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:
The equivalent X-Men Organization, one producing the same output, would look like this:
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:
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:
This is the future, it’s ready to go, let’s get moving.
This is just a 1:38 long but is a critical insight on HR Analytics.
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?”
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
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)