Category: Analytics Culture

Why Analytics Projects Fail: #1 – Lack of Focus

Lack of focus is common reason analytics projects fail. Keeping a focus on any project can be a challenge for companies that are not well organized. If you are an analyst or trying to champion analytics in your organization and are up against a lack of focus, I have some ideas for you.

First off, size really isn’t a factor when it comes to the organizational culture towards being organized. In some cases size makes the problem more apparent, but size can also mean more resources, so in most cases its really not a serious issue.

There is generally a strong correlation be the way data is handled in a business and how organized the company is in other ways. Lots of paper, manual processes and clearly define process flows may look organized, but it’s highly unlikely they deliver the type of data leadership really needs.

Lack of focus often happens when leaders seem overwhelmed and say they don’t have time to dedicate to things like analytics. The first thing you need to figure out is are people resources really stretched too thin or is it more a cultural issue where being too busy is more of a badge of honor.

The best way to deal with overworked teams is to start putting data around what they do every day and come up with solutions to improve time management and delegation.  Few people can truly say they have extra time, but everyone can say they need to figure out how to manage time better. A good analytics solution does just that.

Few people can rationally explain why their job would be harder if they had more analytics.  So it’s not too hard to get people to buy into the concept of analytics, but to get them to buy into the actual practice you need to be part salesman and part storyteller.

You need to show them the value putting a greater focus on your analytics project will bring to both the business as a whole and to each individual involved in the project. Besides showing data to champion the use of more data, you need to tell stories about how its helped in other places. You need to get them to envision how much better life will be once your project is complete.

Lack of focus can also come when the project is not well thought out of you get scope creep… when additions are made to a project that start distracting people form the original goal of the project. It is hard to stay focused when you don’t see focus in the project itself.

The final point I’ll make is that you also need visible and consistent buy in from the person(s) in charge. If they are not advocating for analytics, then your project will never get the focus from stakeholders and project team members you need then you will fail.

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Analytics Culture – The key to using analytics in a business is like a secret sauce that fuels Data-Driven Decison-Making. It is a unique combination of analytics talent, technology and technique that are brought together to enrich and empower an organization. A successful analytics culture is not easy to create, but DMAIPH can show you how. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can build a strategic plan to turn your company into analytics driven success story.

Mixing Technique With Empowered Curiousity

Last year I spent some time helping a couple of schools build more analytics centric training into their psychology curriculums. The goal being to help prepare future HR managers and analysts to be ready to deal with real world analytics challenges.

Over the next few blogs, I will share several of the topics I listed in these curriculums that are equally balanced in both the technical and intellectual aspects of HR analytics.

It is a common misconception that HR analytics is all about using tools and techniques to generate reports and share information to management in a way that makes the business more successful. This concept will not generally work because the analysts are not empowered to question, explore and discover new opportunities or to understand hidden risks. All they are expected to do is report things faster and with more flash.

Some of the topics typically taught in your basic HR and/or Recruitment Analytics class include:

  • Stages of HR Analytics
  • HR Metrics – Calibration and Measurement
  • Statistical Analysis Tools like DCOVA (define, collect, organize, visualize and analyze)
  • Enhancing HRIS (Human Resources Information Systems)
  • Optimizing MS Excel for HR Analytics
  • Business Intelligence Tools for HR Teams
  • Predictive Analytics Methods and Models
  • Big Data Analytics for HR Teams

Each topic can be its own training module if you have the time to sit in a class and approach the use of HR analytics academically. The problem is few of us can spare the time.

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My solution is a mixture of self-education, internal team building dynamics and an empowerment based model of analytics training that will not just make your team better at building reports, but will unlock their minds and free their curiosity allowing them to get outside the box and discover things you can’t even imagine.

No one wants a team of drones who just follow steps in a technique or use a technology to do just exactly what it was designed to do. To really have an HR Analytics team that make a difference, you need a team that thinks differently. If you are serious about building this kind of culture in your business, then I can show you how.

Analytics Culture – The key to using analytics in a business is like a secret sauce. It is a unique combination of analytics talent, technology and technique that are brought together to enrich and empower an organization. A successful analytics culture is not easy to create, but DMAIPH can show you how. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can build a strategic plan to turn your company into analytics driven success story.

Finding The Time To Talk About Analytics Strategies

One of the biggest frustrations I hear from people when we are talking about how empower more data-driven decision-making in an organization is that no one has enough free time to get serious about analytics.

When facing this kind of challenge, a short presentation full of useful data can be used to start the ball rolling. When people say they are too busy then they are often actually saying I have too many things to keep track of and I am not as organized as I should/could be.

