Tag Archives: predictive analytics

Performance Transformation, LLC™ Launches Services For Private Equity And Angel Investor Markets

FOR IMMEDIATE RELEASE

Professional and strategic development firm integrates machine learning technology and neuroscience research to quantify and address leadership risk, employee engagement, productivity, innovation and accelerate earnings performance.

VENICE, Fla. — Performance Transformation, LLC™ (Venice, FL) announced today the launch of their newest service offering specifically tailored for Private Equity firms and Angel Investors. The Performance Equity portfolio offers an array of custom services and technologies designed to fully address the greatest risk factor in equity financing; the human element of leadership teams.

The evolutionary approach integrates insights, assessments and development tools garnered from recent discoveries from the neurosciences with a machine learning platform that employs advanced algorithms to generate predictive analytics.

“This is truly innovative, bringing a level of analytical sophistication to private markets that was previously only available to major firms operating in public markets,” said Terry Murray, founder and Managing Partner of Performance Transformation. “Being able to quantify and mitigate human risk factors within leadership teams is a powerful first step, but it’s just the beginning. Going forward, our clients will be positioned to leverage Big Data into business intelligence of unprecedented value.”

Founded in 2008, Performance Transformation, LLC is a leading innovator in driving organizational performance. The firm takes a comprehensive approach of optimizing and aligning leadership, strategy and organizational culture to drive breakthrough productivity, engagement, and innovation. Mr. Murray is also the author of “The Transformational Entrepreneur”, which was cited by the academic Journal of Economic Literature for its thought leadership in March, 2012.

“For Angel Investors, the human elements and dynamics of the leadership team have always represented the greatest risk factor in their investment portfolio,” added Mr. Murray, who has been working within the investor-driven startup community since 2001. “Until now, there has not been a way to standardize, quantify, and proactively address these factors scientifically. This is a game changer. Angels are continuously collecting reams of due diligence information that, once the investment decision is made, turns fallow. Our approach will enable them to leverage that information into remarkably valuable business intelligence to optimize the IRR on their portfolios.”

Performance Transformation has identified an antecedent, causal correlation between assessable, neurological styles and the top leadership competencies shared by today’s high performers. Their proprietary Accretive Coaching Process℠ employs an educationally-based approach to cultivate new neural pathways in the prefrontal cortex and frontal lobe, breaking constrained thinking patterns that take root in the Basal Ganglia. The resulting neural networks enable adaptive thinking to emerge, the type of thinking entrepreneurs and executives require in today’s volatile, rapidly changing environment. The developmental approach is grounded in tangible, stretch business objectives to drive immediate performance improvements. The firm has partnered with Root 5 Systemics™ (Toronto, ON) and Talent Sprocket™ (St. Petersburg, FL) to enable the integration of advanced, team dynamic assessments and the predictive analtyics engine.

“For several years, we were way ahead of the curve,” commented Terry. “Being the lone voice in the wilderness takes intestinal fortitude, but that’s where innovators reside. It’s all paid off, as our approach and vision is being validated nearly every day now. The U.S. Army just published a study that aligns with and validates our insights and one of the largest corporations in the United States has adopted the core premise of our methodologies.” Mr. Murray’s work was also formally commended by General David Petraeus in 2010.

Addressing the value this represents for the Private Equity sector, Terry points to the annual State of American Business report from Gallup®.

“For the twelth year running, Gallup reports employee engagement levels are endemically stuck at 3 out of 10 employees. Seventy percent of employees are asleep at the switch or even worse, working at cross-purpose with their employers. This represents a talent arbitrage opportunity within many, many firms. We’re talking about the raw material of value creation in the 21st Century; human talent. For many firms, approximately 50% of their payroll is delivering little or no return on investment. If Henry Ford had a scrap rate of 50% on his raw materials, I doubt it would have become an endemic productivity and earnings drain for more than a decade. He would have done something about it!”

Mr. Murray adds, “Our integrative approach can scientifically identify these opportunities and, more importantly, fuel rapid turnarounds in employee engagement, productivity and the resulting innovation that will flow from intelligent, organizational and leadership rehabilitation. We can cut development costs while achieving breakthrough improvements in productivity and earnings. This approach will revolutionize management practices going forward.”

© 2013, Performance Transformation, LLC™.  All Rights Reserved.

Leave a comment

July 9, 2013 · 10:26 am

Performance Transformation, LLC™ and Talent Sprocket™, LLC Announce Formation Of New Partnership

Innovative leadership, strategy, and organizational development company to integrate Talent Sprocket’s machine learning and predictive analytics technology into its approach to deliver business intelligence and clear ROI on leadership development.

PRLog (Press Release) – Jun. 19, 2013 – VENICE, Fla. — Performance Transformation, LLC™ (Venice, FL) and Talent Sprocket™, LLC (St. Petersburg, FL), announced today the formation of a collaborative partnership to jointly market their technology and services.  Talent Sprocket is the first true machine learning platform designed to deliver Human Talent Analytics™.  Performance Transformation provides custom leadership development, collaboration, and innovation acceleration programs for knowledge worker-based companies and institutions.

“We’re very excited to be working with Talent Sprocket to strategically enhance our portfolio of services,” said Terry Murray, founder and Managing Partner of Performance Transformation.  “We’re the first leadership development company that brings with us a technology that allows our clients to accurately measure their ROI on developmental investments.  This level of accountability is truly revolutionary in our market space.”

The Talent Sprocket platform employs machine learning, a sophisticated algorithm that continuously teaches itself to recognize subtle patterns in complex data sets too large for human beings to accurately evaluate.  Applying this technology to leadership development, succession planning, recruiting, and collaborative team formation provides business intelligence and insights that, heretofore, were unavailable to most enterprises.

