I was reading my blogging hero, Seth Godin’s blog this morning and it made me think about what comes next.
After spending close to a year setting up a 60+ person team for a client from scratch, setting up a call center office and launching a new business to manage it, I am now ready to look for my next challenge.
Like Seth talks about in his blog, wading is a far smarter way to get your foundation set then jumping into the unknown. Starting with a six person work from home team and methodically growing it to a 60+ person team with 2/3 work from home and the rest office based, we went from wading, to swimming, to taking daily plunges off the high dive.
So now I need a new pool to play in and based on what I have learned I can wade into it at first, but before too much time passes I will be doing what I love best… jumping in the deep end.
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.
Came across this interesting article on LinkedIn, about what to do instead of firing an employee. It caught my attention as the BPO Industry in the Philippines continues to grapple with attrition rates that are way to high.
In short, the problem is that with a perceived deep talent pool to tap, BPOs have put little effort into retention policies instead being quick on the trigger thinking they can easily find a better employee. This mindset is not only self-destructive but also badly out of line with available data. As it gets harder and harder to recruit quality employees, many times the answer is pour more money into recruiting or more money into incentives, but almost no one is putting more money into training and coaching.
When you can step out of the industry for a minute and look at the patterns its pretty mind-boggling that such a booming and vibrant industry is so short-sighted.
So, with that back drop in mind, I found this article a good one to help me and my management team put some pauses in place and do a little more due diligence before coming to the decision to give up on someone.
The 4 bullet points listed are all very good ones to chew on:
1. Employ Self-Assessments to go hand in hand with KPI data points
2. Setting clear and achievable goals to mark success
3. Targeted coaching and training
4. And redeployment to positions with a better chance for success
I’ve added these discussion topics to my next management meeting agenda and will build in additional check points within our assessment process. All in all a good read indeed!
HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.
Here is a follow up to the student I am helping with her class assignment on Logic… She asked me how I apply logic as an analyst with an example and here is what I came up with.
How I Use Logic As An Analyst
According to Webster’s Dictionary, logic is “the science or art of exact reasoning” and analyst is “someone who is skilled at analyzing data”. The two definitions are where I start when how I think back to the application of logic during my career as an analyst.
To solve business problems you need data. You need to identify the right data, analyze it and communicate your results. In all three aspects of analysis work you need to employ logic.
Basil Rathbone as Sherlock Holmes
When you are given a business problem to solve, say how to determine a market for a new project or trying to figure the cause behind a slowdown in production, you need to start with data. What data you get, how you get it and where you get it from is all driven by a combination of your business experience and logic.
Logic helps you eliminate data that useful to the problem at hand. One time when I was looking for data on current remittance flows to China, a logic driven approach would be to start looking at Chinese economic websites. Which I did using the science of logic.
Once I got some data sources on remittances from the US to China, I then used logic in my analysis. Is the data current? Is the source reliable? Is it relevant? Logic dictated that I not use sources that were more than a year old, where not from government sources and where directly providing data on remittances to China.
In my analysis I saw several patterns, most remittances where going to only two provinces. That is logical when you research to see that most immigrants to the US come from these two provinces.
And when I was ready to communicate my results, my choice on which application to use, what tone to use in my language and what visuals to use were all driven by my knowledge of the audience.
Since this was for a senior manager, well-versed in remittance patterns and very comfortable with big data speak, I just cut and past some charts from Excel into an e-mail and gave him 2-3 bullet points about the patterns I saw and noted my source. It was logical that he didn’t need a lot of explanation or easy to see analysis given his pedigree.
If this had been for a more general audience of say fresh grads who have never looked at this kind of data before, it would be logical to use PowerPoint, supply several descriptive notations and some easy to digest visuals that show remittance trends.
Trying to provide students with a report designed for senior managers is illogical for someone like myself with a lot of business analysis experience.
In the end, it is my opinion that few career paths call for a more consistent application of logic then does that of an analyst.
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.
Decision-Making, Analytics & Intelligence > Philippines 