Tag: Sonic Analytics

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.

Sharing My Analytics Story

Sometimes I get asked to share my analytics story. It’s pretty awesome when that happens.

I’ve have gotten so accustomed to talking about my analytics story that I do speaking engagements, public training seminars and write this blog. Talking about analytics and sharing how I have and do use data to facilitate data-driven decision-making is my favorite thing to do.

A lot of people would like to share their analytics story, but they never feel like they are in the right place to do so.

Some are not confident enough in what they are doing and afraid of looking like they don’t know what they are doing. Well, when it comes to analytics most of us don’t always know what they are doing… the whole point of analytics is discovery and looking outside the box.

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Other people chose not to share their analytics stories because they don’t have a complete understanding of analytics in general. They know their niche, whatever they are in charge of back at the office. But they are not part of the bigger data picture in their company.

I have also find that others don’t share their analytics stories because they think what they are doing is to simple or not relevant to a broader conversation. Well, hardly anyone does the same thing as someone else when it comes to working with data. How we use data in our jobs is a individual as how we dress in the morning.

SO, when I speak, or present or write, I do my best to get others to participate. I love to learn about what challenges people are having and help them come up with solutions. A lot of analytics trainings are follow this method or use this technology, but few actually solve any problems. They give you tools but no instructions on how to use them in context of your own data environment.

I have found that the best way to build better reports is to talk about them. The quickest way to build engagement for more analytics is to talk about how to use analytics.

It’s all about taking the data in your head and constructing engaging conversations. That’s why in every opportunity I have to talk about analytics, I finish talking about how to market your analysis and how to make it enchanting to your audience.

I’ll be doing a training in Ortigas this coming June 15 and a seminar on June 22. If you are interested in sharing your story and coming up with some solutions to your data challenges, I’d be happy to see you there.

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.

Data Analytics Training on Nov 22

Just sharing some details on an upcoming training I’ll be delivering.

This innovative and one of a kind workshop will provide you with easy to
implement strategies to increase your effectiveness in decision- making.

Objectives
– We will start with a basic overview of analytics, current trends in
the field and how analytics is being used here in the Philippines.
– Through a couple of hands on exercises, we will practice finding data,
analyzing it and reporting our findings.
– We will go in depth understand several key components of analytics
including business intelligence, competitive landscaping, data
visualization and business dashboards.
– We conclude the day by taking an assessment of each of our own
business and starting to develop strategies to enhance the analytics
culture in our business.
– Learn more about Big Data and Data Warehousing

Key Topics:
– What is Data Analytics?
– Overview of Data Analytcs in the Philippines
– Self- Assessment of your own analytics
– Finding Data (Mining and Presenting the Data)
– Big Data and Data Warehousing
– Discussion about Descriptive, Predictive and Prescriptive Analytics
– Business Intelligence and Business Dashboards
– Using Data Analytics to Drive Decisions
– Enchant your audience

Group Exercises will focus on mining data from public data sources, working on a marketing strategy based on business analytics and building a business dashboard prototype.

In today’s global marketplace, businesses are challenged with endless streams of data of immense volume, variety and velocity coming from around the world. Having people on your team who can use the data in your business to drive more data based decisions in no longer an added value. It is a fundamental cornerstone of success.

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SEMINAR FEE

PHP 6,000/regular participant inclusive of VAT, training materials
(workbook), am/pm snacks, lunch and certificate of completion

*Group DISCOUNT (Minimum of 5):*

PHP 4,800/ participant inclusive of VAT, training materials (workbook),
am/pm snacks, lunch and certificate of completion.

To register, please call 09177992827 or send an email to info@sonicanalytics.com

Analytics Training – DMAIPH and our partners at Sonic Analytics offer a wide range of analytics centric training solutions for professionals and students via public, in-house, on-site, and academic settings. We tailor each training event to meet the unique needs of the audience. If you need empowerment and skills enhancement to optimize the use of analytics in your organization, we are here to help. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to set up a free consultation on which of our DMAIPH analytics training solutions is best for you.

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.

Q17: What are some best practices and technologies used in HR & Recruitment Analytics?

HR and Recruiting Professionals have embraced analytics. It took a while, but the increased need for data and analytics tools –The ability to collect, process and analyze “big data” has become paramount to the people side of the business. In order to gain a competitive edge in the increasingly chaotic global workplace, those who use analytics to gain data-driven insights into recruitment, compensation and other performance centric trends are the ones on the cutting edge.

