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David Murray
Cofounder & President, Confirm - Tech Speaker & Emcee
David Murray is an experienced software executive specializing in engineering, product management, and IT operations.
His expertise includes managing business segment P&L, leading improvements in engineering operations, and developing technology partnerships.
He has a strong background in managing geographically distributed engineering organizations.
David holds an MBA in Marketing and Corporate Strategy with High Distinction from the University of Michigan's Stephen M. Ross School of Business.
He also earned a BS in Computer and Electrical Engineering, Cum Laude, from Purdue University.
David Murray's career spans various prestigious organizations, including his current role as Managing Director of Private Equity Value Creation at Strategy&.
Prior to this, he served as Director of Private Equity Value Creation in the Technology, Media, and Telecom sector at Strategy&.
David's professional journey includes leadership positions like Director of Product Innovation Practice at PwC, Principal at PRTM Management Consultants, and owning his consulting business, David Murray Consulting.
He also held VP roles at SunGard Higher Education as VP of Strategy and Product Management, Academic Strategy and Product Management, and Chief Technology Officer.
David's career further includes executive positions at SunGard Data Systems and Campus Pipeline, as well as roles at PRTM, Hewlett-Packard, and IBM.
His diverse experience and educational background have equipped him with a broad skill set in software technology and business management.
Highlights
This is finally public! At the same time as the HR Tech Award, it's a great day for fixing the broken world of performance reviews!
https://lnkd.in/gfanmGkr
#hr #hrtech #performancereviews #talentmanangement
"The CEO is the last to know." -- this is still true at most companies, and even more in the age of remote work.
But if you ask an infinite number of people how many gumballs are in a jar, the average of the guesses will eventually be correct.
Now apply this idea to asking the talent in your organization about the people around them.
NOT cherry-picked 360's, but open-ended questions like:
- who do you go to for help and advice?
- who energizes or motivates you at work?
- who are you concerned about that needs additional support or attention?
Turns out, the more people you ask, the more the answers converge.
And, in fact, when you ask for substantiation so it's not a popularity contest, and make it psychologically safe by protecting folks' identities, you get AMAZING insights.
Continuous feedback can't do this. Managers can't do this. Traditional performance reviews can't do this.
You can even use this data to MEASURE the bias in your company.
And while some may think this biases to extroverts, the data consistently shows that it does not. In fact, at every organization over 100 employees, it reveals a large number of "quiet contributors", i.e. the introverts that are doing AMAZING work but don't know how to manage up or sell themselves to their boss.
Most CEOs don't care about continuous feedback or traditional performance reviews, because they're pretty useless at learning new information.
The CEOs that do the methodology above are able to see the reality of what's going on at their organization, and it enables them to ensure that the right people are recognized for the difference that they make at work.
#hr #hrtech #performancemanagement #ona
