Challenge & Selection

This course has helped me to realize how important it´s storytelling when addressing new  challenges. I mean that it requires of all your attention to produce a good story that helps you  to get to your audience. “A story that connects to the emotions, the values of the  people…designed for the audience, considering their needs…asking powerful questions and  creating moments of reflection”

I´ve recently taken the role to develop the People Analytics function at a company. This may  seem so appealing and it is, but it´s also hard work and a real challenge. At the first stages  when there is no culture on data it´s so easy to find resistance and not much support. It´s not  always evident or acknowledged by your colleagues but it´s there. To get the attention and  collaboration of the other stakeholders requires of good storytelling skills.

Also to get the resources needed to put on practice some projects and evolve the function  adding value to the organization.

That´s the reason why I´ve selected Storytelling tool since it´s the first step to move forward to  the next…. And you´ll use it later, when addressing your problem to apply the design thinking  process and it will be a good asset at many stages.

In my case, to apply to a “voluntary turnover” analysis?

Application

In fact, my storytelling session was more based on analysis and data, from an historical  perspective but also based on macroeconomic trends and future expectations. Also attending  to the stakeholders impacts and needs.

I probably didn´t focused on the main stakeholders but, I was more ambitious, thinking about  the impact on the cultural aspect I reached probably more people than recommended to  generate  biggest impact.

I interviewed many of the stakeholders but didn´t appeal to their emotions which I consider  now an important aspect.

Not many open questions to reflect on, I definitely need to invest more time and care more  about the details in the storytelling.

I definitely got some attention and resources but not as much as expected and definitely not  their full engagement to fully support the project.

Insights / Approach

After reviewing the experience explained previously my take aways are:

To prepare for your storytelling, from my perspective and with all the course inputs, it´s key to:

-  Identify the principal stakeholders and focus on them

-  Interview them to understand what drives, worries …them ( emotional understanding)

-  Get data from them to add to your data analysis

-  Identify the risks and the possibilities considering their feed-back

-  With all of that build your story using a strong emotional message, fully focused in  your audience ,creating a cause they can invest in, and through the right questions find  moments of reflection plus some recommendations …to get to a common  understanding, alignment and their engagement and passion.

But I´ve got many more insights or let´s say open subjects from the course:

  How can coexist people analytics concept (analytical…) and design thinking? A  combination of both could be possible? How?

  I´m wondering if I used the right approach to analyze and predict on voluntary  turnover?

-  Voluntary turnover is an issue “human – centered”: on employees

-  “Past data it´s unlikely to help us”, “very little data”: historical data is insufficient  to produce the analysis and past trends does not correspond with the current and  expected future ones.

So maybe it could be more interesting to collect new information through surveys and manage  the project from a design thinking perspective with the right stakeholders such as HRBP´s and  other centers of expertise members for diversity and collaboration?

Instead of looking for patterns in historical data to do so in the interviews mentioned before,  since what we want to do is to predict.

Considering data not sufficiently relevant, instead of clustering from historical data, cluster  from interview data.

So to me, this course has taken me to consider different approaches to address a people  analytics issue.

Depending on the “problem description” and “data available” the “predictive” approach would  need an algorithm approach or a testing/ design thinking approach. Or maybe a combination  of both. Considering the data gathering phase as part of the algorithm prediction and the  testing/design thinking, a way of proving those hypothesis.

I´m going to need a good Storytelling for that….and a learning mindset ( Geoff´s mindset)


Challenge & Selection This course has helped me to realize how important it´s storytelling when addressing new challenges . I mean that it requires of all your attention to produce a good story that helps you to get to your audience . “ A story that connects to the emotions , the values of the people … designed for the audience , considering their needs … asking powerful questions and creating moments of reflection ” I´ve recently taken the role to develop the People Analytics function at a company . This may seem so appealing and it is , but it´s also hard work and a real challenge . At the first stages when there is no culture on data it´s so easy to find resistance and not much support . It´s not always evident or acknowledged by your colleagues but it´s there . To get the attention and collaboration of the other stakeholders requires of good storytelling skills . Also to get the resources needed to put on practice some projects and evolve the function adding value to the organization . That´s the reason why I´ve selected Storytelling tool since it´s the first step to move forward to the next … . And you´ll use it later , when addressing your problem to apply the design thinking process and it will be a good asset at many stages . In my case , to apply to a “ voluntary turnover ” analysis ? Application In fact , my storytelling session was more based on analysis and data , from an historical perspective but also based on macroeconomic trends and future expectations . Also attending to the stakeholders impacts and needs . I probably didn´t focused on the main stakeholders but , I was more ambitious , thinking about the impact on the cultural aspect I reached probably more people than recommended to generate biggest impact . I interviewed many of the stakeholders but didn´t appeal to their emotions which I consider now an important aspect . Not many open questions to reflect on , I definitely need to invest more time and care more about the details in the storytelling . I definitely got some attention and resources but not as much as expected and definitely not their full engagement to fully support the project . Insights / Approach After reviewing the experience explained previously my take aways are : To prepare for your storytelling , from my perspective and with all the course inputs , it´s key to : - Identify the principal stakeholders and focus on them - Interview them to understand what drives , worries … them ( emotional understanding ) - Get data from them to add to your data analysis - Identify the risks and the possibilities considering their feed - back - With all of that build your story using a strong emotional message , fully focused in your audience , creating a cause they can invest in , and through the right questions find moments of reflection plus some recommendations … to get to a common understanding , alignment and their engagement and passion . But I´ve got many more insights or let´s say open subjects from the course :  How can coexist people analytics concept ( analytical … ) and design thinking ? A combination of both could be possible ? How ?  I´m wondering if I used the right approach to analyze and predict on voluntary turnover ? - Voluntary turnover is an issue “ human – centered ” : on employees - “ Past data it´s unlikely to help us ” , “ very little data ” : historical data is insufficient to produce the analysis and past trends does not correspond with the current and expected future ones . So maybe it could be more interesting to collect new information through surveys and manage the project from a design thinking perspective with the right stakeholders such as HRBP´s and other centers of expertise members for diversity and collaboration ? Instead of looking for patterns in historical data to do so in the interviews mentioned before , since what we want to do is to predict . Considering data not sufficiently relevant , instead of clustering from historical data , cluster from interview data . So to me , this course has taken me to consider different approaches to address a people analytics issue . Depending on the “ problem description ” and “ data available ” the “ predictive ” approach would need an algorithm approach or a testing/ design thinking approach . Or maybe a combination of both . Considering the data gathering phase as part of the algorithm prediction and the testing / design thinking , a way of proving those hypothesis . I´m going to need a good Storytelling for that….and a learning mindset ( Geoff´s mindset )