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Lee Bryant Keynote London 2013

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  • 1. Making Big Data Small & Personalto Improve Business Performance Lee Bryant, Dachis Group, March 2013
  • 2. Introduction to Dachis Group PORTLAND LINCOLN LONDON ST. LOUIS NEW YORK AUSTIN • Dachis Group is the leading global, integrated, end-to-end social business consultancy, with over 200 online professionals serving over 35% of the Fortune 500 and many of the world’s top professional services firms. • The London office was established in 2002 to focus on helping clients make use of smarter, simpler, social technologies to improve business performance, internal collaboration and client engagement.
  • 3. Big Data is already big news:Some very ‘big ticket’ activities have alreadybeen transformed by big data, and this willalso happen in HR / performance management
  • 4. What do we mean by ‘Big Data’ ?
  • 5. But ‘big’ data is not the goal. ‘Small data’ rich with insights is the goal.
  • 6. That moment when you realise your $100m+ bet on ‘belief’ just lost
  • 7. Meanwhile ... President Obama hugs a data nerd after their win
  • 8. Soccer, F1, baseball were transformed by big data so why not HR?
  • 9. In most firms today, we havereached the limit of carrot and stickmanagement and extrinsicmotivation as a way oforchestrating human labour.How can we encourage greaterself-management and alignment?
  • 10. Social Business + Big Data:How the new world of workplace technologyprovides an environment to make sense of dataand how this can improve business performance
  • 11. We used to operate exclusively in simple hierarchies
  • 12. Management had two main motivating tools...
  • 13. Now, organisations are becoming service-oriented
  • 14. Organisations are becoming more ‘podular’, less rigid
  • 15. Tight feedback loops and real-time data help manage performance
  • 16. Reports are rear view mirrors, not motivators or catalysts for change
  • 17. Open, honest performance data encourages better performance
  • 18. Open, honest performance data encourages better performance
  • 19. Working in the open throws off valuable ambient signals for others
  • 20. Working in the open throws off valuable ambient signals for others
  • 21. Working in the open throws off valuable ambient signals for others
  • 22. Working in the open throws off valuable ambient signals for others
  • 23. Real-time feedback also changes the role of management
  • 24. Real-time feedback also changes the role of management
  • 25. What other sources of data can be aggregated to create value?
  • 26. Turning real-time operational data into a motivator
  • 27. Turning real-time operational data into a motivator Just the simple act of “publicizing” those numbers — not in a cruel way, but a “where are we at as a group?” way — has kept the support process on-task and, I think, made it a bit more like a video game.
  • 28. NYC’s 311 service: example of turning cost into shared value
  • 29. How can this help employee performance?How can social business and ‘big data’ helppeople take more control over theirobjectives without ‘information overload’
  • 30. ‘Small data’ enables greater intimacy and ambient awareness
  • 31. Ambient awareness is a key driver of improved performance
  • 32. If we lift our eyes from the inbox, we can handle a lot more data
  • 33. Social Business platforms are throwing off useful ambient info...
  • 34. Social Business platforms are throwing off useful ambient info...
  • 35. ... and provide useful shared environments for sensemaking
  • 36. Leading social platforms also adopting more specific HR functionality
  • 37. Leading social platforms also adopting more specific HR functionality
  • 38. Performance data is already being embedded in social tools
  • 39. Employees are helping make sense of external social signals
  • 40. Some are using game mechanics to incentivise participation
  • 41. Smart tools and shared interfaces are the key to filtering
  • 42. Beyond Carrots & Sticks:• Social Business encourages greater self-management and autonomy• Real-time, open data can play a key role in aligning employee objectives• Social + data = the whole firm potentially sensemaking & responding• The shift from email culture to social signals can help address info overload• We need better personal aggregation and filtering tools to make this easier
  • 43. Thanks for listening @LeeBryant
  • 44. Image CreditsExcept where otherwise stated, photos courtesy of Flickr using Creative Commons license.Thanks to the following image sources:http://www.panic.com/blog/2010/03/the-panic-status-board/http://www.flickr.com/photos/peasap/655111542/http://www.flickr.com/photos/davegray/5631289680http://www.flickr.com/photos/davegray/5681210156http://www.flickr.com/photos/featheredtar/2302651444http://www.wwtid.com/2012/11/18/the-big-pivot-part-3/https://harperreed.org/photoshttp://upwithchrishayes.msnbc.com/_nv/more/section/archive?author=salgentilehttp://www.ft.com/cms/255f6de0-97d1-11e0-9c37-00144feab49a.jpghttp://www.flickr.com/photos/davegray/8194170066http://www.flickr.com/photos/davegray/6865783407http://www.flickr.com/photos/davegray/6416285269http://www.flickr.com/photos/davegray/6416285535http://www.flickr.com/photos/seier/3338169165https://www.gov.uk/performancehttp://www.flickr.com/photos/denisdervisevic/4745520501/sizes/l/http://www.wired.com/magazine/2010/11/ff_311_new_york/all/1http://www.macworld.co.uk/macsoftware/masterclass/?articleid=3349971