Insight is a 12-month, membership-based program designed to support original research on important issues related to the challenges organizations face today, while working closely with members to disseminate and apply new ideas within their organizations. This unique program leverages a cost-effective research consortium with personalized delivery from some of the world’s premiere thought leaders and executive advisors.
We have an exciting and practical research agenda planned for this year, continuing our ground-breaking work on the influence of new technology and shifting workforce values on the changing organization – with a strong focus on the practical steps you can take to help your organization respond and prepare.
Our major research projects for 2015 tackle the issues facing business from three perspectives: the organization, the management practices, and the workforce itself. We help you challenge century-old assumptions about design, talent, and the relationship between workers and corporations – and offer practical suggestions for moving ahead.
21st Century Organization
- How Effective Collaboration Yields Competitive Advantage from Talent – By complimenting traditional talent metrics with network data, business leaders are able to make dramatic improvements in key business results. Performance metrics in most organizations do not sufficiently account for networks and collaboration that are critical to work of any substance. Network analysis provides a third data point, complimenting other objective measures of performance. In this research we will look at the practical ways leading organizations are strategically managing talent pools more effectively using network insights.
- Why is it So Hard to Get Work Done? – Feeling overworked, overwhelmed and overloaded? Even though we are doing more, we feel like we are accomplishing less. We whine about all the interruptions and communication overload. We spend all sorts of time reading books and searching for ways to improve our time management and personal productivity. But most of our productivity drain is of our own making. What can we do to boost our own personal productivity? In what ways can we re-structure what we do, how we do it, and with whom we do it in order to be more productive? And what role does technology play in making us more or less productive? Join us as we take a new look at ways to be more productive at work.
- Building the Resilient Organization – Why are some organizations capable of functioning in the face of external environmental change or disruption? Why do some organizations crumble under the strain of change while others thrive and grow more resourceful as they tackle challenges? This question has become even more important now that the unexpected is the norm and disaster can strike at any moment. How do organizations increase their capacity to adapt amidst adversity? What are organizations doing to improve their resilience at an organizational, team, and individual level?
Talent Management for Tomorrow
- Competing with Talent Analytics – When recruiting, who are the right people to “get on your bus?” Is your performance management process really identifying your best performers? How do you know whether your investments in employees actually impact workforce performance? Talent analytics has become one of the fastest growing areas of human resources, and yet according to Deloitte, 45% of companies have rated themselves “not ready” to meet the analytical needs of their organization. In what way will this “next generation” of talent analytics be a “game-changer” for HR? How can you enable your organization to move quickly from simply reporting data to make more informed talent decisions?
- The Employee Experience in a Digital World – It’s challenging to provide a personalized and valuable employee experience. It means putting employees at the center to create open and authentic ways of engaging employees. Join us as we examine the employee experience in the digital world. When employees digitally navigate the company experience from recruitment, to on-boarding, to performance management and learning …what works and what doesn’t. In what ways does the digital experience impact employee satisfaction and engagement? What does your employee digital footprint say about your company? And what should you be thinking about as you design your digital employee strategy?
- Re-thinking Core Talent Practices: Mentoring and Coaching – In this research we trace today’s talent practices back to their origins ---showing that these practices were logical responses to the conditions of the time. We then contrast those conditions with today’s reality, challenging us to re-think the practices most appropriate for today. This year we will re-examine the talent practices associated with mentoring and coaching. Increasingly organizations are relying on these techniques for professional development as well as transfer critical knowledge and skills. In what ways are organizations reinventing these traditional practices to accelerate individual and organizational performance?
Changing Workforce – Managing a Diverse Workforce
- Are Gen Y’s/ Millennials Entering a New Life Stage? – The oldest of this generation are now moving past the delayed adulthood of their 20’s and into their 30’s and entering a new life stage. What are the most recent talent trends showing? Having entered the workforce during a recession, what if any changes can we expect in their workplace preferences and approach to work? What can your organization do to have the greatest impact on engaging with this generation as they think about their “30’s?”
- Reinventing Diversity and Inclusion – A truly great place to work attracts a broad base of talent – but how do you help people from a wide variety of backgrounds create a critical sense of community? In this research we will take a fresh look at core practices – from interviewing to feedback, from expectations for social networks to views on tenure. Discover new approaches to supporting a diverse workforce.