Picture of two speakers on a stage against a screen backdrop.
Another fantastic session!
That brings us to a close. Lots to go back and reflect on and then go and try! Excited about putting this into practice.
#LT25uk #T4S2
How do we tell our story through data.
Dashboards were cool. Now they build a PowerPoint then put it into notebookLM, ask it to tell the story or create a podcast and use that narrative. Get away from dashboards.
#LT25uk #T4S2
A question asking for tips on correlation vs causation…
Run a controlled experiment. Split test. One group goes through and one doesn’t. Then look at the results.
For longitudinal data. You’ll need more touch points for cultural data points. For performance data it likely exists.
#LT25uk #T4S2
How can you be sure that people have measured themselves correctly if they’ve self reported?
Look for themes. You can’t always trust at an individual level. But any movement is what you’re looking for. It’s only a problem if the score doesn’t move… pre/post.
#LT25uk #T4S2
Q&A time!
How can we use this data responsibly? We have to use it for the legitimate use we have collected it for, GDPR rules are in place to protect us on this but there are also ethical considerations. Does it benefit the employee is a good litmus test.
#LT25uk #T4S2
Four questions on a screen to ask when you have data
What I love is how it’s been positioned… there is data that’s there which feel a bit creepy to access but you can get a lot through simple surveys with a couple of simple questions. 👌
Some important questions to ask when you have the data…
#LT25uk #T4S2
Gentleman on stage in front of a screen showing a variety of data points.
The amount of data that’s behind the scenes is staggering!
#LT25uk #T4S2
Who is being creeped out by the data so far? Is a question posed.
Someone has highlighted how comfortable or uncomfortable they feel.
This has brought up how much data is being tracked anyway by MS and all our orgs. But data/IT security is important.
#LT25uk #T4S2
Always ask for the numerators and dominators so you can slice it down and calculate the metric yourself.
#LT25uk #T4S2
We’re now discussing performance change. A typical challenge is we don’t define a metric at the beginning that we’re trying to change. We should always ask what specific metric we’re trying to change and how do they know it’s a problem? Get a feed for that metric.
#LT25uk #T4S2
You can use it to see who can be change champions. Who is everyone going to when they need help? What name keeps coming up? #LT25uk #T4S2
#LT25uk #T4S2
“List the people you turn to when you have a business problem”
Is a way you can map out the networks that exist in your orgs. You can then do it before and after to see if your initiative has caused some change. Has their network grown? Is it more diverse? Great stuff!
#LT25uk #T4S2
Text on a screen of AI prompts
Here are some useful prompts you can use!
These look great!
#LT25uk #T4S2
Where people talk is the place to go looking for cultural change data. You can take what people are talking about throw it in AI and with the right prompt find out what they’re talking about or care about. Then perhaps ask for suggestions. This means you can be proactive.
#LT25uk #T4S2
You can use that same data to connect people. Someone who’s a 5 in Excel can be paired with someone who’s a 3.
#LT25uk #T4S2
You can use it to measure the outcome. Before the training they felt they were a ‘1’ at Excel after they may feel they’re a ‘3’. We want movement whatever way it moves it then tells us something. Did we affect anything? Is what we want to ask ours #LT25uk #T4S2
A simple approach explains for skills… ask people to list their skills and how good they think they are on them. It identifies needs/what they need help with. You can instantly scale this across functions and find out what each are good or bad at. We can target our marketing too.
#LT25uk #T4S2
Collection of data sources
Here’s where Derek gets his data from:
HR systems, performance systems, employee opinions, social systems, workplace systems and learning systems.
Fish where the fish are… especially on social systems.
#LT25uk #T4S2
Word cloud on a screen of data sources L&D use
Where are the audience getting their data from…
We can see a live word cloud emerge on screen right before our eyes
#LT25uk #T4S2
Does L&D data sit on L&D systems?
I’m guessing no… we’re being asked… the consensus is also no.
The interesting data is held elsewhere. We’re being asked between us to discuss where we think this data may be or where we get data from currently?
By talking to them? Let’s see
#LT25uk #T4S2
What are we being asked to do in L&D? Grow skills, change behaviour, network change, culture change, performance change, what data can we use to see whether these things have occurred? #LT25uk #T4S2
#LT25uk #T4S2
Our employees are giving us data 8 hours a day 5 days a week, yet marketers can infer a huge amount from a brief encounter online. Why aren’t we using it? How do we get it? These are questions we’re hoping to get answered. #LT25uk #T4S2
What else can we infer about him based on the shoes he’s decided to buy… lots of things! Size, budget, time of day he’s free, country, post code, affluence, colour, formal or informal preference there’s so much! #LT25uk #T4S2
Screen showing a range of shows
Oh the lack of shoes has meaning. We’re being asked to help him pick some shoes 👞 this is being used to tell us what we’ve found out about him. This example illustrates how companies get to know about their customers through their interactions online #LT25uk #T4S2
Derek is excited to let us know we’re on a journey of data and why L&D needs data, where it sits across the business, and how to use it #LT25uk #T4S2
I’ll be covering #T4S2 at #LT25UK for the next hour: Overhauling your learning ecosystem to deliver real results, with @amandanolen.bsky.social and Mary Glowacka of Rolls Royce. Chaired by Claire Doody.