“In my opinion, 95% of all the work that is done on recruiting metrics ends up being a waste of time, because the work focuses on creating historical tactical metrics never actually used to improve recruiting performance,” says Dr. John Sullivan, an ERE blogger and recruiting metrics expert. He says there are 3 reasons why there are failures and wasted time when it comes to metrics:

  1. Recruiting metrics omit any “big-picture” business impacts
  2. Current recruiting metrics are 100% descriptive and only offer guesses on what is and what will happen.
  3. Once collected, the metrics are reported to “barley interested eyes” who then assign things to a committee whose time spent results in very little measurable impact.

If you are still focused on time to fill and cost per hire, you really are quickly becoming a dinosaur. In addition, the idea of trying bringing in new people while working towards retaining top talent are generally not assigned to the same people. The disconnect between recruiting good people and retaining the good people who have been recruited is a killer to many companies. Both the material and cultural cost of replacing a bad hire isn’t generally looked at.

There are lots of blind spots to what is happening not just internally, but also externally.  Knowing who you are competing against for the same talent and what makes your offer to sign or stay stand out from the crows. None of these points can be analyzed with old school metrics terms and methods.

Dr. Sullivan also recommends six strategic categories of metrics that will help your in not just recruitment but in many other HR initiatives like retention and employee engagement:

  • The positive performance increase added by more productive hires
  • The failure rate of new hires and the damage done by weak hires
  • The losses created by a weak hiring process
  • The opportunity costs of “missed” landable top talent
  • The cost of using excessive hiring manager hours

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If you are looking at metrics like these, and sharing your findings not just with the recruitment team, but the boarder HR team, you can come up with big picture strategies to deal challenges much more effectively. In my own experience, a few other noteworthy trends in HR and Recruitment Analytics to consider include:

  • Disruptive Technology. Giving tools and information to managers and employees directly allows action to happen much quicker and be much more localized in impact. Success means giving the power to the end users so that HR can do more to oversee and manage big picture metrics.
  • Once A Year Is Not Enough. Annual reviews and employee surveys are too old school. Using analytics to gain insights can now be done 24/7. This can really have positive changes on employee engagement without the drawn out and too formal process made uniform to all.
  • Outsource Stuff. In successful companies, many tasks are outsourced to vendors who can do a lot more specialized things then in house generalist staff can do. Its just to much to ask a few people to stay on top of all the things important to the people you rely on. You have to pick and choose what you can keep and what you can outsource.
  • Mobile Apps. Designing apps for mobile first use is the way to go. We too often rely on old school thinking and take web-only or web-first tools and repurpose them for mobile. Times have changed. Mobile first is the way to connect with todays candidates and employees.
  • Look For It On YouTube. Video based learning, recorded by localized subject matter experts is on the cutting edge. The bonuses of learning from someone who is doing it versus traditional corporate trainers and enterprise world eLearning modules is another key to success.
  • Out Of The Box Analytics Tools. Behind the fire wall HR applications are being replaced or augmented by vendor based analytics tools that are more dynamic and expandable. Many can set on top of or replace current tools that are being used to gather, store, analyze and report data. The days when everything has to be designed, developed and maintained by an internal IT team is also going the way of the dodo bird.

So there you have it… becoming an HR and Recruitment Analytics ninja is going to take a lot of new thinking and a lot of letting go of how it worked in the past. Everyone agrees recruiting has never been harder, retention is getting more challenging and the future of finding and retaining talent is looking like a nightmare on the horizon.

If you need some guidance with how to being your HR and/or Recruitment team into the information age, I’m happy to help. One of my favorite things to do is get in a room with HR and Recruitment staff and talk about how to bring the team form the past to the future when it comes to analytics.  Just ask me how.

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.

Q16: Can you tell us more about current trends and hot new tools in social media analytics?

This question can lead to its own 20 part FAQ itself. As we all have witnessed, the daily growth in both social media channels and social media users can be an analytics nightmare.

Trying to capture the right data you need and not get side-tracked by useless data, while at the same time looking for new data to add value, in conjunction with storing your data in secure and accessible places, and constantly having to provide new data and analysis to decision-makers… it can make your head spin.

And then you add the complexity of social media, not knowing which platform has legs and will become the new thing, which ones are losing their edge and which ones are already dinosaurs. We all have way more apps on our phone then we every use and we probably have signed up for more social media services and have forgotten about them then ones we are currently using.

