TALENTSOCKET
Agile HR + Talent Leadership + Technology

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TALENTSOCKET
Agile HR + Talent Leadership + Technology

Get Started


TALENTSOCKET
Agile HR + Talent Leadership + Technology

Get Started

What Talent Leaders Want You To Know: Transparency, Data, and Trust.

Last week I attended an event organized by Culture AMP, a People Intelligence Platform, that included a great panel of HR leaders including Katelin Holloway, Beth Steinberg, and Dan Portillo.
(see below for more info on Culture AMP and free stuff)

Culture AMP

Do you use data?

“I use data as much as I can,” says Beth Steinberg, an advisor at Jhana and VP of Talent and Organizational Development at SunRun. She relies on evidence-based management along with intuition and communication. “My team tries to be as transparent as possible. We publish a bunch of data” to try and show people in the organization what’s really happening. “It’s dangerous to assume things.”

Dan Portillo, currently a Talent Partner at Gridlock, says that the “main problem is that not many people collect or use data.” No one teaches you [HR professionals] what and how to measure, especially on the recruiting side.

Katelin Holloway, who is employee #21 and currently runs People & Culture at Klout, said she relied on data the most when it’s used to change leadership teams. “I’ve been running employee engagement surveys since day 1.”

What’s the current state of leadership? And what’s the transition like from founder based leadership to a broader version of leadership?

There are still many large companies that are run by their founders. As People Ops, HR, and Talent leaders, Portillo says we need to concentrate on questions like, how do we let you [founders] trust the company and its leadership to let control over some decisions extend? What do you [founders] need to see or need to be transparent?

Trust is obviously the competency of the person [founder], claims Steinberg. The truth is, it takes a while for some founders to even have recruiting competency. It’s “impossible to scale a company well if a founder feels like they have to all the decision.” Steinberg said the worst thing you can do is “hire really smart people and not let them do their job.” Holloway echoed that statement, adding on that in small companies, the cycles are shorter and seeing smart people to not do their job is a lot more obvious.

 

beth

 

 

 

 

@bsteinbe

Katelin

 

 

 

 

@katelin_cruse

dan

 

 

 

 

@dan_portillo

 

cultureampCulture AMP has developed Murmur, a flexible survey platform that lets you gather data in whatever way makes sense for you–annually, weekly, by group or manager. You can sign up here for a Murmur 15 account and get a free 15 question employee engagement survey to test drive.



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