There are indeed times when there is more work than can be done in 40 hours a week, but that is actually not the case in most situations. Most corporate cultures reward those with the “I’m so busy I don’t have time to waste on reports” badge of honor.

To counter this you need to do some research into what are the potential time and cost savings that come from fixing the reports and getting better data to decision-makers. It wont take long to find a lot of numbers to use in your business case after a quick Google search. LinkedIn is also a good place to find lots of supporting documentation.

Once you have that info, you can add it to your own assumptions about what KPIs are not being used or what KPIs are missing from current reporting or which KPIs are miss reporting. This can all be turned into a short, compelling case for others taking the time to talk about broader reporting across the organization.

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To really add some punch to your argument, ask one of the too busy people to give  you a few minutes of time to ask them what more they want/need out of their reports. Hardly anyone is truly happy with the reports they get. Gain a few allies in your crusade.

Most people think that using analytics effectively is all about the technology, but the real secret to success is getting the people on board and on the same page. True analytics centric cultures are based on engagement and that engagement needs a facilitator.

Once you have your story and a few key advocates it will be a lot easier to get closer to the data-driven decision-making you are looking for.  If you need help polishing your story or advice on how to get the engagement of a really tough “I’m too busy” co-worker, let me know. I’m sure I can lend a hand.

Analytics Culture – The key to using analytics in a business is like a secret sauce. It is a unique combination of analytics talent, technology and technique that are brought together to enrich and empower an organization. A successful analytics culture is not easy to create, but DMAIPH can show you how. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can build a strategic plan to turn your company into analytics driven success story.

Turning Data Owners Into Data Resources

One of the biggest challenges I hear about when I do public trainings is how to get people who are stingy with their data to share it.

My answer is always the same… buy them a doughnut.

Seriously, when I reflect back to what made me a great analyst when I was with Wells Fargo, one of the biggest reason was I made sure all the data guys liked me.

Just about every company has someone who likes to keep their data close. Sometimes it is a result of security risks. But most of the time it is because they just don’t like to share. It is also possible they just don’t like someone on your team. Whatever the reason, you have to get them to lower the gate and let you in to play with their data.

From my perspective, I generally see a few types of data gate keepers who have very different reasons to keeping you out of their data playground.

  1. They are afraid to share the data, because they know the data is not 100% trustworthy.
  2. They are afraid to share the data, because they worry you will use the data to do things they can’t.
  3. They are afraid to share the data, because they had a bad experience with you or someone like you.
  4. They are afraid to share the data, because you play for a different team.
  5. They are afraid to share the data, because you won’t need them anymore.
  6. They can’t share the data because it’s a security risk.

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In every case, even the last, engagement is the key. Share with them why you need the data, demonstrate how much more awesome your analysis and reporting will be if you can include their data.

One of the advantages I have enjoyed in my career is that I really get along with people. I make an effort to be likeable and trustworthy. To be a great analyst, you will need to be likeable and trustworthy too.

And I kid you not, buying them a doughnut and dropping it off at their cube works more often than you might imagine.

The key to using analytics in a business is like a secret sauce. It is a unique combination of analytics talent, technology and technique that are brought together to enrich and empower an organization. A successful analytics culture is not easy to create, but DMAIPH can show you how. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can build a strategic plan to turn your company into analytics driven success story.

Conversation About the Reporting Mess

The other day I was hanging out with some friends who work for a company I used to work for and they were talking about challenges they were having with some reports. As I listened, images started filling my mind of the challenges so many companies face. Not having a good data strategy within a business is a killer to both productivity and morale, opens up a company to extra risk and blinds people to opportunities.

The first problem I suggested they tackle is validating their current Key Performance Indicators (KPIs). They need to analyze what is currently being reported to find out what is not useful to the business in making educated decisions.

The second problem is that the people who “own” the data don’t like sharing.  The place where I’d start with this challenges is mapping out the data flow. It would be really powerful to illustrate the different touch points within the flow and most importantly where things get stuck. Then it’s a matter of explaining the big picture to those who might be causing slowdowns.

The third problem is that everyone is too busy to sit down and figure out how to fix things. To solve this challenge, we will need to get everyone on the same page and agree to a common data strategy. This will not be a one and done meeting, but a series of conversations.

So to solve this, my friends need to start with asking questions about what do people really need. In many cases I would expect the answer is no. This is where knowing the architecture comes in handy, so you know where the data lives that is currently missing. After this it’s a matter of storytelling and influencing the “owners” of the data to understand how access to key data would generate more powerful KPIs which would allow everyone to get on the same page.

