12:44:01 From Organization Design Forum : Hello and welcome! I'll be "live" in a moment. . . Tanya 13:09:53 From Bernard Mohr : which/whose data sets are so easily accessible? 13:15:36 From Bernard Mohr : are the HR folks on the call in agreement that they have all these data sets ? 13:15:53 From Bruce Mabee : Great provocation! I face a twist on this: do we even know yet what questions to ask--with confidence? 13:16:24 From Brian Behe : Hi Bruce - I can attest to having seen these data sets modeled on them 13:17:42 From Kelly Cannon : Marty, will you be walking through an example case, for how data informs design? 13:18:05 From Dawn Newman : I like the points about aligning the org design professionals in a strategy group. It seems to make sense. Traditional HR doesn't seem to know what to do with Org Design people. 13:19:23 From Diana Larsen : I second the request for an example case. Love to hear one from Marty or anyone. 13:19:34 From Bill Zybach : I piloted data visualizations (trees (or shrubs) based on the capabilities that are in the organization, against a model - a standard, but I have not seen this used in any organization. Is this the kind of use you are talking about? 13:19:42 From Caskie Lewis-Clapper : Fortunately "traditional HR" is morphing into something very different.... 13:19:49 From Mark Robinson : are these things you could capture in Talent reviews? who decides skillset? 13:20:12 From Dawn Newman : How do we assure individual scores on assessments are not holding them back from career development. It sounds a bit like a slippery slope of categorizing people by assessments.... 13:22:53 From Dawn Newman : wondering if you can please clarify if you're referring to skills/expertise or behaviors when you refer to analytics. 13:23:53 From Bruce Mabee : I'm hearing from Marty the idea that by seeing a variety of un-predicted patterns, we can begins to sort whic patterns matter. 13:24:29 From Diana Larsen : Tableau, Sensemaker, and others are forging ahead. 13:27:03 From Bernard Mohr : question from a non-techie…. are Tableau, Sensemaker able to take raw data death sets that are in different forms, languages etc and work with that ? 13:27:04 From Kathy Molloy : These are good examples. The hard part is finding the right tools for data gathering and for connecting the different data sets. Can do this more easily in govt, harder to do in environments with fewer analytical resources. I use a tool called the ChangeGrid which has some potential for collecting indivudual and team level data aginst key 13:27:35 From Bernard Mohr : data sets not death sets :-) 13:28:27 From Bill Zybach : The fact that this is a emerging field - provides opportunity for those of us in OD, as Marty is suggesting, as as was suggested in our last OD advisory board round table (posted on our web page) - Old OD is not sustainable - this is an area that we can look at - to lead - to help answer these questions, and to use these tools. The applications in themselves won’t - never - make the value judgements in a way that is consistent with particualar organization, that is, could be a niche for OD 13:28:52 From Diana Larsen : Cognitive Edge’s Sensemaker tool collects narratives from around the org to characterize culture and cultural shifts as the conversations shift…then visualize them. Fascinating to see. 13:29:13 From Bernard Mohr : question from a non-techie…. are Tableau, Sensemaker able to take raw data sets that are in different forms, languages etc and work with that ? 13:30:19 From Kathy Molloy : I meant DOD, not necessarily realted to HR 13:30:28 From Caskie Lewis-Clapper : Just for the record, I"m on OD practitioner who happens to have accountability for HR .... it's an amazing combination! 13:30:35 From Bernard Liebowitz, PhD : Have you used System/Strategy Dynamics to model organizational structure? If so, what effect has it had on design features. 13:31:46 From Dawn Newman : Related to Bernard L's comment....are there simulations of different types of designs to model after specifying strategy and deisgn criteria? 13:32:07 From Bruce Mabee : What a dilemma! If we present clear data that does not matter, or is wrong (compared to data we don't yet have), we'll gain cred! 13:33:04 From Caskie Lewis-Clapper : Agree Bruce. 13:33:09 From Brian Behe : Caskie - what kind of analytics are you currently working on developing? 13:33:22 From Bernard Mohr : what skill sets do we need to collaborate with/hire to work with eh large data sets? 13:34:59 From Dawn Newman : one advantage I can see would be making the data visual to tell the story, prevent a talent gap, etc. 13:35:01 From Diana Larsen : And how do we prevent a new kind of measurement dysfuntions 13:35:13 From Caskie Lewis-Clapper : Brian - we are building our data lake to be able to develop HC analytics for talent development & management, employee engagement, etc. - 13:36:10 From Bill Zybach : The key with these technologies is getting the right people engaged - to tell the stories! 