DECIDE  is  the methodology in 6 steps used  by MGMTLAB.eu:

Direction – define the question. The objective of the analysis starts from the customer’s needs that makes a “powerful question” to begin the intelligence cycle. Application examples:

– How to select the right people?
– What generates performance in sales?
– How to improve the effectiveness of training?

Exploration – assess sources. The MGMTLAB.eu team, together with the customer, evaluates all possible sources to get useful data to answer the original question. Neuroscientific studies, the latest management theories and business case are blended together with the experience gained in the company to better focus on the search of the most important data for analysis.

Collection – gather data. Relevant data is collected starting from internal company sources such as databases, questionnaires used, the perception of managers etc. External sources are then added based on psychometrically validated questionnaires, industry analysis or interviews with customers in order to obtain an adequate dataset to be able to answer the original question.

Investigation – analyze evidence. Data is analyzed in the logic of people analytics to report key variables emerged in the exploration phase. The research follows an iterative methodology that allows each round of analysis to be able to refine data and extract managerial insights valuable to the company and to the people involved in the Intelligence project.

Dissemination – use the answers. The numeric and qualitative evidence are condensed, closely working with the client and the project team, in prototypes, tools and materials customized for customer’s specific needs, that enable people to present and concretely use the responses received from the analysis to improve people performance inside the organization.

Evaluation – continue to improve. At this stage the solutions which have emerged are tested and improved through a feedback process and a control of the results that will re-evaluate the needs and maintain a continuous focus on the performance wanted, so as to continue on a steady path of development in the company’s ability to value people competences.

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