I was reading Seth Godin’s latest post (here) about how too much data can cloud people’s judgement, limiting their ability to use faith in decision-making. This got me thinking about all the time I spend daydreaming about how we can help HR leaders leverage more data about people so that their faith or instinct isn’t the primary (or in some cases only) decision criteria.
From where I sit, the bottom line is this: learning how to trust your instinct is a critical behavior (and arguably one that should be measured!), but data can be a great tool to confirm or deny what instinct tells you about people. Talent managers that can balance the two with skill will deliver breakthrough business outcomes to operational leadership.
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