, his wife wasn’t always thrilled with how much he drank, he told me, and occasionally the hangovers were pretty bad, but his relationship was still fairly solid and drinking didn’t cause any truly significant problems in his life.

Via Wildcat2030
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10 Dumb Rules That Make Your Best People Want to Quit

10 Dumb Rules That Make Your Best People Want to Quit | leadership 3.0 | Scoop.it
Too many workplaces create rule-driven cultures that may keep management feeling like things are under control, but they squelch creativity and reinforce the ordinary.
The more rules, the less passion — which means less motivation.
The more rules, the less excitement — which means less powerful performance.
The more rules, the less enthusiasm — which means lower profits.
Faced with a rule-driven culture, the best employees — the most talented and hard working — are usually the first to go, because they’re in high demand and have more opportunity than most.
What’s left is a pool of people who are mediocre at what they do, willing to compromise their standards, and in it mostly for the paycheck.
And if you have mediocre people doing mediocre work, you are going to have a mediocre company.

Via David Hain
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10 Dumb Rules That Make Your Best People Want to Quit
 
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David Hain's curator insight, February 6, 5:50 AM

Are the rules in your organisation working in favour of developing capability? Or are they driving some of the best away?

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The Next Big Blue-Collar Job Is Coding

The Next Big Blue-Collar Job Is Coding | leadership 3.0 | Scoop.it
WHEN I ASK people to picture a coder, they usually imagine someone like Mark Zuckerberg: a hoodied college dropout who builds an app in a feverish 72-hour programming jag—with the goal of getting insanely rich and, as they say, “changing the world.”

But this Silicon Valley stereotype isn’t even geographically accurate. The Valley employs only 8 percent of the nation’s coders. All the other millions? They’re more like Devon, a programmer I met who helps maintain a ­security-software service in Portland, Oregon. He isn’t going to get fabulously rich, but his job is stable and rewarding: It’s 40 hours a week, well paid, and intellectually challenging. “My dad was a blue-­collar guy,” he tells me—and in many ways, Devon is too.

Via Trudy Raymakers
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Biohacking the Organization

Biohacking the Organization | leadership 3.0 | Scoop.it
We live in the marketing age of all things natural, organic, and sustainable. Some astute observers are turning to the natural world for examples of practices that allow human beings to work together effectively in the age of the self-managed organization.

Ken Thompson’s book Bioteams: High Performance Teams Based on Natures Most Successful Designs describes how to create high performance teams based on examples found in the natural world. As he notes in the first chapter, “after [nature’s] 3.8 billion years of research and development, failures are fossils, and what surrounds us is the secret to survival. Like the viceroy butterfly imitating the monarch, we humans are imitating the best and brightest organisms in our habitat.”

Via David Hain
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David Hain's curator insight, February 15, 4:40 AM

Bioteaming - sounds weird, but makes sense when you read the  article!

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How Firms Are Creating Employee Experiences to Attract Top Talent 

How Firms Are Creating Employee Experiences to Attract Top Talent  | leadership 3.0 | Scoop.it
The big questions in this discussion center less on why leaders need to prioritize employee experiences and grow employer brand equities, and more on how. How do leaders build an employee experience so exciting that people come to work from day one engaged and ready to give their all? How do leaders sustain that experience and help their cultures thrive over time, so their brands, businesses and customers thrive too? How do leaders create a meaningful experience that leaves people feeling happy and positive, especially when it’s time for them to leave?

In the key takeaways and recommendations from its 2016 Global Workforce Study, Willis Towers Watson provided its answer to the how question: Businesses looking to increase engagement should begin offering their workforces more valuable “consumer-like experiences.”

Via David Hain
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David Hain's curator insight, February 17, 3:02 AM

We spend so much time at work. It makes sense to give people experiences that maximise the value of that to them...

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Curso de Storytelling - Descubre el mejor Curso de Storytelling Online

Curso de Storytelling Online - https://www.udemy.com/storytelling-para-presentaciones/ Bienvenid@ al Curso de Storytelling Online para Presentaciones
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Curso de Storytelling - "Aperitivo" del Curso de Storytelling en Udemy

Inscríbete ahora aquí: https://www.udemy.com/storytelling-para-presentaciones/ En este breve, pero sustancioso, aperitivo del Curso de Storytelling Onlin
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Curso de Storytelling Online - Bucles Anidados - Curso de Storytelling Online para Presentaciones

Inscripción en: https://www.udemy.com/storytelling-para-presentaciones/ En este vídeo del Curso de Storytelling Online para Presentaciones, vemos la Técnic
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Nuevo Curso Online: Storytelling para Presentaciones - Información e Inscripciones
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Rescooped by Jose Luis Yañez from Coaching Leaders
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A Coaching Culture Conversation Checklist for Smart A Coaching Culture Conversation Checklist for Smart ManagersManagers

A Coaching Culture Conversation Checklist for Smart A Coaching Culture Conversation Checklist for Smart ManagersManagers | leadership 3.0 | Scoop.it
In spite of learning coaching skills, many managers struggle to have effective coaching conversations that lead to insights and change. A checklist for coaching conversations can help.

