Big Data Needs Clear Communicators

It's always been about getting your point across. Managers who can quantify processes and events, then make decisions based on data analysis, are increasingly valuable to businesses today. Media channels are buzzing with talk about Big Data and how organizations are swimming in information but are clearly struggling with what to do with it and how to use it strategically. While it may not be your job to analyze data, if you are in management - it is your job to effectively communicate it.

Tom Davenport, Harvard Business Review, writes "Never make the mistake of assuming the results will speak for themselves." In his blog post, Data is Worthless if You Don't Communicate It - a simple framework for communication is suggested by George Roumeliotis, Inuit Head of Data Science Group.

1. My understanding of the business problem
2. How I will measure the business impact
3. What data is available
4. The initial solution hypothesis
5. The solution
6. The business impact of the solution

We have so many choices today on how to present information, and in addition to those 6 simple steps, it is important to think about visual impact and how to clearly present your findings. A noteworthy trend, though certainly not a new idea, is the use of Infographics, which take data/statistics and use symbols and other graphic elements to tell a story.

Here is an Infographic to explain what an Infographic is! Next blog post we'll look at some tools businesses use to convey data this way.

What is an infographic? infographic by Hot Butter Studio.

HireQuality provides Recruitment, Talent Management, and Management Coaching services to meet your organizations needs. Call us at 416.413.1177 or visit our website for more information.

Quality of Hire is the Primary Metric - Tips to Improve your Talent Management Score

Corporations face a myriad of pressing issues, from competitive threats to risk management, debt to the regulatory environment, but a recent comprehensive survey by Harvard Business Review, of over 1,000 board members around the globe, found that a corporations single greatest strategic challenge is talent management.

 

The survey, conducted in partnership with WomenCorporateDirectors and Heidrick & Struggles, rated nine dimensions of talent management: attracting top talent; hiring top talent; assessing talent; developing talent; rewarding talent; retaining talent; firing; aligning talent strategy with business strategy; and leveraging workforce diversity.

 

Although the survey identified that talent management is now top of mind, most organizations gave themselves a failing grade.

 

Lou Adler, Author of Hire with Your Head, offers 8 tips to improve your organization's talent management score in his recent blog post.

 

1.) develop a talent acquisition strategy, that is understood, supported, and tracked
2.) include performance measures for how well a manager improves their team
3.) increase management input into hiring decisions
4.) recognize different approaches are necessary depending on scarcity of talent for a position
5.) workforce planning expands the view 2-3 quarters ahead
6.) quality of hire is the primary metric, not speed or low cost
7.) hire the best person available, not the best person who applied - involve a skilled recruiter
8.) offer career opportunities - make sure you communicate this in the job description

 

HireQuality provides Recruitment, Talent Management, and Management Coaching services to meet your organizations needs. Call us at 416.413.1177 or visit our website for more information.

Building Trust in Your Organization - 5 Key Points

Is the trust level high or at low ebb in your business or organization?  Companies scoring high on the employee trust grid exhibit these four traits, according to a recent survey conducted by the Human Capital Institute and Interaction Associates, a survey of 300 organizations and 440 participants:

1.) companies with effective leadership had high levels of confidence in their ability to weather the economic crisis
2.) High-trust companies were more likely to effectively communicate values and ethics
3.) these companies were more collaborative, entrepreneurial and innovative
4.) High levels of trust correlated with shared responsibility for success and accountability for self

High-trust organizations were better aligned for financial success. Increasing levels of trust is a strategy for talent management, creating a positive workplace that engages employees.

“As the economy gains traction, employees may feel more confident leaving their positions for better employment opportunities. To retain key employees, leaders must take care to create an innovative, productive, and desirable place to work.” Linda Stewart, President and CEO, Interaction Associates

The 2012 survey found that High Performance Organizations named talent management in the top three business priorities, along with revenue/profit growth, and customer loyalty.

What can an organization do to improve the level of trust in their workplace?

The report identified five areas to focus on;

1.) Leader Confidence - maintaining a trustful organizational culture begins with leadership.  Leaders who are realistic about their organizations growth and potential are better positioned to earn the trust of employees.
2.) Clarity and Consistency - consistent strategy and clearly defined goals contribute to a collaborative environment and this builds trust.
3.) Shared Responsibility for Success - create a culture that embraces shared responsibility for success and shared commitment across the organization.
4.) From Engagement to Involvement - improve employee attitude and action, build involvement level, encourage employees to focus on we instead of me.
5.) Focus on Relationships - HPO's gave a high priority to customer loyalty and the attraction deployment and development of talent.

To download the survey, Building Trust in Business 2012, How Top Companies Leverage Trust, Leadership, and Collaboration, you will need to create a login to the Human Capital Institute.

HireQuality provides Recruitment, Talent Management, and Management Coaching services to meet your organizations needs. Call us at 416.413.1177 or visit our website for more information.