13:36:26 From peggyfayfich : sounds like we still must ay attention to relationships, people, seeking and understanding perspectives that differ from ours…what if we approach others with “what’s in it for them?” 13:36:44 From Brian Behe : Caskie - and how do you see those analytics being used to inform your Organziational design decisions? 13:37:17 From Kathy Molloy : Marty, what kinds of backgrounds do people in your org have between socio/technical backgrounds? 13:38:07 From Bill Zybach : Bruce - and my curiosity is about complexity theory - can we figure this out analytically, or do we need to balance it with alchemy? 13:39:28 From Brian Behe : Analytics of the stock market were actually quite successful 13:39:30 From Brian Behe : Long-Term Capital Management 13:39:41 From Bill Zybach : Marty, when you say socio-tech, do you mean humanistic/mechanistic? Does data analytics pretend to do both? 13:39:44 From Brian Behe : look LTCM up as an aside 13:39:55 From Caskie Lewis-Clapper : In my mind, it's not an either or - but a both. 13:40:33 From Bruce Mabee : Aye! The BOTH! 13:40:41 From Bill Zybach : And Caskie, I concur, but is it baked into the digital approach to data analytics? 13:42:06 From Bruce Mabee : One promise I see is in Neuroscience beginning to track how our internal alchemy works. 13:42:10 From Dawn Newman : A practical example might be showing visually where attrition is happening. or to show intentional development and movement across organizations 13:43:39 From Dawn Newman : It seems tracking finances and how having the funds for development produced results. ROI 13:45:22 From Brian Behe : I would say Bill that what you're trying to do is understand the problems an organization informed by data, to provide solutions that are backed by data to enhance your client offerings 13:46:35 From Diana Larsen : So is “analytics” in opposition in any way to “empathy” or “humanistic”. Or do the both create a “holistic” approach together? Or what else needs to be added, if these are insufficient? 13:47:30 From Bruce Mabee : Great alternative, "data-informed"! 13:48:32 From Bill Zybach : These are polarities, and we don’t solve polarities, we manage the dynamics between the poles - and adjust and adapt as circumstances change… 13:48:36 From Caskie Lewis-Clapper : Yes Bruce - we want to make data informed decisions that support the desired outcome we're designing for.. 13:49:53 From Diana Larsen : Sounds somewhat like Appreciate Inquiry approach of the search for points of “positivity” (however defined by searchers). Using data along with narrative searches to identify those points that we want to amplify. 13:50:41 From Bruce Mabee : Longitudinal, mulit-dimensional (new jargon to throw at clients!). 13:51:24 From Caskie Lewis-Clapper : Give me time Marty - we're changing HR one person at a time! 13:51:48 From peggyfayfich : years ago, OreIda cut staff to bare bones…the long-term result was decrease in product quality and loss of customer. To increase quality, staff was added back. 13:52:42 From Joe Norton : Just knowing how many HIPOs stayed in role long enough to be affected by their own decisions before being promoted would be nice 13:52:47 From Bill Zybach : Yes Bruce, longitudinal data is critically important to see patterns, point in time is dicer. And my rule of thumb is a minimum of 3 cofactors (multivariatea) - 13:53:03 From Bernard Mohr : Gallup is now capturing CEO approval ratings by employees - not sure how. 13:54:40 From Dawn Newman : A pre-design and post-design set of measures....could be difficult to compare or construct but would be interesting to see 13:55:05 From peggyfayfich : what about case studies about success or failure of mergers and acquisitions? perhaps harvard case studies 13:55:43 From Bruce Mabee : Who was that guy that talked about "known unknowns and unknown unknowns"? We need to approach that in a whole systems way, as Kathy is saying. 13:55:45 From Bill Zybach : In innovative technology projects, I generally sought out line of business sponsors, (not administrative function - though they were partners) 13:55:50 From Kelly Cannon : Marty, do you regard data as informing design or validating design? 13:55:55 From Dawn Newman : would the data be at an individual, group, or organization level? I can see where the group or org would be easier to get 13:56:43 From Brian Behe : Would love to hear how Caskie is using the analytics to help inform Organizational Design decisions? 13:57:33 From Brian Behe : *the analytics mentioned that you were working to build out for HR 13:59:04 From Bruce Mabee : Great questions raised here--on a "Big" issue! 13:59:18 From Bill Zybach : For me, it is about finding good/courageious leaders as customer… 13:59:48 From Mike Saliter : Excellent session and well done Marty! 14:01:15 From Dawn Newman : THANK YOU! Love this group:)