JENNY DEARBORN is an experienced executive leader in enterprise technology sales and human resources. She’s also a board director, advisor, and investor, and currently serves as the Chief People Strategy Officer at BTS Group, a global consulting firm. KELLY RIDER is a talent and learning strategist with over ten years’ experience on leadership teams. She specializes in connecting business needs with measurable outcomes, and in finding ways to use real-world data to drive leadership decisions.

• Acknowledgments ixForeword xiPreface xvIntroduction xixCase Studies xxviiSection 1: Change What You Measure, Transform What You Can Manage 11.1 Commit to Insights, Not Metrics 21.2 Embrace Workforce Insights 201.3 Let HR (Get Better at) Help(ing) You 341.4 Act on the Insights 421.5 Key Takeaways 45Section 2: Enabling Workforce Analytics 472.1 Get with the (Workforce Data) Program 472.2 Support Data Integration 532.3 Fall on the Sword of Data Governance 622.4 Understand Workforce Analytics Capabilities 722.5 Key Takeaways 87Section 3: Moving the Goalpost 893.1 Remember Yesterday’s IT 903.2 Know and Demand Excellence 983.3 Take Your Preference 1063.4 Accountability as a Two-Way Street 1133.5 Key Takeaways 119Section 4: Become Truly Insight-Driven 1214.1 Why “Insight-Driven” Matters 1224.2 Making Culture Your #1 Strategic Asset 1244.3 Upleveling HR 1294.4 Creating Your Insight-Driven Culture 1464.5 Key Takeaways 163Section 5: Higher Math—Workforce Analytics at the C-level 1655.1 All About the CHRO 1655.2 CEO: Be a True Partner, Get a True Partner 1745.3 Evolve the Power Structure 1875.4 Integrate HR into the Business 1985.5 Key Takeaways 211Conclusion 213Notes 215Appendix A: Guide to Workforce Data 233Appendix B: CEO+CHRO Survey Results 243Appendix C: Interviewees 249About the Authors 255Index 257

JENNY DEARBORN is an experienced executive leader in enterprise technology sales and human resources. She’s also a board director, advisor, and investor, and currently serves as the Chief People Strategy Officer at BTS Group, a global consulting firm. KELLY RIDER is a talent and learning strategist with over ten years’ experience on leadership teams. She specializes in connecting business needs with measurable outcomes, and in finding ways to use real-world data to drive leadership decisions.

• Acknowledgments ixForeword xiPreface xvIntroduction xixCase Studies xxviiSection 1: Change What You Measure, Transform What You Can Manage 11.1 Commit to Insights, Not Metrics 21.2 Embrace Workforce Insights 201.3 Let HR (Get Better at) Help(ing) You 341.4 Act on the Insights 421.5 Key Takeaways 45Section 2: Enabling Workforce Analytics 472.1 Get with the (Workforce Data) Program 472.2 Support Data Integration 532.3 Fall on the Sword of Data Governance 622.4 Understand Workforce Analytics Capabilities 722.5 Key Takeaways 87Section 3: Moving the Goalpost 893.1 Remember Yesterday’s IT 903.2 Know and Demand Excellence 983.3 Take Your Preference 1063.4 Accountability as a Two-Way Street 1133.5 Key Takeaways 119Section 4: Become Truly Insight-Driven 1214.1 Why “Insight-Driven” Matters 1224.2 Making Culture Your #1 Strategic Asset 1244.3 Upleveling HR 1294.4 Creating Your Insight-Driven Culture 1464.5 Key Takeaways 163Section 5: Higher Math—Workforce Analytics at the C-level 1655.1 All About the CHRO 1655.2 CEO: Be a True Partner, Get a True Partner 1745.3 Evolve the Power Structure 1875.4 Integrate HR into the Business 1985.5 Key Takeaways 211Conclusion 213Notes 215Appendix A: Guide to Workforce Data 233Appendix B: CEO+CHRO Survey Results 243Appendix C: Interviewees 249About the Authors 255Index 257

JENNY DEARBORN is an experienced executive leader in enterprise technology sales and human resources. She’s also a board director, advisor, and investor, and currently serves as the Chief People Strategy Officer at BTS Group, a global consulting firm. KELLY RIDER is a talent and learning strategist with over ten years’ experience on leadership teams. She specializes in connecting business needs with measurable outcomes, and in finding ways to use real-world data to drive leadership decisions.

• Acknowledgments ixForeword xiPreface xvIntroduction xixCase Studies xxviiSection 1: Change What You Measure, Transform What You Can Manage 11.1 Commit to Insights, Not Metrics 21.2 Embrace Workforce Insights 201.3 Let HR (Get Better at) Help(ing) You 341.4 Act on the Insights 421.5 Key Takeaways 45Section 2: Enabling Workforce Analytics 472.1 Get with the (Workforce Data) Program 472.2 Support Data Integration 532.3 Fall on the Sword of Data Governance 622.4 Understand Workforce Analytics Capabilities 722.5 Key Takeaways 87Section 3: Moving the Goalpost 893.1 Remember Yesterday’s IT 903.2 Know and Demand Excellence 983.3 Take Your Preference 1063.4 Accountability as a Two-Way Street 1133.5 Key Takeaways 119Section 4: Become Truly Insight-Driven 1214.1 Why “Insight-Driven” Matters 1224.2 Making Culture Your #1 Strategic Asset 1244.3 Upleveling HR 1294.4 Creating Your Insight-Driven Culture 1464.5 Key Takeaways 163Section 5: Higher Math—Workforce Analytics at the C-level 1655.1 All About the CHRO 1655.2 CEO: Be a True Partner, Get a True Partner 1745.3 Evolve the Power Structure 1875.4 Integrate HR into the Business 1985.5 Key Takeaways 211Conclusion 213Notes 215Appendix A: Guide to Workforce Data 233Appendix B: CEO+CHRO Survey Results 243Appendix C: Interviewees 249About the Authors 255Index 257