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It sounds pretty easy and it should be. The ultimate challenge is really getting people to all agree on how to use the data. In some cases, it might take senior management support to get everyone to play nice. And my friends will need data to support their argument on how thing can be better and put some numbers behind their vision of a stronger data-driven culture.

This is where I come in. When inside politics and no one has time to lead the charge, an outside consultant might be the best solution. An expert in not just identifying the challenges and sharing findings, but someone who can actually help facilitate cultural change. People who are equally skilled in both the technical world of analytics and the social world of team building are pretty rare birds.

If you are in a situation like my friends, then I’m ready to help you like I helped them.

Analytics Consulting – DMAIPH specializes in a variety of analytics consulting solutions designed to empower analysts, managers and leaders with the tools needed for more data-driven decision-making. We have helped dozens of companies get more analytics in their business. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can tailor an analytics solution made just for your unique requirements.

DMAIPH’s Typical Client Profile

I publish and share a lot of content about helping businesses get a better handle on their analytics in order to build a culture of data-driven decision-making. With so many businesses of various shapes and sizes looking to get more out of their data, I get asked a lot what kinds of businesses do we specialize in helping.

In general, I think we can help just about any business with its data analytics, with using data for business decision-making and in building an analytics centric culture.

That said, success often will hinge on a couple of factors.

  1. How is the data acquired and stored? The more structured the data management the easier.
  2. How serious is top level management about using data to make decisions?
  3. Is there a person or a team who really get the theory of how to optimize a business using data?

If all of those are true, it’s a green light for us no matter what the size or type of business.

If 1-2 are true, it is still possible, but we will have to make sure we keep expectation tied to reality.

If none of factors are in place, then I will probably decline the consulting gig. You can save people who don’t really want to save themselves.

Our business plan is to offer analytics solutions in the things we are best at, (1) talking about analytics, (2) consulting on using data in a business strategy and (3) providing data and/or analytics focused, hybrid staffing solutions.

The 3 kinds of businesses we specialize in helping by offering these solutions are

  1. Ready to expand – companies who are about to kick off a period of significant growth in their operations and need data analytics and/or more staff to be successful.
  2. Ready to revitalize – companies who have hit a rough patch and need to better understand where things went wrong and need a road map on how to get back on track.
  3. Ready to launch – start up companies who need to refine their initial business plan based on solid data analysis and/or need staffing solutions to get things rolling.

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So although I feel we can help just about any business when it comes to analytics, these are the 3 types of service we offer to our target market. I will detail more about how we go about helping businesses and tell you a story about a company we have helped in the next few blog posts.

Analytics Consulting – As a founding member of Gloabl Chamber Manila, DMAIPH specializes in a variety of analytics consulting solutions designed to empower analysts, managers and leaders with the tools needed for more data-driven decision-making. We have helped dozens of companies get more analytics in their business. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can tailor an analytics solution made just for your unique requirements.

All The Tools And All of The Talent but none of the Technique… Where Good Analytics Intentions Go Bad

I have seen so many examples of this. A majority of companies throw money at analytics in the form of buying new technology, but don’t spend a fraction as much on the people who need to make the technology work.

A good analyst using Excel is much more powerful then a mediocre analyst using a cutting edge BI tool. Without the innate curiosity, knowledge of the business and ability to communicate discoveries that come with a good analyst, your analytics plans will fall short no matter what the sales reps from the analytics companies promise you.

Now we have the 2016 Presidential Election results to analyze. Most predictive models had Clinton winning. Most of the polls had Clinton winning.

So where did the analytics go wrong? Well, its definitely not the technology. And I don’t think it was the talent.

In the coming days, I am pretty sure we will find it was the technique.

It was not getting deep enough data.

It was looking at the data and seeing what you expected to see.

Curiosity was lost.

Finding new perspectives to make sure we have the right data next time.

Hillary Clinton’s campaign will be a case study in where good analytics where not good enough.

Analytics Culture – The key to using analytics in a business is like a secret sauce. It is a unique combination of analytics talent, technology and technique that are brought together to enrich and empower an organization. A successful analytics culture is not easy to create, but DMAIPH can show you how. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can build a strategic plan to turn your company into analytics driven success story.

 

Reinforcing Positive Behavior By Influencing Team Members

When you work with DMAIPH, you will be working with people who care because they constantly study, learn and evolve. No one wants to be stuck in a place where every day is the same and you never get a sense of what you are part of.

