Accelerate Transformation with Organizational Decision Analytics

Part I Engagement & Competencies for Application Across the Talent Cycle

See also Organizational Analytics
Accelerate Transformation with Organizational Decision Analytics – Part II

“Whether you are responsible for the talent engagement and development of a large multi-national or a mid-size organization, Harrison Assessment’s Organizational Analytics offers best-in-class solutions to advance your business, cultural, and talent goals for 2021 and beyond.”


Looking beyond the challenges of 2020, forward-thinking organizations are seeking ways to advance their business and talent goals, engage and develop employees, and prepare leaders to meet their future needs. Based on recent talent and organizational surveys, past organizational methodologies and talent approaches are inadequate for continued growth, development, and competitiveness. Across industries and internationally, executives are seeking and demanding predictive analytics in talent management and organizational development, in the same way they have always relied upon analytics in operational and financial decision making.

Also see Part II Paradox Mastery Enhances Leader & Employee Development

The Case for Transformation & Supporting Analytics

Josh Berin’s recent survey shows that 41% of companies believe their leadership development quality is high and only 20% believe they have a strong bench for the future. This concern is intensified by the need for transformation in leadership capabilities towards:
➢ Building and thriving in a network
➢ Learning culture and curiosity
➢ Team-building, trust, and fairness
➢ Growth mindset & driving results

“Now is not the time to pull back on workforce development efforts, but instead to double down on commitments to building a resilient workforce that can adapt in the face of constant change…”
Deloitte 2020 Global Human Capital Trends Special Report

Bersin shared, “Today, driven by the benefits of running the business through a network of data-oriented project teams, the ROI is hinged to how analytics tools help you assemble teams, create goals for them, determine who on the team is succeeding or not, which person should lead the team, and who needs to go to another team.”
Among other human capital surveys, Bersin’s data supports the necessity of integrating organizational needs with individual needs for effective talent strategies including career development and succession planning. Bersin’s model places the individual development plan in the center of these targeted needs.

Additionally, executive and HR surveys continue to support the emphasis on behavioral and communication skills as most critical to workforce success. These organizational, leadership, and human capital trends require agile solutions that incorporate predictive behavioral analytics, enable cultural transformation, and focus on the individual employee. In order for executive leadership, HR/OD/Learning, as well as, middle and front line leaders to support transformation, they require accurate analytics and practical tools specific to the individual employee.1

“A high-tech and empathy-driven way of providing work is here to stay. Leadership needs to be pushed down into the lowest ranks of the organization, to the people closest to what is really going on…”
Deborah Ancona, MIT Leadership Center

Deborah Ancona, founder of the MIT Leadership Center concurs: “A high-tech and empathy-driven way of providing work is here to stay. Leadership needs to be pushed down into the lowest ranks of the organization, to the people closest to what is really going on. Nimbler, network-distributed learning models invert the traditional management pyramid. Managers now realize that they need to engage and motivate the bottom parts of the organization to lead upwards with their ideas and innovations, and the way to pull people together is to articulate what you do that is truly meaningful.” 2

Transformational Talent Analytics Solutions

In order to facilitate these daunting talent trends and respond to the demand for more predictive and effective decision analytics, Harrison Assessments has launched a new capability that is just-in-time to enhance organizational and talent decisions. The larger the organization the more challenging the task of measuring:

  • employee and leadership engagement and retention,
  • fulfillment of expectations and key motivators,
  • required competencies for career and leadership development, and
  • high potential for succession across leadership levels.

Harrison Assessments’ innovative and predictive behavioral assessment system offers comprehensive solutions across the talent cycle, organizational levels, and industries within their sophisticated behavioral analytics system. This article focuses on the new Organizational Analytics solutions to demonstrate how this best-practices system facilitates accurate, predictive, and targeted data-driven talent decisions.

Measure & Analyze Group & Individual Data

Harrison Assessments’ Organizational Analytics solutions enable you to create a culture of engagement, retain key talent, and build the behavioral competencies that drive high performance for the future. The online interactive dashboards for Engagement and Behavioral Competencies allow your organization to easily identify development areas using the traffic light color scheme. Select groups to analyze by global or local populations, department, team, or management using customizable tags; easily generate online and PDF reports. The Organizational View allows you to analyze group trends while the Individual View enables you to drill down to each employees’ key factors to personalize development opportunities with recommended coaching strategies and actions.

