Measuring Organisational Effectiveness | Kevin Empey

Summary

In this discussion at HR Congress, the speaker explores the evolving nature of organizational effectiveness and measurement. Emphasizing the shift from traditional hierarchical models to more collaborative, network-based structures, the talk highlights the importance of identifying relevant metrics in this new context. The conversation also delves into skill development, stressing the need for both technical and adaptive skills to thrive in a rapidly changing work environment. The focus is on understanding what and why we measure, and how to foster personal agility and resilience in employees.

Takeaways

• 📏 The script discusses the challenge of measuring organizational effectiveness amidst rapid changes in organizational structures and job contexts.
• 🔍 There's a tension between traditional hierarchical structures and the need to move towards more complex, networked organizational models.
• 🤖 The changing nature of work involves not only human employees but also contingent workers, robotics, and other innovative ways of getting work done.
• 📈 The script questions whether traditional metrics are still relevant in the new world of work and if they should be adapted for measuring effectiveness in more collaborative and experimental environments.
• 💡 It suggests that the metrics used to measure project management may not be suitable for measuring innovation and that there could be a mismatch.
• 🧐 The importance of understanding what is being measured and why is highlighted, as it relates to the target organizational design and culture.
• 👥 The concept of skills, rather than jobs, is emphasized, suggesting that skills development could be an indicator of organizational design and effectiveness.
• 🛠️ Skills management and development are presented as crucial for individuals to create a pathway for their own growth within an organization.
• 🌐 The discussion introduces the idea of a 'personal agility model' which includes competencies such as learning ability, change ability, resilience, and collaboration.
• 🔑 The enduring or 'softer' skills that help individuals adapt and thrive in a changing work environment are identified as important for future success.
• 📚 The script concludes by emphasizing the need to assess and select for these adaptive skills, as they are predictive of success in an ever-evolving work landscape.

Q & A

What is the main challenge discussed in the transcript regarding organizational effectiveness?

The main challenge discussed is determining what to measure and why, especially in the context of rapidly changing organizational structures and the need for more complex models involving networks, collaborations, and alliances.

How is the shift from traditional hierarchical structures affecting the way organizations measure effectiveness?

The shift is creating tension as organizations move towards more complex models, which may not be well-served by traditional metrics, leading to a need to redefine what effectiveness means and how it is measured.

What is the potential mismatch between traditional project management metrics and the requirements of an innovative, experimental organizational culture?

Traditional metrics may not capture the essence of innovation and experimentation, as they often focus on project management effectiveness, lead times, and productivity, rather than fostering a culture of innovation.

Why is the concept of measuring within an 'inch of our lives' problematic in the context of organizational effectiveness?

It is problematic because while technology allows for more precise measurement, the focus should be on the relevance and purpose of the measurements, ensuring they align with the organization's goals and the changing nature of work.

What is the significance of the transition from measuring job roles to measuring skills in the context of HR analytics?

The significance lies in the recognition that skills, rather than job titles, are more indicative of an individual's ability to adapt and grow within an organization, especially in a rapidly changing work environment.

How does the concept of a 'personal agility model' relate to the development of enduring skills in a changing work environment?

The personal agility model emphasizes competencies such as learning mindset, change ability, resilience, collaboration, and conflict handling, which are seen as key to adapting and thriving in a dynamic work environment.

What is the importance of assessing and selecting for adaptive skills in an organization?

Assessing and selecting for adaptive skills is crucial as these skills are predictive of success in a future where vocational skills will inevitably change, and the ability to learn and adapt is paramount.

How can skills development be used as an indicator for organizational design?

Skills development can indicate the adaptability and readiness of an organization to embrace change, innovate, and remain competitive, serving as a reflection of the organization's design and culture.

What are some of the enduring 'softer skills' that are important for individuals to develop in order to adapt to the changing world of work?

Enduring softer skills include a learning mindset, positive attitude towards change, resilience, collaboration, and the ability to handle conflict, which are essential for personal and professional growth in a dynamic work environment.

How can organizations ensure that their measurement systems are aligned with the new paradigms of work?

Organizations can ensure alignment by critically evaluating their current metrics, understanding the needs of a more networked and collaborative structure, and developing new metrics that reflect the values and goals of the modern workplace.

What is the role of HR analytics in facilitating the transition to a more adaptive and skill-focused organizational structure?

HR analytics plays a key role in identifying, measuring, and promoting the development of adaptive skills within individuals, helping organizations to assess and select for these skills, and ultimately shaping a more agile and future-ready workforce.