Something critical is missing in the way that Boards and Executives develop and monitor their organisations.
All parts of all organisations are facing increased complexity and ambiguity. People are all expected to make the ‘right’ judgements in deciding a course of action, from the board to the frontline. And the consequences of a ‘poor’ decision are transmitted instantly to the world through social and conventional media.
All leaders would recognise some if not all of these pressures. Yet, organisations do not systematically track and transform the way their leaders create the conditions for good judgement and decision-making; they do not track the conditions that create resilience.
Of course, some individuals are accountable for more complex decisions, but everyone in an organisation and its supply chains make decisions that contribute to the whole. Hoping for the best and ignoring this reality increases costs and creates unnecessary risks
Engagement surveys, auditing and compliance departments monitor decision-making but there are often few tools to consistently review the underlying conditions and capabilities that underpin the quality of judgements in an organisation, arguably the fundamental element in their ability to deliver what they are accountable for.
This gap will become even more critical as Artificial Intelligence disrupts the way human judgement is applied at all levels in the organisation, from the Board to the front line.
A new way of thinking about analytics.
Bioss has built its Software-as-a-Service Conditions Analytics platform to consistently monitor and improve the working relationships upon which strategy and the resilience of the organisation depend. It is these working relationships and their health that sit underneath any ‘culture,’ any well-being’ initiative, any inclusion agenda, that the organisation wishes to foster.
Our human centric data platform is based on one core value – data should be gathered with and for people not “from them”. People are people, not just data points. The way that data gathering is chartered in an organisation should provide opportunities to learn and develop for everybody. This is the opposite of the data surveillance culture into which some organisations are already slipping.
Our Software-as-a-Service Data Platform is based on the insights derived from listening to over 150,000 people in organisations of all sizes, all over the world, in the private, public and third sectors, describe the conditions in which they were most able to exercise their judgement, when they were in and out of flow. This is empirical data and insight derived from careful attention to what people say when they are asked about their working lives during the Career Path Appreciation conversations in cultures right across the word.
This means that any question in a survey, any single word in a poll is always data tagged using our core underlying models of domains of work, Tripod of Work and Flow. In turn this means that we are able to indicate not just that an area requires attention, but also a suggestion as to why it might be happening and furthermore an indication of what to do about it. And the beauty of this for a Board is that they only need to track three key indicators, Coherence, Judgement and Review, not dozens of factors in lots of boxes.
How it Works
Conditions Analytics identify not just that something is going on but why it might be happening and what to do about it.
From the individual providing data in the first place, to the team leader who wants to know what she can do on a Monday morning, to the executive team and the Board, Conditions Analytics increases everybody’s capacity to act on the insights.
Step 1: Correlate the language of the organisation around decision-making to our database and bring clarity to the relationship between employer and employee, or key supply chain partners through our Data Chartering Approach.
Step 2: Using one or more of the suite of tools that make up the Conditions Analytics Platform, produce a tailored survey, accessed via web browser, smartphone app, tablet or iPad kiosk. Data capture can meet the natural rhythms of a function/team, which allows fine-tuning at all levels.
Step 3: Capture and analyse the data to determine the current conditions around decision-making, using our proprietary IP and database. Data can be aggregated and fed back at all levels of an organisation, to individuals, to teams right up to ExCo and board level.
Step 4: Recommend how to improve these conditions either in specific functions/geographies or organisation-wide. Deep dive into whether key leaders have the personal capability to handle the complexity/ambiguity they face and recommend and inform the people changes to fill any gaps.
Step 5: Continuously monitor the conditions post change, and as the data grows richer, pattern match the key Conditions Analytics data and insight with an organisation’s own KPI’s, however they construct them.
Conditions Analytics thus enable an organisation to respond more effectively to
- Shifts in macro political/economic environment
- New competitors, new regulations
- Internal changes of leaders/organisation model
- The simple hurly-burly of everyday working life