Harrison Assessments Engagement Analytics Solution

Harrison Assessments Engagement Analytics Value Proposition

Harrison’s Engagement Analytics provides the predictive data needed on a group/team and individual basis to facilitate:

  • Development of your leaders’ capability to engage and retain top talent through identification of retention risks;
  • Delivery of performance reviews for boss and employee with personal and accurate data for more effective dialog and actions; and
  • Engagement strategies for all levels and parts of the organization, regardless of the size of the organization.

Harrison’s comprehensive Engagement Analytics solution measures individual employment expectations and motivators and the degree to which the individual believes their expectations are fulfilled. The Organizational View for Engagement bar chart shows 18 engagement factors ranked from left to right, according to the importance given by employees. The traffic light color scheme allows you to view the degree to which each expectation is fulfilled. The Individual View for Engagement allows you to easily identify areas of concern for each employee in the selected group and generate reports for manager/boss coaching. (See sample illustrations)

Harrison Assessments Behavioral Competency Analytics Solution

Harrison Assessments Behavioral Competency Analytics Value Proposition

Harrison’s Behavioral Competency Analytics traffic light color scheme facilitates:

  • Assessment of your organizational cultural areas of development and discovery of at-risk parts of the organization, as well as, individuals;
  • Identification and measurement of specific behaviors/ preferences that impact each competency; and
  • Implementation of actionable development plans that provide guidance to HR/L&D, leaders and employees generating enthusiasm for development and increasing behavioral change results.

Harrison’s Behavioral Competency Analytics enables your organization to build the behavioral competencies that drive high performance. It measures your employees’ competency levels across Harrison’s library of leadership, emotional intelligence, remote working, and collaboration competencies. You can even map and customize your own organization’s competencies and include them in your system. This data enables you to target development strategies for global and local groups and for the individual toward behaviors that influence leaders’ ability to execute and perform. (See sample illustrations)

Harrison Assessments Organizational Analytics Cost-Effective Subscription Options

Harrison’s Organizational Analytics subscription period is 12 months from the date of purchase. You can include any number of employees and add more during the subscription period. There are four subscription options available and you may upgrade at any time:

  1. Engagement Analytics – full access to Engagement dashboard, individual Engagement data and reports, plus the Organizational View of Behavioral Competencies
  2. Behavioral Competency Analytics – full access to Behavioral Competency dashboard, individual Behavioral Competency Overview reports, plus the Organizational View of Engagement Analytics
  3. Premium Analytics Package includes all features of the above
  4. Organizational View Only a flexible, low-cost entry point to view group data and choose to purchase individual data at your discretion

This subscription model enables cost-effective implementation for any size organization.

Next Steps to Your Organizational Transformation

Deloitte’s Special Report to their 2020 Global Human Capital Trends, “New possibilities arising from the COVID-19 Crisis,” reinforces how the COVID crisis has accelerated talent technological trends:

Related to reskilling and investing in resilience Deloitte emplores, “Now is not the time to pull back on workforce development efforts, but instead to double down on commitments to building a resilient workforce that can adapt in the face of constant change…”

“Emerging from this crisis, organizations should ask themselves if HR is positioned to make the impact they can and should be making across the enterprise. HR should take a leading role in helping the organization and the workforce adapt to changing organizational and business requirements. The question organizations must ask themselves is whether HR has a broad enough focus to extend their influence in the areas where they need to play to help position the organization to both recover and thrive over the next decade.”3

Having the technologies and predictive analytics to build a resilient workforce is essential to transformational success, as Deloitte 2020 trends report contends. If you are intrigued by this brief preview of the innovative and comprehensive Harrison Assessments Organizational Analytics capability, wait to you see the live system! For a demonstration contact Dawson Consulting Group, A Harrison Assessments Solutions Provider for over 18 years. Whether you are responsible for the talent engagement and development of a large multi-national or a mid-size organization, Harrison’s Organizational Analytics offers the best-in-class solutions to advance your business, cultural, and talent goals for 2021 and beyond.

By Sheryl Dawson, CEO

Dawson Consulting Group is a Harrison Assessments Solutions Partner.

Harrison Assessments Certification With Sheryl Dawson, Solutions Partner

Talent Management technology: Acquire, Develop, Lead, Engage | Dawson Consulting Group

  1. Josh Bersin: Business Resilience: The Global COVID-19 Pandemic Response Study 2020; HR Transformation in the Experience Age 2020; Why HR Technology Matters Now More Than Ever 2020
  2. Russ Banham, “Update Your People OS”, Chief Executive Magazine, July 6, 2020
  3. 2020 Deloitte Global Human Capital Trends, Special Report, “New possibilities arising from the
    COVID-19 crisis”, 2020
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