To help you stay moving in a positive direction through 2020, we are sharing information and content to help you connect with your team! - Vivo Team
Client Profile: Portage College
As their students and staff are welcomed back today, we are thrilled to tell you more about our client, Portage College, who we received a BRONZE AWARD for Best Team Development Program with at the Brandon Hall Group HCM Excellence Awards!
Executive Team Development helps college weather the 2020 storm.
In 2019, Portage College engaged with Vivo Team to deploy a Team Development Program for their executive team. The President and CEO formed a learning cohort consisting of all deans, managers, and supervisors.
In consultation and partnership with the CEO and VP People, Vivo Team set out a course of action based on the process of people analytics in learning and development. Namely collecting, measuring, analyzing, predicting, prescribing, delivering solutions, and reporting data with the aim to optimize and improve the executive team’s behaviorally-based performance, and ROI in dollars.
73% of respondents said people analytics will be a major priority for their company over the next 5 years. (2020 Global Talent Trends Report, LinkedIn)
People analytics, also referred to as talent or HR analytics, can be broadly defined as a data-driven method of studying people at work – from processes and functions to challenges and opportunities – and using that data to make better decisions and ultimately achieving your business goals.
Focusing specifically on L&D (learning and development), the power of people analytics can be harnessed to analyze how teams and leaders are performing. By gathering the right data you can diagnose, analyze, predict, and prescribe solutions for increasing leader and team efficiency and satisfaction.
Stakeholders, executives, and boards are increasingly relying on data to demonstrate how intangible assets drive business results. People analytics in L&D can be used to clearly demonstrate how human interactions affect behaviors, ROI in dollars, engagement, and productivity.
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What to know more? Check out Dr. Jim Sellner's article:
Four Things You Need to Know About People Analytics in L&D
Dr. Jim Sellner, PhD. DipC. answers questions leadership, motivation, accountability, manager connection, or working on a remote team. Send your questions to: askdrjim@vivoteam.com
K.I.S.S. Your Data
Dr. Jim,
There is so much employee data available now, how do I decide what to focus on? - Connie*
Hi Connie,
I always operate on the principal of K.I.S.S. the data: Keep It Simple, Silly! That means, first of all, make sure you really know why you want to collect the data. Is that data going to be used to improve performance? What is your objective? Will you be able to easily report back to the people you got the data from? Finally, are you willing and able to take that data and show whether there are improvements or not and how that relates to business results or increased engagement?
There is another aspect to consider, and that is data around learning and development, which is our specialty. Some is personal stuff, like how the person operates, what their values are, etc. Then there's teams. If most of your work is done as a team, it's really important to have data on how well the team is operating. That's going to help you increase productivity, effectiveness levels, and the overall satisfaction of people working on the team. If there's mostly individual work, then you collect data based on that.
Yes, data can be a struggle. Make sure you pare everything down to only the amount that you really need. In a sense, it's better to have not enough than too much. If you've got too much it can be expensive and people won't pay attention to it. Hopefully that's helpful!
