Articles

To realise AI’s potential we should invest in the ‘first mile’ – acquiring and organising data – and the ‘last mile’ – integrating AI output into everyday work.

Many people fear that automation of work will decrease the number of roles, but displacement to new roles is more likely.

When managers give feedback, the ratio of positive to negative statements in high performing organisations is 5.6 to 1 (Kim S. Cameron, Positive Leadership). In poor performing, struggling organisations, the ratio was as low as 0.36 to 1.

We know self-fulfilling prophecies affect children’s classroom grades. So imagine the impact on performance if we translate that ethos to the working world, seeing EVERYONE as a high potential.

Big organisations often rate people’s performance and potential on a nine-box model.

We pay a lot of attention to employee engagement while they are with us. But the (potential) employee experience starts before a person applies for a role, and doesn’t end when they become an alumnus.  

Predictive analytics uses data to forecast individual behaviours. Companies are using this data to intervene, and and trigger new behaviours, but is this an invasion of privacy?

Algorithms that predict stock-price movements have transformed Wall Street. Algorithms that chomp through our web histories have transformed marketing. Now this data-driven approach is set to transform HR practices.