There is something seriously wrong with how organizations are going about identifying talent in their organizations. Substantially, most organizations today treat their staff as objects sitting on the warehouse shelves waiting to be picked off. The HR department will have devised capability characteristics that can be assigned to each individual using some tenuous process, so that they can be placed in the right shelf with similarly categorised staff. Some specially classified staff may merit a shelf of their own and therefore may be especially attractive to those fortunate enough to have been picked off the shelves earlier. Some of the
SWOOP Chief Scientist Dr Laurence Lock Lee recently met with Mark Nelson, who co-directs the Stanford Peace Innovation lab at Stanford University with behavior designer, social entrepreneur and mentor capitalist, Margarita Quihuis. Mark identified SWOOP’s ability to surface operational insights from interactions conducted in social networking platforms like Workplace by Facebook and Yammer, to enable a whole new level of research potential. Their current focus is on gender diversity, a big issue in Silicon Valley. He noted that many current gender diversity policies are doing more harm than good. This is where SWOOP operational data can be used to truly
A write up of our recently announced Analytics Partnership with Workplace by Facebook. Published originally on Smart Company A Sydney-based analytics startup that has been operating for just three years has landed an “amazing” partnership with social media giant Facebook through its Workplace platform. Dr Laurence Lock Lee and Cai Kjaer founded SWOOP Analytics in 2014 after working in the analytics and consulting space for more than 30 years. The two joined forces to create SWOOP as an analytics solution for businesses wanting to drive employee engagement, and landed a partnership with Microsoft soon after launch. “There’s a lot of
We will shortly be releasing our 2017 SWOOP Enterprise Social Benchmarking report along with some webinar briefings to bring it to life. It is the world’s largest comparative analysis of collaboration patterns between organizations, using operational activity data. The report provides some significant insights gained from how individuals actually interacted, as opposed to what they might say they do. We analysed the collaboration patterns of more than 250,000 individuals across 57 organizations over an extended six-month period. As a prelude to its release we are publishing here a condensed infographic of the key results. You will notice that we have
Digitally enabled business transformation may be pervading our discussions at the moment, but in reality, this conversation theme is at least as old as the Internet, and more likely older. It was therefore with interest that I read a recent HBR article by Scott Anthony and Evan I. Schwartz which noted how often significant transformations fail. They then followed on by listing the transformations that their research identified as most successful and why. On top of the list were Amazon and Netflix; but also on the list well-known brands like Apple, Microsoft and Adobe. In reading the profiles of the companies
Just take a moment and think about the last 2 or 3 major organizational change programs that you have been party to (or a victim of). Invariably the change will have something to do with wanting to change the way people work and interact with each other in your organization. Perhaps it was triggered by a significant structural change, a merger, or acquisition. Perhaps it was around a major technology refresh. Or perhaps even a significant change in company strategy, triggered by a disruptive change in the marketplace. Whatever the reason, invariably you will be asked to adapt your behavior
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