Vivo Team uses people analytics in L&D to analyze, predict, and prescribe solutions for clients. Renée answers questions about this proprietary Vital Statistics Report (VSR™) and how it came to be.
Q : Let’s start here, what is a VSR™?
R: Our VSR™ or The Vital Statistics Report™ is a proven method to capture behavioral insights for leaders and their direct reports. Unlike self-directed profile assessments that look at individual tendencies, the VSR™ looks at behavioral factors of skill, will and collaboration. Our report illustrates the viewpoint of the leader and the team members on the effectiveness of the team in the power, or soft skills and the alignment/connection of the leader to the team.
Q: How did you come up with the idea?
R: After years of providing consulting services to CEO’s and their C-suite executives whose pain point was aligning business strategy or aligning with one another at the executive table, we realized that the action of doing stakeholder interviews and analysis was critical to targeting needs. It was clear as a starting point that looking at the team as a system—or the family theory, behavioral change, leader and team alignment, and the cost of lost productivity would offer unique and innovative data collection in learning and development.
Q: How does the VSR™ help businesses?
R: Leaders get the insights they need to help them manage and lead their teams effectively, understanding which areas are strong or weak in relation to competence, motivation, collaboration, and alignment. They also get a perspective on the measured impact of their own leadership behaviours.
Team members get a clear understanding of where the team needs help and where they are doing well and gets to understand how other members of the team view the team and ultimately understand that behaviours cost money!
Finally, C-Suite gets a measurable understanding of how effective their teams are or not, plus predictive knowledge of the sustaining growth of leadership in the organization. The VSR™ pinpoints how they need to develop and activate their talent.
Q: What were the signs or steps that lead to the creation of the VSR™ tool?
R: Simple answer: Research, study, research, study, testing, analysis, research, and more testing!
We analyzed stakeholder interview questions, studied the language of teams, researched indicators that make teams function at a high level, and did a survey of North American companies to narrow down our assumptions of the key indicators. I think we ended up with 32.
We deployed a second survey to narrow down our assumptions of the key indicators and got it down to about 12. Digging more deeply still with our research and assumptions we identified 6 key indicators to measure. Next we built out an algorithm, tested with early-adopter clients, attendees at multiple conferences throughout North America, and had it finally tested with UBC.
Q: So, what are the final 6 key indicators of high performance that you come up with?
R: Communication, Accountability, Feedback, Structures, Emotional Intelligence, and Cohesion.
Q: Has it changed or progressed a lot since the initial launch?
R: Yes! We consistently improve and test our assumptions about the VSR with client feedback, peer reviewed awards, ongoing research, and product development and consider tech, coach insights, and workplace changes. We continue to learn and innovate as our customers use the VSR™.
Q: Which key indicators does the VSR™ pinpoint as needing the most development among your clients?
R: In a recent poll we conducted among HR leaders, 35% said Communication was the area of development their organization needed right now, followed by Feedback at 19%. This is also the story when looking at our VSR™ data. Our average indicator scores across all clients (before training) is Feedback at 62% and Communication at 66%. A score of 80+ signifies a healthy, highly functioning team.