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People Analytics for Executive Development

Updated: May 9, 2022



I'm often surprised at the disconnect within HR between teams working on employee surveys and those working in leadership development. There is a lot of potential for insight to be shared and leveraged between these two areas of HR.


As an example one client asked me for some support to find insights from recent leadership assessments they had done. I was handed the usual data sets of 360s, psychometrics etc. I suggested that we also look at the data from their last employee survey - something they had not thought of doing but nonetheless agreed to send to me.


With the EX survey data we built a model to predict how different employee experiences would impact employee satisfaction of the Exec team:




From the model it became clear that 'Communication' was the most important strength and a strong predictor of employee satisfaction with the Exec Team (see graphic above). This discovery resonated with the Exec team because they had in response to the pandemic been intentional about working on communication especially in terms of frequency and candour. It was a nice reaffirmation and recognition of their effort.


This model also revealed how employee perceptions of 'Health and Wellbeing' played a contributory role in their satisfaction towards the Exec team. This finding raised self-awareness among the Exec on the impact they were having in this area both through their decisions and as role models.


The model highlighted development areas for the Exec team too. The top two development areas were 'Responding to Changing Customer Needs' and 'Decision Making'. A timely discovery given the Exec were due to discuss and agree the future strategy of the organisation - which included getting more specific on the customer segments they were going after commercially.


Using employee feedback data in this leadership development work yielded some important organisational insights that 360s and individual psychometrics don't always provide. It helped to reaffirm key development priorities for the team as well as reveal some blind spots too. It also increased the value from their employee survey.


 

Hugh Hawthorne is the founder of PeopleNav. PeopleNav partners with organisations to unlock EXM insights and enable HR to make better data driven decisions through People Analytics.

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