insights and learning from data coaches · • role of employee energy in ... job satisfaction,...
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Copyright © 2012 Dr. Theresa M. Welbourne
Insights and Learning fromData Coaches
Theresa M. Welbourne, PhDCenter for Effective OrganizationsUniversity of Southern California
President and CEO, eePulse, Inc.
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FirsTier Banks Distinguished Professor of Business and Director, Center for Entrepreneurship, University of Nebraska‐Lincoln
Copyright © 2012 Dr. Theresa M. Welbourne
Data Coaching WorkshopLos AngelesSeptember 19‐21, 2012
With Theresa Welbourne, Lacey Leone McLaughlin, Mark Steiman (SVP and CHRO of KinectaFederal Credit Union), and Kerrian Bard Fournier (Vice President and Head of Human Capital Strategy & Analytics for Marsh & McLennan Companies, Inc.)
Take a deeper dive into data coaching with this workshop.Data → Stories → Understanding
Because just having bar graphs and pie charts is not enough!
Workshop participants use tools and processes from the science of the narrative, blended with traditional data analytics, to learn how to coach managers to take action with their HR data. This is a skill-building program. Participants will be given a pre-work assignment and will use a variety of tools to learn, practice, and build their data coaching skills during the workshop.Data coaching will take your HR metrics to the next level.
http://ceo.usc.edu
Copyright © 2012 Dr. Theresa M. Welbourne
• Runs several large research projects focused on developing interventions to improve organizational performance through people
• Role of employee energy in organizations
• Leadership Pulse – real‐time benchmarking
• In‐depth case studies using pulse technology
• Breakthrough thinking about employee engagement
Dr. Theresa M. Welbourne
CEO Research ProfessorPresident & CEO, eePulse Inc.Editor‐in‐Chief, Human Resource Management, the Journal
Some of Theresa’s focuses
Copyright © 2012 Dr. Theresa M. Welbourne
We’ll Also Be Joined By
Omari MaulanaHR Strategic Business PartnerGroup Health Cooperative
Lacey Leone McLaughlinDirector of Executive EducationCenter for Effective Organizations
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Copyright © 2012 Dr. Theresa M. Welbourne
ROI = Through Action and Results Dialogue provides a multiplicative effect
Data Dialogue Action Results
Getting to dialogue involves intentional, focused work and having a clear point of view -- then building the story to tell it to the right audience. Also, documenting results is critical for ongoing success.
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Our work to date• Started teaching data coaching about 3 years ago; public program and custom programs
• Built (or building) tools to support learning – Data audit with measurement map (historical and future focused perspectives)
– Track stories, build case studies – Diagnostic tools (data vs. dialogue)– Genres in HR data (work in progress) – New data models (e.g. employee value exchange proposition)
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Results“Being data oriented, I tend to err on the side of data overload. This workshop helped me to understand the power of editing the data in context to a clear and concise story whose intent is to move people into action. Our process used to be going over a standard HR dashboard with green, yellow, red indicators tied to our set of HR metrics. This process, while appropriate for our intelligence evolution, was missing the mark in that it was not eliciting an emotional response that called our leadership into action.
“We still use the dashboard internal to HR but I work closely with our Senior VP to understand what action she wants to see from our business leaders and then I work with the data to help craft a story that supports that action. The story and data will change at each meeting. The effect of this new process with our leadership team has been transformational. The conversations are more dynamic and we are resonating with leadership in a way that has not been experienced by HR in the past.”
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Copyright © 2012 Dr. Theresa M. Welbourne
New Content
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Shamelessly borrow from other disciplines
Copyright © 2012 Dr. Theresa M. Welbourne
Intentional dialogue: Learn from other fields
Alfred Hitchcock
Steven Spielberg
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Lessons• Genre selection based on
– The target audience – Degree and type of emotion to be elicited– What motivates the audience – Action and results expected – Resources – Story line
• Genre selection– Who tells the story – How is the story told
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Copyright © 2012 Dr. Theresa M. Welbourne
Don’t be afraid to change • Example #1: Use of pictures • Can you use with the C‐suite?
• Example #2: How much detail?• Do you have to provide everything?
• Example 3: Who decides the story line?• The story teller or the story recipient?
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Example: The employee retention story
Turnover
Traditional presentation.
Let the audience discover the problem that arises from the data.
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Story telling version of the same data.
Purposeful story.
Employees can’t take it any more; stacking work syndrome is making
them leave.
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Copyright © 2012 Dr. Theresa M. Welbourne
What is a Story?
“A detailed character‐based narrative of a character’s struggles to overcome obstacles and
reach an important goal”
Blend the art of story telling with the science of data analysis and research =
Power Story Telling
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Copyright © 2012 Dr. Theresa M. Welbourne
Typical Data Story DevelopmentBeginning – Introduction to the study
Plot Point 1 ‐ Discuss the variables studied
Middle ‐ series of complications and obstacles, each leading to a mini crisis.
Climax – the ultimate crisis.
Resolution ‐ of the Climax, saving the day, feeling happy, celebrate.
End ‐Present the results of the data analysis
Examples: Job satisfaction, turnover, employee engagement
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Story Arc
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BeginningSetup, CharactersBackground, Who, What, Where
MiddleObstaclesConflict
EndResolution
Understanding
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How do we find good stories through data?
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Question and keep questioning
• High pay• Job satisfaction
I’m OK
• Content• Minimize
Happy• Low performance
Oops
More pay Job satisfaction
High performance
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Data
Dialogue
ActionResults
Add Discipline: Map Data to Results
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Find stories and create stories through dialogue. Engage the right people; use data to start dialogues.
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Interview with a data coach
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Omari MaulanaHR Strategic Business PartnerGroup Health Cooperative
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Thank you for being with us• Please tell us about your role at Group Health Cooperative
and what got you interested in data coaching • What have you done with the learning?• What has been the reaction of the people with whom you
work? • Tell us a story about data coaching • What do we need to do next in data coaching? How do we
evolve our learning? • I often hear that we in HR are not the only ones who need
this skill; what do you think?
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Joining the discussion
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Lacey also is an executive coach, using data in her client work. She also co-teaches the data coaching workshop.
Copyright © 2012 Dr. Theresa M. Welbourne
Thanks Lacey!
• What type of companies do you see interested in developing data coaching skills?
• Do you have examples where HR executives are trying to build this skill set? Can you tell us what they are doing?
• Why is this skill becoming important today?
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Data or workforce analytic departments
• Demand for data coaching going up • Departments developing skills • Working to enhance skills of the generalist population
• What challenges do you see?
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Copyright © 2012 Dr. Theresa M. Welbourne
Omari, Lacey, TheresaWhat are the biggest barriers to success in merging the narrative with HR analytics? In other words, what’s getting in the way of our being able to tell stories with our HR data?
How can we overcome the barriers?
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Copyright © 2012 Dr. Theresa M. Welbourne
Evaluate Current HRM Data Plan Future Metrics Strategy
Data
Dialogue
ActionResults
DialogueAction
Data
Results
Start here – move up Start here – move up
Data Audit Strategizing
The Big Picture
Copyright © 2012 Dr. Theresa M. Welbourne
Questions?
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Resources:
http://ceo.usc.edu/
www.leadershippulse.com
www.energizeengage.com
Data coaching workshopSeptember 19-21, 2012Los Angeles
Theresa M. Welbourne, [email protected]
www.eepulse.com+1-734-429-4400
http://www.linkedin.com/in/theresawelbourne
Theresa’s blog:http://blog.eepulse.com/
Follow me on Twitter @TheresaWelbourn