During a [month] in which the most hotly debated news topic has been the quality of decision-making by senior federal government officials, my nominee for the worst decision is VA Secretary Eric Shinseki’s parting gesture not only to cancel performance bonuses for senior VA executives, but to ban patient wait time as a measure used in performance evaluations.
Analysts today have a vested interest in the quality of their data. This would include where it comes from, its historical completeness and information clarity. In some organizations, blaming IT is no longer acceptable when the analyst is unable to do her job. Many analysts are involved in setting the precedents for the future of big data initiatives due to their responsibility to support the decision-making process.
Business intelligence (BI) is everywhere. It’s more accessible. It’s mobile. It’s in the cloud. It runs in real time. It’s part of […]
There is a tight connection between Oscar winners and project teams implementing analytics-based enterprise performance management (EPM) methodologies, such as customer profitability analysis, driver-based rolling financial forecasts, strategic scorecards, and operational dashboards. Each method is imbedded with business analytics of all flavors, such as regression and correlation analysis. Project teams also enjoy success seeing these types of solutions go live and being leveraged for employees to gain insight and foresight, make better decisions, and align work activities and priorities with the executive team’s strategy.
Here are few examples of the 2014 Academy Award best movie nominees with these connections to EPM:
Most businesses recognize the importance of creating a quality experience for customers doing business with them. The thing that many […]
Constructing or selecting a team is not the same as team building. The latter focuses on team cohesion and cooperation, whereas the former, by definition, precedes this exercise in camaraderie.
An effective team requires a balance of skills and team member styles. The problem with most departmental teams, and even executive teams, is that certain team member styles tend to be over-represented in particular functions. You end up with nearly everyone in the team exhibiting one particular style and therefore competing with each other for that one team member role, while other styles and roles go begging.
A model I was introduced to many years ago delineates eight distinct team member styles: