By now you’ve read all about the data revolution. You’ve set to work analyzing all the data that is readily at your fingertips, you make data-driven decisions and your internal dashboards are the envy of all your team members. How do you encourage others to adopt your data savvy ways?
Team members may be hesitant to jump head first into data analysis because it could just be intimidating. If someone has had a certain process for making decisions for a long period of time, and it’s worked for them, they may not think they need to analyze any data. They may want to stick to making decisions from their gut.
If you’re the champion of data in your office, you probably like to communicate and persuade with data as your bolster. Of course, this is not everyone’s strength. This is great, because obviously organizations need all kinds of strengths to succeed, but this means it may take more coaxing to get some people on board with data analysis than others. Approach your intent to get your office on board with data analysis as a way to make the team even stronger, and a way to empower each individual to do his or her job better, and to make better informed decisions.
For the manager who just needs to get things done, pitch data as the best way to make the right decisions fast. For the new hire who is unsure of herself, pitch data as the best way to impress her superiors. You get the idea, make data pertinent to their lives. This relates to the next point. The chart below is a great example of allowing someone to visually explore their data, and that peak in the week of August is a good place to formulate a question.
A great way to ease data analysis into a company culture is to ask questions about the pain points that people feel in their everyday jobs. This presents data analysis as the solution you know it can be, rather than the burden someone else may see it as.
Are there questions that frequently go unanswered in a department? Is there a job function that becomes a black box, where no one knows what goes on inside? Encourage people to start thinking like analysts, and to start serving themselves in terms of analyzing the data that matters to them, so they can investigate these black boxes or unanswered questions. Starting with a pain point provides a specific goal that will keep a team or an individual on track. Then, once they’re hooked on solving one pain point, they’ll keep on rolling.
Once you’ve gotten over the initial barrier of getting people in your organization to analyze the data they use every day, that doesn’t mean your transformation to a data-driven culture has been completed. Others in your organization may have other questions. This is pretty simple, just make yourself available to answer questions if need be, so you can be a sort of data analysis training wheel.
Now that your company is working as well-oiled data analysis machine, take your data-driven decisions to the next level and encourage collaboration. Marketing may be missing a piece of their puzzle that product can provide with in-app analytics. Cross-departmental communication ensures that each department has the information it needs to do their jobs to the best of the abilities. Ensure that you have a set process in place to share data inspired insights, whether this is a weekly meeting or even a dashboard that is consistently displayed in the office.
Do you have your own ways that you try to encourage your team members to embrace data analysis? Or are you perhaps the team member that is hesitant to incorporate data into your everyday life? Leave a comment below and share your experience.
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