Creelman Research Library

Articles on people and organizations

X-Men Organizations are the Future

I’ve written a lot about the future of work and the gig economy, however the most important model may be what I’ll call the X-Men Organization. The X-Men Organization looks just like a normal organization on the surface, but is run by employees who are super-powered by virtue of their access to a talent cloud.

A normal organization, with a lot of employees in jobs, might look like this:

xmen1

The equivalent X-Men Organization, one producing the same output, would look like this:

xmen2

 

The stars orbiting each X-Man employee represent the on-demand talent each person can access to get their work done. It’s reasonable to suppose each X-Man will be able to do three times as much as a regular employee who does all their work themselves.

The advantages of the X-men organization start with the usual ones we get from using free agents:

  • Access to as much talent as we need when we need it. There will be no more staff sitting on the bench or work delayed because there’s a shortage of workers.
  • Access to specialized talent. With an X-men organization there is no need to get an employee to do work they are not particularly good at, that work gets sent out to a free agent who is an expert in the area.
  • Access to inexpensive talent to do low end tasks. No more will a highly paid employees do low end work; they’ll be empowered to send that out to the talent cloud where someone else can do it cheaper.

However, I suspect the real advantage of the X-Men Organization is the agility that comes from having fewer employees. An organization of 30-odd people is a lot easier to manage than one with 100-odd staff. An X-Men Organization with 500 employees will have fewer levels of management than the equivalent old-style organization of 1500 people.

The great thing about this model is that you don’t have to be a brilliant organization designer to set it up.  It is a form you can evolve into; just slowly add access to cloud talent, and figure out how to use it over time.

You’ll see a clear analogy between the talent cloud powered X-Man Employee and the technology powered employee. Both models let one person do much more than in the past. Now instead of empowering staff with access to a PC, you empower them with access to talent.

Here’s what you can do to get started:

  1. Think of employees as hubs that enable work to be done; rather than as workers who do the work themselves. In the X-Men Organization everyone is a manager.
  2. Create processes that allow employees to use the talent cloud. Given them a budget, give them access to talent platforms, build processes for using the talent cloud, provide training.
  3. Create processes so that organization learns how to best use and control the talent cloud. Any time you let employees spend money or send work outside the organization there are risks. These risks are all familiar ones, nonetheless organizations need to develop an understanding of how they manifest themselves in this kind of organization.

This is the future, it’s ready to go, let’s get moving.

Great article on Science & HR

This article by my colleagues from the Centre for Evidence based Management (CEMBa); Dr. Rob Briner & Eric Barends, is a great explanation of how to bring scientific thinking to HR.

The article was published in HRPS’s excellent journal People + Strategy (Spring 2016)

 

 rob20briner_popuperic_barends

Rob Briner                          Eric Barends

 

 

 

The 2 (quite different) ways of approaching HR analytics

This is just a 1:38 long but is a critical insight on HR Analytics.

One hour of definitions in one minute

It’s easy to get off track when you focus on the wrong questions.

And stay tuned for the follow up video where we give examples of “Who?” and “What for?”

HR Analytics Diagnostic Video

One thing that strikes me is how big a gap there is between a few firms operating at the frontiers of HR analytics and those down at the end of lonely street trying to get started with limited support.

I’ve created a musical view of the the different stages of HR analytics.  Perhaps you’ll find it helpful in seeing more clearly where you company is now and how to move to the next stage of maturity.

 

To learn more: http://www.creelmanresearch.com/HR_Analytics.html

The Big Bang Theory of HR Analytics

This video (2:30) is fun, but it does get to a big issue in bringing HR analytics to life; and helps show why I’ve taken such an interest in evidence-based management.

(I hope you are familiar with the TV show; it’s more vivid if you know the characters)

MORE: Taking action with a workshop

HR Analytics Diagnostics

If you’d like to chat about HR Analytics & Evidence-based practice then a good place to start is with a diagnostic.  I’ve created two quick ones here:

After you’ve done one or both diagnostics then shoot me an email (dcreelman@creelmanresearch.com) and we’ll schedule a time to talk about the challenges and opportunities you face.

Thanks,

David Creelman