How Well Do Facts Travel?

I did not coin this phrase. There is an effort by a professor @ the London School of Economics to explore this topic. Jon Adams has several papers on his research, using historic precedent on the rise of scientific advances, and how the new “facts” are disseminated, believed (or not believed) by a population.

It’s cool stuff, and highlight various behavioral psych books that I like, but what does this have to do with analytics?  I’m playing with this professor’s ideas in relation to new insights that an analytic may have, and whether the end user population would believe the insight enough to act on it (those of you who know me, know I like this topic).  So, I guess it’s a microcosm of the larger scale behavior Dr. Adams is describing.  Here’s a link to a brief PPT I thought was illustrative from his writing:

http://www3.imperial.ac.uk/pls/portallive/docs/1/15951696.PPT

folk

There’s bias on both sides (the purveyor of a new belief and the user who has a “gut” understanding) in this slide in particular. Who wants to budget from their own position anyway? People hate that. The trick are teh techniques we can use to make them move from their current point of view.

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Jeremy Shapiro is an executive in HR at a leading financial services firm, working on talent analytics. Formerly a Senior Vice President of the Hodes iQ Talent Management Suite at Bernard Hodes Group and is a co-author of the HR metrics book Ultimate Performance. Jeremy has coached hundreds of companies in recruiting and HR technology solutions across industries and sizes. Jeremy is a frequent speaker and author on HR technology topics and HR Business Intelligence topics, such as SHRM, IHRIM, the Human Capital Institute, HR.com and more. He is a frequent contributor to articles and whitepapers on HR Business Intelligence. Jeremy holds a Masters of Science in Information Systems from NYU and a B.A in Economics from Rutgers University. Specific topics of research include HR metrics, talent management technology, and next generation recruiting technologies.

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Talent metrics and human capital analytics galore.                                                                        

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