Measuring Organisational Effectiveness | Kevin Empey

The HR Congress

23 Jan 202006:43

Summary

TLDRIn 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.

Outlines

00:00

📏 Measuring Organizational Effectiveness Amidst Change

This paragraph discusses the challenges of measuring organizational effectiveness in a rapidly changing business environment. The speaker reflects on the tension between traditional hierarchical structures and the need to adapt to more complex, networked organizational models. The importance of understanding what and why we measure is emphasized, along with the potential mismatch between metrics used in traditional settings and those that might be more appropriate for innovative, collaborative environments. The conversation hints at the need for new paradigms in measurement that align with evolving organizational designs.

05:02

🛠️ Skills Development for a Resilient and Agile Workforce

The second paragraph delves into the concept of skills development beyond traditional vocational and technical abilities. It introduces the idea of a 'personal agility model' that encompasses enduring soft skills such as learning mindset, change ability, resilience, collaboration, and conflict management. The discussion highlights the importance of these adaptive skills in preparing individuals to thrive in the face of constant change. The focus is on helping individuals assess and develop these skills, which are seen as predictive of success in the future workplace, where the specific vocational skills required are expected to evolve.

Mindmap

Keywords

💡Measurement

Measurement in this context refers to the process of assessing and quantifying various aspects of organizational performance and structure. It is central to the video's theme as it discusses the necessity and challenges of measuring organizational effectiveness amidst rapid changes in the workplace. The script mentions the tension between traditional metrics and the need for new ones that reflect the evolving nature of work and organizational structures.

💡Organizational Effectiveness

Organizational effectiveness is a measure of how well an organization achieves its goals and objectives. The video emphasizes the importance of redefining what constitutes effectiveness as organizations shift from traditional hierarchies to more complex, networked models. It suggests that the metrics used to assess effectiveness may need to change to reflect these new organizational dynamics.

💡Analytics

Analytics is the systematic computation, analysis, and interpretation of data to provide insight and inform decision-making. The script discusses the role of analytics in the context of measuring organizational performance, suggesting that while technology allows for more detailed measurement, the focus should be on what and why we measure certain aspects.

💡Hierarchical Structures

Hierarchical structures refer to the traditional organizational design where there is a clear chain of command and authority. The video script contrasts these with newer, more flexible organizational models, indicating a shift away from the rigidity of hierarchies towards flatter, more collaborative structures.

💡Collaborative Networks

Collaborative networks are organizational models that emphasize teamwork, partnerships, and alliances. The script discusses the transition towards these models as a response to the pressures of a rapidly changing job context, suggesting that traditional measurement systems may not be fully equipped to assess the effectiveness of such networks.

💡Innovation

Innovation is the process of translating an idea or invention into a good or service that creates value or for which customers will pay. The video highlights the need for new metrics that can capture the essence of innovation within organizations, as traditional project management metrics may not align with the experimental nature of innovation.

💡Skill Management

Skill management involves the identification, development, and utilization of skills within an organization. The script suggests that individual skill development could serve as an indicator of organizational design and effectiveness, emphasizing the importance of skills over traditional job roles in the evolving workplace.

💡Adaptive Skills

Adaptive skills are the abilities that allow individuals to adjust and thrive in changing environments. The video script discusses the importance of these skills in the context of a shifting world of work, suggesting that they are critical for future success and should be a focus of skill development within organizations.

💡Personal Agility

Personal agility is a competency that encompasses a range of skills, including learning ability, change ability, resilience, and collaboration. The script introduces a model of personal agility as a key set of skills for individuals to develop in order to adapt to the changing workplace, indicating that these skills are predictive of success in the future.

💡Vocational Skills

Vocational skills are specific skills related to a particular occupation or job. The video script differentiates between these technical skills and the broader, more enduring 'softer' skills that are necessary for individuals to adapt to the evolving demands of work, suggesting that vocational skills are just the surface layer of a deeper skill set.

💡HR Analytics

HR analytics is the application of statistical and analytical techniques to human resources data to drive business outcomes. The script mentions the role of the head of HR analytics in measuring and assessing individual and organizational performance, particularly in the context of skill development and the changing nature of work.

Highlights

The importance of understanding what and why we are measuring in the context of rapidly changing organizational structures and the need for effective measurement systems.

The tension between traditional hierarchical structures and the pressure to move towards more complex organizational models involving networks, collaborations, and partnerships.

The challenge of determining if traditional metrics are still relevant for measuring the effectiveness of modern, collaborative, and experimental organizational models.

The potential mismatch between metrics used in project management and those needed for innovation and creativity in organizations.

The need to reassess what we are measuring and why, especially when it comes to organizational design and effectiveness in the new world of work.

The concept of personal agility as a key competency for individuals to adapt, change, and thrive in the ever-changing work environment.

The distinction between vocational and technical skills versus the more enduring 'softer skills' that help individuals adapt to change.

The importance of developing a learning mindset and resilience as part of the personal agility model for future success in the workplace.

The role of collaboration and networking as essential skills for individuals to navigate conflict and build strong professional relationships.

The idea that adaptive skills may be more predictive of success than specific vocational skills, which are subject to change over time.

The need for organizations to assess and select individuals based on their adaptive skills, which can help ensure long-term success and adaptability.

The importance of skill development as an indicator for organizational design and the potential for individual measurement to inform broader organizational strategies.

The discussion around skill management and development as a critical aspect of HR analytics and its impact on organizational effectiveness.

The exploration of how to measure the effectiveness of skills development and the role of training models in facilitating this process.

The emphasis on the importance of creating a pathway for individual growth and skills development within an organizational structure.

The potential for a shift in focus from job-specific skills to a broader skillset that can be applied across various roles and industries.

The idea that the top layer of skills will always change, but having a strong foundation of adaptive skills can help individuals remain relevant and successful.