Idea In Brief
Core Scenarios & Stories
Scenario 1: Parenting - keeping an eye on your child's stress patterns
Alice and Bob are new to the parenting scene, their child, Sam is about to enter a new school. As parents, Alice & Bob are concerned about Sam's well-being throughout the day. They are are able to monitor Sam throughout (almost in real-time if they need to). At the end of every day, both parents review Sam's stress levels - from this they can tell whether Sam is having a good time, or is experiencing some challenges & stress points. They use this information as an opportunity to find out more from Sam, get to better at understanding the situations (maybe it's only during break time, or there is one particular class that stresses Sam out)....
Scenario 2: Education - Are the students OK?
People often say that society is a result of background, up-bringing and education. Imagine if, as educators, it was possible to monitor your students, to genuinely find out how your students are doing, possibly find out before it's too late, of students that need additional help, coaching and mentoring.
Imagine that in a group situation, the educator can assess in real-time, whether students are comfortable with the topic or not, maybe there's tension in the room that needs the teacher to change tact (call a break, or address the elephant in the room?)
Scenario 3: Adult - Workplace - Seeking Happiness at work
Bob is employed as a professional in a multinational corporate. He feels like he is just a cog-in-this-big-machine, often facing issues of corporate politics and uncomfortable confrontational situations. Alice is a self-made, serial entrepreneur, always looking out for the next big thing, networking and improving on her successes. Joe, like Bob, is also a corporate-member, but he is an agitator, always questioning the status quo, passionate about innovating within the big corporate.
Bob, Alice & Joe have one thing in common - the quest for self-improvement, leading to better, fruitful outcomes in the workplace.
At the end of every day, the trio reviews their personal metrics. Bob realises that there's certain points in the week that his stress/tension levels are exceeding his normal thresholds. He then correlates that to specific times in his calendar where he has meetings with his manager. Bob takes note and sets a personal reminder on his phone to monitor his situation at the next convention.
Alice finds her heart rate & voice-tone changing whenever she's involved in a pitch to a prospective client, she also finds that she gets really nervous (her personal monitor is able to measure sweaty palms) as she drives in for the meetings.
Joe finds he gets real excited in brainstorming and strategic sessions, and gets really annoyed in a certain meeting with a certain colleague, so much so, that if Joe continues on this trend he may end up destroying the relationship with this colleague, or possibly, harm his health. Joe finds that he generally smokes a cigarette or two after an encounter with this colleague. Joe desperately needs to monitor this over time, and seek out ways to change for the better.
Scenario 4: Coaching, Facilitating & Mentoring Workshops
Alice is a professional coach, facilitator and leadership guide to C-level and senior-management professionals in corporates. Often, Alice starts her workshops by doing Psychometrics 101, getting people to understand themselves, what triggers / motivates / drives individuals in both personal and group encounters. Alice often finds herself facilitating group workshops, in strategic brainstorming sessions, such C-level people are indeed opinionated and not the easiest bunch of people to work with.
Alice, being a qualified psychologist, keeping up-to-date with mental and emotional research, has often relied on her own wit, intuition, gut and finesse in facilitating these workshops - one thing is clear though, she's not a mind reader and has often in the past misread a few situations. Alice could really do with some scientific data to help her improve her workshops, leading to win-win outcomes.
Alice has just the solution. In the workshops she now runs, she has a central console that shows vital information about all the participants in the room. Using this console, Alice can pick up on subtle discomforts, get a sense for the feeling around the room, detecting stressful patterns or spikes - that alerts Alice to change the tact, tone, direction of the workshop. It wasn't easy getting buy-in from participants, but in the end, in the interests of productivity and successful outcome of the event, people actually look forward to having positive confrontational issues surface quickly, and nip them in the bud.
Corporate C-level managers welcome decisive action, and this technique now has helped Alice lead and transform many a management team.
Scenario 5: HR Practitioner & People Transformation
Alice is an HR professional tasked with helping her company deal with risks of employee psychological issues, state-of-mind, happiness and well-being in the workplace. Recently, in the last five years alone, a handful of employees had committed suicide much to the surprise of colleagues - if only they had picked up on some subtle cues or changes in behaviour, these deaths could have been avoided.
At first, Alice and the rest of HR team dismissed these events as facts-of-life, part of living in South Africa, one of the most depressing and stressful countries in the world. Life is tough in South Africa, people come to work with their personal issues and challenges, it's very difficult to keep work and personal life separate. Clearly the line managers are not qualified to detect personal, deep rooted problems, and some people are really good at wearing masks masquerading, pretending on the surface that things are good, when in fact, dig deeper and the story gets concerning.
Alice has decided to experiment with a new technology that promises to make sense of people's emotional & mental state of mind, sense of nervousness and overall well-being, by using scientific principles based on measuring physical cues like heart rate (faster heart rates indicate increasing stress levels), body-language, facial cues and other physical measurements that can be used to show patterns in a person's overall mental wellness.
Alice is aware of the data sensitivity issues, protection of personal information & big-brother like challenges, to get employees to consent to a level of monitoring. Alice believes that it is not only in the best interest of the company to ensure a harmonious workplace environment, but also in the best interest of the individual, to raise above the personal challenges - and together, seek comfort there is counsel available to people to take them through a personal transformational journey. Alice believes in the end, this will add value to society overall, in time.
Alice also sees opportunity for line managers to make positive use of the personal data analytics & metrics. Managers can gain insights into team & individual performance, assess the team's maturity level with real data, taking actions to help foster a more balanced and positive working environment. An added bonus is that with near real-time insights, managers can pick up on potential serious issues before there's an outbreak, diffusing potentially explosive scenarios before they even happen!
What's in a Name?
- personametrics.com (is taken, I registered personametry.com instead)
- mybigdata or mbd (taken)
- eqlytics (.com available)
- psychelytics (.com available)
- psychometrica (taken, so I registered personametrica.com instead)
- dataself (taken)
- medata (taken)
- mydatalytics (taken)
- mindfulytics (.com available)
- dataspirations (.com available)
- mevolution (taken)