Zenger and Stinnett suggest using the FUEL model in The Extraordinary Coach:

F = Frame the Conversation. Set the context by agreeing on the discussion's purpose, process, and desired outcome.
U = Understand the Current State. Explore the current state from the coachee's point of view. Expand the coachee's awareness of the situation to determine the real coaching issue.
E = Explore the Desired State. Help the coachee to articulate a vision of success in this scenario. Explore multiple alternative paths before prioritizing methods of achieving this vision.
L = Lay Out a Success Plan. Identify the specific, time-bounded action steps to be taken to achieve the desired results. Determine milestones for follow-up and accountability.

Via David Hain
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David Hain's curator insight, September 9, 2016 4:28 AM

Want to develop a coaching culture? Then FUEL up!

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8 Things Employees Desperately Wish Managers Would Do More

8 Things Employees Desperately Wish Managers Would Do More | leadership 3.0 | Scoop.it
The gulf between manager and employee can often seem impossibly wide. Yet employees in these situations rarely feel empowered to offer criticism (even constructive criticism) to their superiors at work. But what would they say if they could?

TINYPulse asked 1,000 workers what they would change about their managers, and many of the answers came down to interpersonal skills.  Unfortunately, people are often promoted based on their hard skills rather than soft skills.

Via David Hain
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David Hain's curator insight, September 12, 2016 5:00 AM

These behaviours are what your people really want from you!

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Sink or Swim: Setting First-time Leaders Up for Success

Sink or Swim: Setting First-time Leaders Up for Success | leadership 3.0 | Scoop.it
What are you doing in your organization to help your new leaders rise to the challenge, find success, and blossom into the catalyst leaders you need them to be?

While you might be doing a lot, the best answer is always “not enough.” No leader is ever a finished product. And even when leaders become proficient, the environment in which they operate will more than likely change, creating a new set of expectations and critical skills to be developed.

New leaders need extra care, support and empathy. These things are what determine whether or not a new leader will unceremoniously sink or swimmingly succeed.

Via David Hain
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Sink or Swim: Setting First-time Leaders Up for Success
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David Hain's curator insight, September 13, 2016 5:30 AM

Only 11% of leaders groomed for their role through development programmes! Shame...and shortsighted!

Rescooped by Jose Luis Yañez from Positive futures
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Accepting These 6 Painful Truths Will Make You a Better Leader

Accepting These 6 Painful Truths Will Make You a Better Leader | leadership 3.0 | Scoop.it
The real truth is that although leaders experience many joyful moments, there are these moments of disappointment as well.

Via David Hain
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Accepting These 6 Painful Truths Will Make You a Better Leader
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David Hain's curator insight, July 23, 2016 2:05 AM

Some useful reality checks about how leadership really is...

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Cognitive bias cheat sheet

Cognitive bias cheat sheet | leadership 3.0 | Scoop.it
I’ve spent many years referencing Wikipedia’s list of cognitive biases whenever I have a hunch that a certain type of thinking is an official bias but I can’t recall the name or details. It’s been an…

Via Ana Cristina Pratas, Deanna Mascle, Lynnette Van Dyke, Philippe Vallat
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Cognitive bias cheat sheet
 
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Finding hidden leaders | McKinsey & Company

Finding hidden leaders | McKinsey & Company | leadership 3.0 | Scoop.it
Organizations should learn to hunt, fish, and trawl for the best talent.

Via David Hain
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Finding hidden leaders | McKinsey & Company
 
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David Hain's curator insight, February 3, 2:24 AM

Are you turning over the stones throughout your organisation? You may be surprised about the talent you will find...!

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A Learning Secret: Don’t Take Notes with a Laptop

A Learning Secret: Don’t Take Notes with a Laptop | leadership 3.0 | Scoop.it

When students take notes using laptops they tend to take notes verbatim, writing down every last word uttered by their professor.
Obviously it is advantageous to draft more complete notes that precisely capture the course content and allow for a verbatim review of the material at a later date.  Only it isn’t. 

 

New research by Pam Mueller and Daniel Oppenheimer demonstrates that students who write out their notes on paper actually learn more.  Across three experiments, Mueller and Oppenheimer had students take notes in a classroom setting and then tested students on their memory for factual detail, their conceptual understanding of the material, and their ability to synthesize and generalize the information.  Half of the students were instructed to take notes with a laptop, and the other half were instructed to write the notes out by hand.  As in other studies, students who used laptops took more notes. 

