This week’s topic:
We’ve been busy collecting your surveys and refining the design principles. It’s a work in progress, but we’re am excited to give you an update. Thanks to all of you who took time out of your busy schedules to participate. We appreciate your input.
00:11:34 Carin-Isabel Knoop: do we have a prompt? 00:21:35 Carin-Isabel Knoop: NEVER 00:21:37 Andy Barnes: We won in groups ;-) 00:21:44 Carin-Isabel Knoop: bryan is living the future of work 00:22:01 Ashley Beaudoin: We totally won in groups, Andy and Chuck! 00:22:05 Carin-Isabel Knoop: YAHOOOOOO 00:22:18 Open Assembly: https://store.hbr.org/product/deloitte-s-pixel-a-consulting-with-open-talent/420003?sku=420003-PDF-ENGf&utm_source=Open+Assembly&utm_campaign=a4dbbe84d5-EMAIL_CAMPAIGN_2019_09_05_02_43_COPY_01&utm_medium=email&utm_term=0_108c89e8c4-a4dbbe84d5- 00:22:36 Open Assembly: https://store.hbr.org/product/deloitte-s-pixel-a-consulting-with-open-talent/420003? 00:23:07 Carin-Isabel Knoop: we want more cool case protagonists esp women from minority groups so send ideas to firstname.lastname@example.org. it is not always as complex at Balaji says. he is just special... ;-) 00:23:44 Open Assembly: Will do Carin! Let’s do this! 00:26:27 Open Assembly: Design principle survey: https://www.surveymonkey.com/r/RNBBJQ6 00:26:39 Bondili, Balaji: If anybody needs a copy of the case study, let me know - I can send you a copy. 00:26:55 David Swift: Percentage of workforce being sourced through marketplaces. 00:27:07 Tom O'Malley: Giggles 00:27:14 Tom O'Malley: haaha 00:27:45 David Swift: Today it is a very small percentage of most corporates work force 00:28:26 Open Assembly: https://marketing.wharton.upenn.edu/profile/windj/ 00:30:06 Open Assembly: https://www.linkedin.com/in/david-swift-7409641/?originalSubdomain=ch 00:31:06 David Messinger: for naming we have used squadhelp platform worked great 00:31:18 James Wright: IMHO, the most important KPI no one is tracking is 'Give-a-care-ness' imho. For employees, the community, the planet 00:32:34 Mary Mellino: linked in has a SSI (social selling index) score 00:33:05 Open Assembly: https://www.linkedin.com/in/chuck-hamilton-951483/ 00:33:44 Open Assembly: https://www.linkedin.com/in/grettacorporaal/ 00:34:04 Chuck Hamilton: Is there a Connection Metric that comes with a open hire? I’m hiring you and your network. 00:34:45 Ty Montague: It might be interesting to track “trust of open platforms” as a metric. People won’t use what they don’t trust. And driving that metric up would be a good goal. 00:35:09 Bondili, Balaji: process metrics and outcome metrics. 00:35:36 Sajeev: + 1 Steve. Reusability / repeatability is a key metric 00:35:37 Ty Montague: This would require an initial piece of research on current level of trust (survey based). And then tracking over time 00:35:39 Bondili, Balaji: reuse - trust metric (TY). 00:36:18 Open Assembly: https://www.linkedin.com/in/freddielaker/ 00:38:02 Steve Rader: workonomix 00:38:17 Rich Copsey: metrics relative to the talent - diversity, global reach, earnings relative to the local standards... 00:39:04 Open Assembly: https://www.linkedin.com/in/bryanpena/ 00:39:42 Dean Bosche: Putting my hand up! 00:40:06 Rich Copsey: industry standardized identity certificate for talent 00:40:57 Chuck Hamilton: That universal ID being adopted by many higher ED folks is https://sovrin.org/ Could this be a place where we keep our basic skills map aligned. Capability index and unique ID? 00:42:19 David Messinger: I personally agree with using sovrin 00:42:39 Gretta Corporaal: A quick dive in my data: companies that keep track of metrics eg measure the following: cost; speed; quality; capability; aggregate saving; time to hire; time to delivery 00:42:53 Gretta Corporaal: important to note is what is your base? 00:43:06 Gretta Corporaal: what do you compare it to? 00:43:30 Open Assembly: https://www.linkedin.com/in/bosche/ 00:45:54 Stacie Joosten: Agree @Gretta. And @Dean. What are the metrics that tell the most compelling story to motivate organizations compelled to adopt open talent? Speed to contribution, cost reduction, bottom line improvement etc. 00:45:54 Gretta Corporaal: Our online labour index might also be an interesting resource: https://ilabour.oii.ox.ac.uk/online-labour-index/ 00:51:12 Arthur Ransier: A success metric (from a consultant's perspective) could also be diversity in client placements. If they are deploying with the same client repeatedly, why use the platform/marketplace? 00:52:12 Open Assembly: https://bcorporation.net/ 00:57:31 Gretta Corporaal: Great points! 00:59:02 Tom Cooke: Great points @Steve - I liked your example of trust a couple weeks ago about trusting AirBnB without knowing the owners of the properties. Interesting to study how the platform built that trust 00:59:55 Alp Sezginsoy: https://www.ted.com/talks/joe_gebbia_how_airbnb_designs_for_trust 01:01:03 Tom Cooke: Thanks @Alp! 01:01:45 Sajeev: We use a simlar approach as outlined by Steve - its a baseline based approach - set of parameters defined - you baseline and show conitnuius improvement against it 01:01:55 Sajeev: happy to help shape this 01:02:07 Steve Rader: got to drop. great as always!!! 01:02:29 Arthur Ransier: In terms of accreditation, there are ways to get value back to members as well -- one big opportunity could be administration of an association health plan (https://www.associationhealthplans.com/ahp/what-is/) 01:03:27 Tom Cooke: Maybe full adoption of a distributed workforce doesn’t happen until organizations are self-forming through these marketplaces 01:05:29 Rich Copsey: need to bounce... thx all! John, ready to connect with Dyan when you are 01:05:38 Open Assembly: Workstreams; https://docs.google.com/document/d/18YRJdYmNzay1mi8JqgtrnpdcLjJLOtbDcrs5L_jvuLA/edit?usp=sharing 01:06:01 James Wright: https://www.linkedin.com/in/jameswrightesq/