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Frameworks to Train New Analysts - Matt Whiteley - MeasureCamp12 - London 2018

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Simple frameworks to help train new analysts to add structure to how they deal with requests and approach projects.

Delivered @ Measurecamp London - March 2018

www.twitter.com/thatmattw

Published in: Data & Analytics
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Frameworks to Train New Analysts - Matt Whiteley - MeasureCamp12 - London 2018

  1. 1. How to Train Your Dragon Analyst Matt Whiteley @thatmattw
  2. 2. YOU: • Hire New Analysts • Manage/Train Analysts • Want a nice easy structure to your own work I WILL SHARE: 1. Discovery Checklists – Tips for starting on a request 2. Simple Analytics Process – A checklist for New Analysts 3. Competency Grid – A Progress map for new starters THEN: We share some ideas… @thatmattw
  3. 3. The following will be a chat about… ...a set of simple frameworks for helping you work with analytics requests, problems & campaigns from clients, colleagues, or to plan your own work to deliver tools, reports & dashboards. (Apply as required, use common sense, steal/edit/update… I hope it helps!) @thatmattw
  4. 4. 1 – Discovery: Framing the Request Part A: Helping them understand the situation & how to present their work • Audience • Who will be receiving this, what’s their level of technical understanding? Will different people want different perspectives? • Context • E.g Is this a big project or a regular update? What’s the situation that’s lead to this request? Are there any sensitive subjects? • Format • How will this be delivered? Do you need to simplify it for a presentation or document? Can they access your BI platform? • Story • How are you going to structure the information to convey your message? @thatmattw
  5. 5. Side Note: Telling the Story Try searching: ‘minto storytelling’ • Situation • Complexity • Question • Answer @thatmattw
  6. 6. 1. Discovery: Analytics Process Part B: Helping them structure their approach to solve the problem • Question • What is the reason for the project/campaign/request? Have you asked 5 ‘Whys’ ? https://en.wikipedia.org/wiki/5_Whys • Data • What sources can they use? What are the parameters/mechanics of the problem? (think engineering ‘free-body diagrams’) • Information • How will they present the data, what visualisations/tools can convey the right message? (early sketching of data sources & visualisations will help here) • Action • What happens next? If the work can’t inform action, is it the right work? @thatmattw
  7. 7. 2 - Delivery: Analytics as a Product Apply some product development tactics to deliver impactful work • Interview • Even a quick chat to understand how your customer thinks & how they will process the info you provide. • Prototype • Early sketches and examples to validate your direction before you build • Build • Test & Feedback • Check-in with an appropriate frequency to keep on target • Iterate @thatmattw
  8. 8. Side Note: Interviews The Google Design Sprint has some great product development processes we can include in analytics work. Eg. where possible, sit with customers as they review the work/prototypes: What is this? What is it for? What did you think of that? So what happened there? Was that what you expected? Why or why not? So what goes through your mind as you look at this? Did you find what you were looking for? What would you do next? Why? Is there anything else you would do at this point? Is there any other way to do that? In what ways would you want this changed to make it better for you? What additional info would have helped? http://www.gv.com/sprint/ @thatmattw
  9. 9. Side Note: Testing & Feedback 20% 50% feedback 80% http://blog.sandglaz.com/30-percent-feedback-rule/ @thatmattw
  10. 10. 3: Competency Grid In their first steps, give them a clear checklist @thatmattw
  11. 11. 3: Competency Grid • Start when you write the Job Spec • Or write as you do the jobs • Show stretch goals (Path from Jnr -> Snr Analyst) • Share with the team so others can help them • It’s ok for it to change @thatmattw
  12. 12. Bonus Ball: Let them use LinkedIn to guide their Personal Development Get your analysts to show you who they want to be when they grow up. Help them reach their goals, keep your talent. (If this causes some tension – it helps explain to *your* boss about how you need to support the careers your analysts want to have.) @thatmattw

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