We've all fallen into the trap of wanting to do too much in too little time. We've also successfully deluded ourselves into believing that this is required. Let me burst that bubble for you. It is not! Au contraire, it is the worst possible thing you could ever do. If you've had to choose between … Continue reading The cost of doing too much
It’s just not evenly distributed yet. And that is the awful truth. There are organizations that are light years ahead in their practices and then there are organizations that are stuck in the 60’s. Not everyone is in the same place on the curve. Take technology for example. We’ve been talking about it for as … Continue reading The future has arrived….
A false sense of urgency can be devastating. In our rush to find the next big thing, the next “disruptive” force, we often don’t give things time. Organizations rush to eliminate bell curves before they are ready for it, decisions become data driven even before we understand the data and reorganization decisions are taken before … Continue reading Let things take their time
Remember how mood-tracking apps were all over the place a few years back? It fed beautifully into the whole self-quantification phase that individuals had just embarked on. I wonder why it never became mainstream. I quite liked the idea and to be honest, I still do. The intent was noble. An individual tracks his/her mood … Continue reading How are you feeling right now?
I find myself surrounded by a lot of talk about HR Tech, machine learning and neural sciences. However, it wasn’t until Google maps predicted where I wanted to travel that I began to freak out - not just about Google’s predictive capabilities but about HR Tech too. After all, aren’t we trying to do the … Continue reading How creepy must HR get?
Thomas Jefferson is, without doubt, one of the greatest minds in history. Of the many things he has done for the world, the introduction of Jeffersonian dinners is my favorite. It is at its best – a dinner with a twist. Not only does it spark some of the best conversations one may ever participate … Continue reading The beauty of Jeffersonian dinners
We have been talking about re-imagining HR, re-evaluating HR and all kinds of variations that forces us to re-think about how we’ve been working for a while now. I do love this fact about my profession. The fact that we are constantly pushing ourselves to do better & the great part is that we don’t … Continue reading Bold is beautiful
The good news is that there are a number of visualization tools available in the market. The tough news is that options leave people confused. Here I am going to try run through some of the tools and talk about the plausible pros and cons. Free Stuff: NetDraw: NetDraw is one of the older and … Continue reading ONA: Which visualization tool should I use?
As most surveys go, there are four basic steps to build a strong survey: Identify target population: This is the most important part of the survey as it pushes you to better define the purpose for carrying out ONA in your organization. It is essential to define boundary conditions for the survey at this stage and identify … Continue reading Building a great Organizational Network Analysis (ONA) survey
If you’ve been looking for a way to map network data for your organization and derive meaningful output, you are at the right place. In my last post, I mentioned that there were two ways one could go about collecting data to create network maps. While each has its pro and cons, I would recommend … Continue reading ONA: Collecting interaction data
The HR Business Partner Story 