The Best Training Programs Are Data-Informed with the CPO of HackerOne

NEW data from McKinsey: 90% of CEOs don’t believe their people development efforts have a clear business impact. 

More often than not, this is because learning professionals aren’t using, measuring, or communicating their impact in a useful way.

One of the simplest and most effective examples of data-informed people development that I’ve seen recently is at HackerOne, where they follow a simple, data-informed process:

1. Measure engagement.
2. Determine the largest leverage point (pain point in this case).
3. Train for that leverage point.
4. Remeasure (+14 improvement).

To learn more about this HackerOne and their overall approach to company culture, I met with Chief People Officer (CPO) of HackerOne, Dawn Mitchell.

In addition to the above, we covered: 

1. how Dawn and her team solved for low trust in their senior leadership team. 
- they unearthed the problem through their employee engagement survey
- they rolled out an org health and communication program
- results: 14-point increase in trust

2. 3 initiatives Dawn and her team employ to foster culture

This includes "Hack Week" where employees set their work aside and focus on something they believe will push the needle the most. 

3. why Dawn collapsed HR business partners and L&D into one role 

It creates a virtuous cycle: Most HR business partner questions had been L&D-related, and the context as an HR business partner improves L&D's approach. 

We covered all of the above and much more! Give it a listen.