 

In each study, however, those who wrote out their notes by hand had a stronger conceptual understanding and were more successful in applying and integrating the material than those who used took notes with their laptops.


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David Hain's curator insight, February 6, 6:00 AM

Students - and anyone who undertakes diagnostic interviewing -  should read this insightful piece on how to take notes more effectively.

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Tribal Leadership: The Key To Building Great Teams

Tribal Leadership: The Key To Building Great Teams | leadership 3.0 | Scoop.it
Have you ever wondered about internal organization dynamics and why some groups of people (who aren't on the same team) are more successful than others? Why different “tribes” inside the organization seem to be at war with one another lowering performance in increasing politics? Why certain groups of people never seem to do anything? Or why its hard to move into the next level? Read on.

Via David Hain, JLAndrianarisoa
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David Hain's curator insight, February 13, 5:45 AM

How to develop and lever up the tribes in your organisation! A very useful view of org. dynamics.

Daniel Tremblay's curator insight, February 13, 11:43 AM
Interessante façon de lire notre environnement interne ...
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This is how you should think about culture if you want to be ready for the future of work 

This is how you should think about culture if you want to be ready for the future of work  | leadership 3.0 | Scoop.it
It all sounds rather wonderful, doesn't it? Pick a scientifically designed culture that's been empirically proven to work by management researchers and consultants (Peters, Waterman, Deal and Kennedy researched over a hundred organisations - since augmented by thousands more case studies), implement it, and watch your company blossom before your eyes.

There's only one teeny-weeny problem. From an anthropological and sociological perspective (you know, the social sciences that actually research culture and society), the idea of a designed culture is absurd.

Via David Hain
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This is how you should think about culture if you want to be ready for the future of work
 
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David Hain's curator insight, February 16, 11:00 AM

The importance of deviance and difference in a healthy culture. Forget the identikit cloning!

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150+ Educational Websites For Lifelong Learners 

150+ Educational Websites For Lifelong Learners  | leadership 3.0 | Scoop.it
If you are anything like me, you have discovered that the higher the level of traditional education you reach the more you are forced to specialize. And by the time people start doing research they have dedicated all their learning to a tiny niche.
For most of us, this is not useful. We need to (and let’s face it, want to) collect knowledge from a broad spectrum of subjects. Educational variety helps us make interesting connections and learn more deeply. Everlearning lets you add more and more value to your life both personally and professional in terms of career options.
This list is a curated collection of both free and premium learning resources, more free than premium, and all the free resources have been marked with an *.

Via David Hain
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150+ Educational Websites For Lifelong Learners
 
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David Hain's curator insight, February 17, 4:07 AM

Lifelong learners -some shortcuts!

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Curso de Storytelling Presentacion y Objetivos del Curso de Curso de Storytelling

Inscripción en: https://www.udemy.com/storytelling-para-presentaciones/ Presentación del Curso de Storytelling Online para Presentaciones. En este video
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Curso de Storytelling Presentacion y Objetivos del Curso de Curso de Storytelling
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Curso de Storytelling ¿Por qué un Curso de Storytelling? ¿Qué aprenderé?

Inscríbete ahora aquí: https://www.udemy.com/storytelling-para-presentaciones/ En este vídeo de introducción al Curso de Storytelling para Presentacione
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Curso de Storytelling ¿Por qué un Curso de Storytelling? ¿Qué aprenderé?
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The ‘Adaptable Leader’ is the New Holy Grail — Become One, Hire One

The ‘Adaptable Leader’ is the New Holy Grail — Become One, Hire One | leadership 3.0 | Scoop.it
The Mind of the Constant Learner

There are three distinct mindsets that allow new employees and leaders to become constant learners: the Gamer Mindset, the Beginner Mindset, and the Growth Mindset. Knowing all three can provide a framework that throws your personal switch to “LEARN” when you need to rapidly adapt and get to work.

Via David Hain
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The ‘Adaptable Leader’ is the New Holy Grail — Become One, Hire One
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David Hain's curator insight, September 7, 2016 5:15 AM

Great article on mindsets for success - and when to adopt them!

Ron McIntyre's curator insight, September 7, 2016 10:23 AM

Understanding the role of flexibility in leadership, without violating your personal values,  is critical to success.

