Truly special opportunities come about maybe once in a lifetime. If you are able to fulfil your passion, work with exceptional people, and contribute to driving real change and progress in your chosen field then you simply must grab such an opportunity with both hands.
This is why I am so thrilled to be invited by Insight222 to become a Non-Executive Director (see announcement by Co-Founder and CEO, Jonathan Ferrar).
Here are three reasons why I took this opportunity:
1. ELEVATING PEOPLE ANALYTICS TO THE CENTRE OF BUSINESS
Insight222’s mission - To put People Analytics, as a discipline, at the centre of Business - aligns directly with my own raison d’être. We simply must make our workplaces more humane. In his new book, ‘Dying for a Paycheck’, Jeffrey Pfeffer, Professor of Organizational Behaviour at Stanford University provides a damning indictment on the 21st century workplace. Pfeffer provides evidence on how modern management practices propagate stress, diminish engagement, destroy the mental and physical health of employees, and ultimately damage company performance. This is why I believe that people analytics is so important as it can shine a light on the harm the practices highlighted by Pfeffer cause and provide actionable insights that drive organisational performance andemployee experience and wellbeing.
2. CREATED BY PEOPLE ANALYTICS AND HR LEADERS FOR PEOPLE ANALYTICS AND HR LEADERS
The People Analytics Program is the signature offering of Insight222’s strategy to realise its mission. The program combines tools, research, learning, expertise and consulting, and helps clients (namely Heads of People Analytics and CHROs, as well as HR professionals and practitioners) be successful in bringing increased value to their organisations. What makes Insight222 standout, and what makes it so compelling for me, is that the program is being delivered by people (see image below) who have been people analytics and HR leaders themselves. This means not only does Insight222 have a deep understanding of the challenges faced by people analytics leaders but is also able to design, facilitate and deliver solutions that can help leaders learn, create, explore and ultimately make better decisions and be more influential. Moreover, advising Insight222 will help me in my mission to play a role in developing the wider people analytics and entire global HR community and profession too.
3. MORE THAN JUST NETWORKING
Networking on its own is not enough. It’s one thing to meet up with your peers a few times a year and exchange a few emails. It’s quite another to actually do work with them. This is what makes Insight222 and The People Analytics Program so unique. Since launching in the second half of 2017, Insight222 has already signed up over 25 member organisations in Europe and North America. Together these represent some of the largest companies and most advanced people analytics teams in the world. Insight222 works with them to harness the collective intelligence in the group, identify common challenges and then facilitates the co-creation of initiatives to meet these needs. For example, the current co-creation project is to develop an Ethics Charter to answer the collective premise of “How might HR build trust that People Analytics work will benefit and not harm our employees, and still ensure business value and impact”.
FIND OUT MORE
If you are a people analytics leader and want to find out more about The People Analytics Program, explore the Insight222 website, watch the video below featuring Richard Rosenow(Facebook), Geetanjali Gamel (Merck & Co), Steffen Riesenbeck (Bosch), Michelle Deneau(Intuit) and Josh Bersin and/or get in touch with me at david.green@insight222.com.
This article was originally published on LinkedIn on 25th April 2018 - see here