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Here’s one reason why Going DMAIPH is different!

https://en.wikipedia.org/?title=B._F._Skinner#Behaviorism

Been thinking a lot about how to motivate people. Sometimes I think we might have it all wrong.

We get so busy doing things that we forget to say thanks and we avoid saying you can do better.

Per Wikipedia, “Reinforcement, a key concept of behaviorism, is the primary process that shapes and controls behavior, and occurs in two ways, “positive” and “negative”.

Both types of reinforcement strengthen behavior, or increase the probability of a behavior reoccurring; the difference is in whether the reinforcing event is something applied (positive reinforcement) or something removed or avoided (negative reinforcement). Punishment is the application of an aversive stimulus/event (positive punishment or punishment by contingent stimulation) or the removal of a desirable stimulus (negative punishment or punishment by contingent withdrawal).

So I know that is nosebleed inducing for some of you, so let’s break it down.

Say we have a challenge in our business with attendance. So we can try to find ways to reinforce good behavior using positives like perfect attendance rewards or offering additional incentives to come to work like food and allowances. But we also have to find ways to limit the negative behavior through coaching, warnings and potentially termination.

If you dont have a clearly defined model of rewarding both positive and negative behavior then team members will get lost and generally gravitate towards negative behavior. Having a clear and consistent attendance policy that is upheld from top to the bottom in an organization will give you that balance of behavior.

DMAIPH specializes in helping businesses in both the U.S. and the Philippines optimize processes and procedures including how to positively influence team member behavior.

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Analytics Leadership – DMAIPH specializes in arming the Data-Driven Leader with the tools and techniques they need to build and empower an analytics centric organization. Analytics leadership requires a mastery of not just analytics skill, but also of nurturing an analytics culture. We have guided thousands of Filipino professionals to become better analytics leaders. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to discuss a uniquely tailored strategy to ensure you are the top of your game when it comes to Analytics Leadership.

PATIENCE AND FAITH ARE OUR BEST FRIENDS

I wish i could remember where i found this, but it definitely speaks to me so I wanted to share it again.

“No one can determine the final destination of our life’s journey. Therefore, the next best thing to do is to keep our cool and have faith in ourselves. Whenever I feel I am detouring from my destiny, I try to remind myself that my journey is my path. It’s a journey full of peaks and valleys, sunshine, and rain. This faith allows me to explore unchartered territory with confidence. I am at ease to fail forward. Because even when we fail, we do not lose it all—we can learn valuable lessons, and build the foundation for our next chapter.”

Keeping a can-do attitude helps us to never give up on ourselves. It allows us to recharge, reinvest, and reinvent ourselves by melting down our fear.

And that’s how I will start 2017!

jobspicture2Analytics Leadership – DMAIPH specializes in arming the Data-Driven Leader with the tools and techniques they need to build and empower an analytics centric organization. Analytics leadership requires a mastery of not just analytics skill, but also of nurturing an analytics culture. We have guided thousands of Filipino professionals to become better analytics leaders. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to discuss a uniquely tailored strategy to ensure you are the top of your game when it comes to Analytics Leadership.

 

em·pa·thy > the ability to understand and share the feelings of another

From Our Recent Customer Care Empathy Training for the DMAIPH team

em·pa·thy > the ability to understand and share the feelings of another.

Per Webster’s… Empathy is

…the action of understanding, being aware of, being sensitive to, and vicariously experiencing the feelings, thoughts, and experience of another of either the past or present without having the feelings, thoughts, and experience fully communicated in an objectively explicit manner.

Per Wikpedia…

Empathy is the capacity to understand what another person is experiencing from within the other person’s frame of reference, i.e., the capacity to place oneself in another’s shoes.

So any way you slice it, empathy is about feeling the pain of another in a way that helps ease some of that pain.

Empathy training is sorely lacking across the call center industry as this kind of soft skills training is taught like a technical skill. You can’t just lecture of empathy. You have to role play and write open ended scripts and practice it until its second nature.

If DMAI is to succeed, we need to have better the average empathy training. If we want to be a great company then we need to have best in class empathy training to make sure we are there for our customers.

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Analytics Leadership – DMAIPH specializes in arming the Data-Driven Leader with the tools and techniques they need to build and empower an analytics centric organization. Analytics leadership requires a mastery of not just analytics skill, but also of nurturing an analytics culture. We have guided thousands of Filipino professionals to become better analytics leaders. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to discuss a uniquely tailored strategy to ensure you are the top of your game when it comes to Analytics Leadership.