The Adaptable Organization Series

Part 4: The Organization

Posted by Don Miller and Tiffany McDowell on August 27, 2019.

In “Part 3: The Team” of our five-part blog series, we explored how high-performing teams deliver work in an Adaptable Organization. However, teams need to be allocated thoughtfully within an organization to be able to collaborate effectively together and avoid duplication of work.

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Everyone expects (and deserves) fair hiring decisions, so how do we get beyond bias?

Posted on August 2, 2019.

Thanks to a combination of awareness, training, and regulatory oversight, most organizations are acutely aware of the need to remove bias from hiring decisions and take steps to prevent it. So you may find it surprising to learn how many different forms of bias exist and how common it is—still—for bias to creep into decision-making.

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How technology can democratize people analytics

Posted by Kathi Enderes, and Matthew Shannon on June 27, 2019.

If you could look into the future and see which decisions will have the greatest impact on your organization’s business outcomes, would you? Undoubtedly, most people would answer with a resounding, “Yes!”” Organizations have an abundance of people data, and many understand they need to use that information for improved performance and productivity. But while analytics technology has advanced, global productivity remains weak, contributing to a gap between the possible and the actual, with no easy way to close it.

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Notes from Nudgeapalooza: Behavior Change for Good

Posted by Melissa Cavanaugh on December 17, 2018.

Capital H’s first dispatch from Nudgeapalooza looked at the ways in which behavioral nudges can make a difference in influencing consumers, employees, and citizens—and where their impact might fall short. In the second keynote of the day, Katherine L. Milkman, professor at The Wharton School of the University of Pennsylvania, illuminated how her research is testing various ways to help people make positive choices and make them stick.

Milkman’s research focuses on the ways in which interventions can create lasting change in individuals’ behavior around health, financial wellbeing, and education. But the findings also have implications for organizations that hope to encourage particular behaviors in their workforce.

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Notes from Nudgeapalooza: Are nudges enough?

Have you ever seen your retirement savings rate increase without actively making that choice? Have you chosen a salad at a restaurant after seeing the calorie count for the cheeseburger? Have you decreased your energy use at home after getting a letter about how much your neighbors use? If so—you’ve been nudged.
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Learning and leadership models are evolving in the digital environment

Our latest MIT SMR and Deloitte Digital study reveals a first-time uptick in digital maturity in organizations around the world

Posted by Dr. Doug Palmer on June 29, 2018.

My colleagues and I at Deloitte just completed our 2018 global study of digital trends with MIT Sloan Management Review. This is our fourth year studying the transformative impact of digital business on companies around the world. This year’s study, based on a survey of more than 4,300 business executives, managers, and analysts, shows that more companies are making the necessary changes to adapt their organizations from a traditional environment to a digital environment. As part of this process, companies are evolving how they learn and lead to successfully compete in a continually changing market.

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New TEDx talk: How to be smarter and make better choices (in just 13 minutes!)

New TEDx talk: How to be smarter and make better choices (in just 13 minutes!)
Posted by Juliet Bourke on May 10, 2016.

Five years ago I started reading everything I could find on the topic of diversity of thinking and decision making. There was a lot more opinion than fact, so I started doing my own research too. And, because I work in consulting, my team and I did a lot of our research in real workplaces. So our ideas are thoughtful and practical.

I made mistakes—the biggest one was to think that diversity of thinking was a substitute for capability. It’s not. You can’t just put a whole lot of people into a room who know nothing about a topic and assume that diversity of thinking will plug those knowledge gaps. Take it from me—I tried it, it doesn’t work.

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Agility through workforce analytics

Putting the possible into practice


Posted by Erica Volini on February 29, 2016

Analytics capability is a top human capital trend. Two of the 10 trends in Deloitte’s Global Human Capital Trends 2015 report directly focused on analytics, and as we prepare to launch the 2016 report in the next couple of weeks, I can tell you that analytics will remain a top trend. Analytics is seen as critical, and our research shows its use is climbing rapidly, in part due to an influx of new supportive technology. That said, many organizations are still wrestling with how to use analytics to inform workforce-related decision making.

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