Jerry Busone's curator insight, September 11, 2016 9:04 AM

The adaptable leader also called the "Off the Bench" leader 

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Google DeepMind's AI can mimic realistic human speech

Google DeepMind's AI can mimic realistic human speech | leadership 3.0 | Scoop.it

It's still pretty easy to tell whether it's a real person who's talking or a text-to-speech program. But there might come a time when a robot could dupe you into thinking that you're speaking with a real person, thanks to a new AI called WaveNet developed by Google's DeepMind team. They have a pretty good track record when it comes to building neural networks -- you probably know them as the folks who created AlphaGo, the AI that defeated one of the world's best Go players.

Currently, developers use one of two methods to create speech programs. One involves using a large collection of words and speech fragments spoken by a single person, which makes sounds and intonations hard to manipulate. The other forms words electronically, depending on how they're supposed to sound


Via Trudy Raymakers
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Google DeepMind's AI can mimic realistic human speech
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Strategic decisions: When can you trust your gut? | McKinsey & Company

Strategic decisions: When can you trust your gut? | McKinsey & Company | leadership 3.0 | Scoop.it
Gary Klein: The premortem technique is a sneaky way to get people to do contrarian, devil’s advocate thinking without encountering resistance. If a project goes poorly, there will be a lessons-learned session that looks at what went wrong and why the project failed—like a medical postmortem. Why don’t we do that up front? Before a project starts, we should say, “We’re looking in a crystal ball, and this project has failed; it’s a fiasco. Now, everybody, take two minutes and write down all the reasons why you think the project failed.”

The logic is that instead of showing people that you are smart because you can come up with a good plan, you show you’re smart by thinking of insightful reasons why this project might go south. If you make it part of your corporate culture, then you create an interesting competition: “I want to come up with some possible problem that other people haven’t even thought of.” The whole dynamic changes from trying to avoid anything that might disrupt harmony to trying to surface potential problems.

Daniel Kahneman: The premortem is a great idea. I mentioned it at Davos—giving full credit to Gary—and the chairman of a large corporation said it was worth coming to Davos for. The beauty of the premortem is that it is very easy to do. My guess is that, in general, doing a premortem on a plan that is about to be adopted won’t cause it to be abandoned. But it will probably be tweaked in ways that everybody will recognize as beneficial. So the premortem is a low-cost, high-payoff kind of thing.

Via David Hain
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Strategic decisions: When can you trust your gut? | McKinsey & Company
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David Hain's curator insight, September 12, 2016 5:11 AM

Don't wait for it to go wrong, agree 2 great decision strategists. Use the premortem technique!

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The Connection Between Employee Trust and Financial Performance

The Connection Between Employee Trust and Financial Performance | leadership 3.0 | Scoop.it
A building surrounded by razor wire. A guard tower looming over the perimeter. Weeds and overgrowth flanking the grim exterior. Inside — drab colors, peeling paint, and dead plants decaying in the common areas. Was this a prison? No. This was the headquarters of Campbell Soup Company when one of us, Doug Conant, took the reins as CEO in 2001.

Was this a deliberate attempt to imprison employees and stifle their energy? No again. It was a vivid example of organizational leaders neglecting the importance of building trust.  Contrary to popular belief, cultivating a high-trust culture is not a “soft” skill — it’s a hard necessity. Put another way, it’s the foundational element of high-performing organizations.

Doug identified “Inspiring Trust” as his number one mission in his 10-year turnaround of Campbell Soup Company, where his efforts resulted in cumulative shareholder returns in the top tier of the global food industry, and among the highest measured employee engagement levels in the Fortune 500, particularly with his leadership team. While few leaders would argue against the idea that trust is necessary for building elite performance, not nearly enough realize the height of its importance and far too many disregard trust-building as a “soft” or “secondary” competency.

Via David Hain
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The Connection Between Employee Trust and Financial Performance
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David Hain's curator insight, July 19, 2016 5:13 AM

If more evidence was needed (it isn't), a great case study on trust and the bottom line!

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People analytics reveals three things HR may be getting wrong | McKinsey 

People analytics reveals three things HR may be getting wrong | McKinsey  | leadership 3.0 | Scoop.it
Over the past decade, big data analytics has been revolutionizing the way many companies do business. Chief marketing officers track detailed shopping patterns and preferences to predict and inform consumer behavior. Chief financial officers use real-time, forward-looking, integrated analytics to better understand different business lines. And now, chief human-resources officers are starting to deploy predictive talent models that can more effectively—and more rapidly—identify, recruit, develop, and retain the right people. Mapping HR data helps organizations identify current pain points and prioritize future analytics investments (exhibit). Surprisingly, however, the data do not always point in the direction that more seasoned HR officers might expect. Here are three examples.

Via David Hain
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People analytics reveals three things HR may be getting wrong | McKinsey
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David Hain's curator insight, July 23, 2016 2:26 AM

Big data and HR analytics insight. Useful for OD decision making!