SO with all that in front of us, how do we look for current trends and tools in to use in our social media analytics. My answer to that, do what I do. Every few months I block off a day to review blog posts and articles I’ve bookmarked commenting on social media analytics.

Based on my latest research below is a couple of lists of what the experts predict will be the top social media analytics trends in 2016 and what are the best analytics tools to manage your data with. But this post comes with a Use By date… what’s hot today may be gone tomorrow… Friendster, FourSquare, My Space, we love you once, not we barely remember you.

Top Social Media Analytics Trends for 2016:

  1. Omni-Channel Analysis. The new buzzword for cross-channel. How do you get your Facebook Insights to match up to your YouTube Hits and your Instagram Likes and fee them to your LinkedIn connections? You need to have an omni-channel strategy and there are several tools you can use to do this.
  2. Real-Time Customer Engagement Analytics. Knowing when potential customers are in front of you and engaging them in a conversation. We have the data to know when they are likely to be shopping and what they are probably looking for… which will allow marketers to do more pulling and less pushing.
  3. Mobile Specific Data. Companies that use social media effectively can tell you what % of users, candidates, clients, etc can to you via mobile. And they will all tell you the same thing, the % of mobile versus web has shifted dramatically and is not slowing down. If you don’t have a mobile solution for whatever it is you do, then your business is on the verge of going extinct.
  4. Machine-Learning. If you are a point where you have invested into automation in your social media posting, monitoring and reporting you are a step ahead. If you are actually using AI to drive social media engagements, then you are on the cutting edge. If you don’t understand these concepts, then you need to start learning about them and how to bring them into your business now. It’s not the future any more.
  5. Data Visualization. This one is constant year after year, because we keep creating better and better tools to allow us to make engaging visuals with our data. If you are going to spend anywhere in your social media budget, make sure data visualization doesn’t get undervalued.
  6. Data-Driven Decision-Making. More and more people are figuring out the just being on social media isn’t enough. Nor is hiring people to just do social-media. You have to have decision-makers who look at social media strategically to use it do broaden your message, share your brand and offer your services. You have to have a culture in place that knows what to do with the data you gather and turn analysis into action.

There are many other trends, but these are the ones I see being the most important to my current and future clients.

So now for a few tools that I have used that can help you capitalize on these trends:

  1. Hootsuite – The market leader. Manage up to 3 social profiles, Basic Analytics Reports, Basic Scheduling, Add up to 2 RSS connections and basic integration.
  2. Keyhole – Measure your overall impact on Twitter, Facebook and Instagram. Giving you access to an intuitive and shareable dashboard, it tracks hashtag, keyword and campaign metrics in real-time. These include reach, impressions, periods of high activity and more.
  3. Buffer – See the engagement numbers for your Facebook, Twitter, Google+ and LinkedIn posts. Based on these metrics, it also identifies your top post of the day.
  4. Cyfe – All-in-one business dashboard app which helps to easily monitor all the business data from one place.
  5. quintly – Track, benchmark and optimize social media performance against competitors’ and derive an optimal social media strategy.
  6. Klout – Quantify your influence on each major social platform. Giving you a mark out of 100, it grades you based on your ability to engage and drive action.
  7. Google Analytics – Top choice for analyzing website traffic that can be uses to measure the value of traffic coming from social sites, determining how visitors behave and if they convert.

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I have also heard good things about Datasift and Social Harvest, but they require coding to really get the best value from.

So there you go, an 8-hour discussion wrapped up in a few pages. Connect with me if you want to learn more about how to get handle on all the data you are creating using social media. If it’s not giving you the strategic edge you expected, then I can help you change that.

Q15: What is a business dashboard and how is it used in a business?

Much like a driver uses a car’s dashboard to make lots of decisions before and during a trip, a business dashboard helps a business decision-maker to plan for his business.

Wikipedia’s definition of a business dashboard is quite long. A business dashboard is  “An easy to read, often single page, real-time user interface, showing a graphical presentation of the current status (snapshot) and historical trends of an organization’s Key Performance Indicators (KPIs) to enable instantaneous and informed decisions to be made at a glance.”

That is a mouthful. But lets break it down to help us understand how a business can use dashboards to make better decisions.