“Terry’s passion and leadership have laid the path for Performance Transformation to become one of our industries most thoughtful and innovative talent management companies,“ commented Tony Duda, CEO of Talent Sprocket.  “Our belief is that by bringing our diverse but equally innovative cultures together, in a collaborative way, we will achieve some truly exciting and breakthrough solutions, not only for our customers but for the entire talent management industry.”

Founded in 2008, Performance Transformation has pioneered advanced, professional development processes through the integration of more than a dozen, peer-reviewed, scientific disciplines ranging from the neurosciences to applied behavioral economics, emotional intelligence and quantum physics.

“The growing complexity of today’s business environment demands innovative solutions for talent development, retention and collaboration,” added Terry.  “It is through the integration of seemingly disparate disciplines and creative learning modalities that truly adaptive thinking emerges.  Most talent management software on the market today automates yesterday’s processes.  Talent Sprocket delivers predictive analytics, enabling business leaders to look over the horizon in anticipation of their human capital needs.  This represents a distinct, competitive advantage that will only increase in strategic value over time.”

Progressive, high tech companies like Google®, IDEO® and Apple® are already leveraging their sophisticated, internal core competencies to retool HR around people analytics.  The new partnership between Talent Sprocket and Performance Transformation integrates advanced technology and thought leadership to make this approach available to businesses and institutions that, until now, couldn’t access this level of business intelligence.

“Just like the internet leveled the playing field for access to strategic market intelligence, this partnership levels the playing field when it comes to talent intelligence.  Any company, no matter their size, can now operate with the same level of insight as Google or Apple.  It’s truly a new day!”

© 2013, Performance Transformation, LLC™

Leave a comment

Filed under Health Care, Leadership Development, Talent Management

Want to Lead and Innovate Like Google ~ Look to Their HR Practices

In case you may have missed it, Google’s stock price recently broke $800 per share, making them the third most valuable company in the world.  Outside of multi-national petroleum companies, the other leading firms on this list of value include Apple, Microsoft, IBM, GE, J&J, and Pfizer.  Companies that are all driven by innovation and their ability to effectively commercialize the creative collaboration of their most valuable resource…people.

DecisionsAn interesting article was recently published detailing Google’s approach to what is being called people analytics.  The fact is, human beings are the the raw material for value creation in the new economy.  This is something we’ve been speaking about for five years, but is just now starting to gain traction in the mainstream business community.  This doesn’t just apply to information technology companies, but all companies, because innovative thinking at every touch point in the organization is the key driver of competitive advantage.  To refer back to a term once bandied about in corporate circles; HR can no longer be viewed as a cost center, it is truly a Center of Excellence in today’s hyper-competitive world.

Google is reinventing the HR practice to reflect the strategic imperative of fully engaging passionate people to collaborate and innovate on an unprecedented level.  The article quoted two points that reveal their strategic perspective towards reinventing the HR practice:

1. “All people decisions at Google are based on data and analytics.”

2. Their focus is to “bring the same level of rigor to people-decisions that we do to engineering decisions.”

The article goes through ten, distinct steps that differentiate Google’s approach to the Human Resource function.  I’ll refrain from rehashing them here, but I will touch on the highlights of their approach.

~ Google is focused on identifying the top, currently relevant leadership competencies that fit their culture and business objectives.  Coaching and frequent employee feedback are at the core.

Google is employing a retention algorithm, an effective hiring algorithm, calculating the business value of top performers, and using predictive analytics to drive the value-creating, HR flywheel.

~ Google is applying experimental pilot initiatives to determine ‘best practices’ in people leadership that fit their business and strategy.

~ Google is focused on improving diversity, creating innovative and collaborative workplace design, and migrating from traditional ‘training’ to discovery, novelty and learning opportunities for their employees.

Google is using the resulting, forward-looking data these initiatives are generating to influence and convince internal managers of the wisdom and business value of these people-centric practices.

You’re probably thinking, “Yeah, well of course Google is using analytics and sophisticated algorithms.  These skills are core competencies that built their dominance in the search engine business.  But we don’t have those competencies…how do we adopt these new competitive practices?”

This is part of the beauty of the new economy we live in.  You don’t need to own competencies in order to take full advantage of their being out there in the landscape.  Our firm is a great example.  We’ve adopted an open-network structure (i.e. innovative and collaborative workplace design) that taps into the competencies we need, when we and our clients need them.  We’ve invested in partnerships that deliver platforms that deliver hiring and retention algorithms, machine learning systems for people practices, predictive analytics, and content collaboration platforms that accelerate value creation at a surprisingly reasonable cost.  Firms no longer need to buy these advanced competencies by hiring the brightest mathematicians hailing from MIT or Stanford.  They can lease the tools they need, when they need them.  Our firm integrates and adds value by providing the leadership development (experiential learning programs that create a shift in perspective; i.e. rewriting the human software running in our heads), aligned pilot program initiatives (i.e. Google’s experiments), and the metrics (i.e. forward looking data) to fully leverage these evidence-based approaches that will revolutionize Human Resource practices to fully drive competitive advantage.

The fact is, any firm can begin to lead and innovate like Google, Apple, IDEO and other thought-leading companies that understand the value of their human talent.  There’s a certain irony here, too.  The same dynamics that are driving such unprecedented, accelerating change are the same dynamics that are affordably delivering the practices and tools that any firm that wishes to lead the disruptive wave of the new strategic imperative of innovation, collaboration and value creation!

© 2013, Terry Murray.

1 Comment

March 5, 2013 · 11:44 am