  • Single Page – You need to be able to see everything you need to know at a glance. If you need to scroll or click to get data it really lessens that power of the dashboard.
  • Real Time – If the data isn’t current, then you really are limited to being able to take action. With technology today, not having a way to feed real time data in your dashboard is pretty old school. Plus this can help you set up some useful predictive models that feed into the dashboard.
  • Graphical Presentation – People pick up data much quicker from visual queues like charts and graphs then they do a table full of numbers. There are a lot of great visualization tools out there to add a lot of both style and substance to analyzing business data.
  • Current Status – Besides being furnished with real time data, you should be able to look at where things stand right now. Like how a speedometer keeps you within the speed limit, real time status can help you know where to focus your energy most.
  • Historical Trends – The priority is real time, current status all in one view. That said, having the ability to switch to historical trends is also something to look for in an awesome dashboard.
  • KPIs – One of the keys to getting the most bang for your buck with a dashboard is to make sure you are feeding the right KPIs into it. The audience will gravitate to what is most important to them and if its not available at first glance they wont use the dashboard. So knowing the business well enough to know the key KPIs for the power users is super important.
  • Make Decisions – The bottom line is that if a dashboard improves the speed and the accuracy in which decisions are made then its working. Companies with really good analytics cultures use dashboards at staff meetings and conference calls and have pretty much killed the use of power point for most discussions.

When you walk into a company and you see business dashboards on the wall monitor and/or on desktops you are in the kind of place we should all be. The technology is there, its more a matter of culture to make it useful.

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Hope that helps shed some light on how business dashboards can help a business. They just give you much more relevant and useful data summarized and offered in easy to use and understand bites.

My team is very adept at setting up business dashboards using Tableau Public. Let me know if you’d like to know more.

Q13: A lot of us want to know what is business intelligence and how does it add value to analytics?

Per Wikipedia, Business Intelligence (BI) is an umbrella term that refers to a variety of software applications used to analyze an organization’s raw data.

BI as a discipline is made up of several related activities, including data mining, online analytical processing, querying and reporting. BI can be used to support a wide range of business decisions ranging from operational to strategic as well as both basic operating decisions include product positioning or pricing and strategic business decisions include priorities, goals and directions at the broadest level.

The CHED memo breaks business intelligence into four phases:

  1. Data Gathering. Business analysts need to identify the appropriate data-gathering technique by conducting research. Once you have identified the right data, it needs to be captured. This process is the same as the identify process.
  2. Data Storing. A general term for archiving data in electromagnetic or other forms for use by a computer or device. There is a common distinction between forms of physical data storage is between random access memory (RAM) and associated formats, and secondary data storage on external drives. This process is akin to the first part of the inventory process.
  3. Data Analysis. The process of systematically applying statistical and/or logical techniques to describe and illustrate, condense and recap, and evaluate data is the analysis phase. Data analysis has multiple facets and approaches, encompassing diverse techniques under a variety of names. We need to have a data analysis to improve the company’s performance. This process is the 2nd half of the inventory process.
  4. Data Access. Data Access refers to software and activities related to storing, retrieving, or acting on data housed in a database or other repository. Two fundamental types of data access exist: sequential access (as in magnetic tape, for example) Data access crucially involves authorization to access different data repositories. Data access can help distinguish the abilities of administrators and users.

That is a good starting point to understanding the concept. The memo breaks down the data analysis process into 4 parts to show how important the structure or data lake your data is stored is as important as the data itself.

Business Intelligence tools all work based on the premise that you have structured data neatly stored in tables with header rows and columns of data. More advanced BI tools can handle unstructured data, but for the most part they are all built to pull data from structured environments. BI Tools are like a fish or depth finder to help you access your data from the data lake quicker and with more efficiency.

Another important point to note is that business intelligence and business analytics are sometimes used interchangeably, but there are different.

From my perspective, the term business intelligence refers to collecting business data to find information primarily through asking questions, reporting, and online analytical processes.

Business analytics, on the other hand, uses statistical and quantitative tools for explanatory and predictive modeling. In this definition, business analytics can be seen as the subset of an enterprise wide BI strategy focusing on statistics, prediction, and optimization. The CHED memo is more closely aligned to that division as well as the primary focus is on the storage of data and the use of modeling.

As for myself, I worked with business intelligence software and methodologies with Wells Fargo long before I had even heard of the term BI.

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I want to leave you with on tip. If you are fairly new to the concept of business intelligence tools I suggest you download Tableau Public. It is very easy to learn, there is a very active user community to learn from and best of all it’s free.

So check it out.