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Designing Personal Dashboards - your big 5 design decisions


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There's more to designing a personal dashboard for employees, brand ambassadors or customers than you might think. These 5 simple questions will leave to the right outcome, better gamification design and ultimately a better more actionable dashboard. Whether you're targeting the CEO or the new graduate, creating simple, accurate and relevant dashboards can drive greater engagement, productivity and performance as people see what needs to be done and how they are performing.

Published in: Leadership & Management
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Designing Personal Dashboards - your big 5 design decisions

  1. 1. Track performance with Personal Dashboards The big five design decisions
  2. 2. Toby Beresford CEO I’ve seen over 8,000 dashboards created on our platform
  3. 3. Get better at what you do
  4. 4. What is a personal dashboard? Actionable Analytics
  5. 5. Purpose of a personal dashboard? Trigger timely behaviour change
  6. 6. Who is the dashboard for? Me
  7. 7. Who designs my dashboard? I do e.g. Geckoboard My coach/manager does e.g. Rise A 3rd Party e.g. Google Analytics
  8. 8. Who pays? Me e.g. Geckoboard My manager e.g. Rise A Sponsor / Advertiser e.g. Google Analytics
  9. 9. Big 5 dashboard design decisions 1. Why are we creating it? 2. What are the rewards? 3. How will it be scored? 4. Who do we compare with? 5. Where will we see it?
  10. 10. #1 – Why are we creating it? Q: Is the dashboard for measurement or scorekeeping?
  11. 11. Understand your role Managers measure Players and Coaches keep score
  12. 12. Measurement v Scorekeeping Measurement Catches people doing it wrong Externally imposed Presented after the fact Forces competition Maximises excuses Discourages ownership Enforces manager goals Scorekeeping Reinforces good habits Chosen by individual Feedback during journey Allows competition Maximises celebration Stimulates ownership Enables player goals Adapted from Scorekeeping for Success, © Chuck Coonradt
  13. 13. Example Measurement Scorekeeping
  14. 14. #2 – What are the rewards? Q: Am I hoping for extrinsic or intrinsic reward?
  15. 15. Drive - the surprising truth about what motivates us “if-then rewards usually do more harm than good. By neglecting the ingredients of genuine motivation— autonomy, mastery, and purpose— they limit what each of us can achieve.” Daniel Pink Bestselling author of Drive
  16. 16. Extrinsic: Win an ipad • Massive short term increase in all metrics • Encouraged ‘compers’ • Increased at work cheating • No engagement post campaign
  17. 17. Intrinsic: Nike Plus • Personalised activity tracking • Friend comparison • Self directed training programs • Infinite engagement
  18. 18. #3 – How will it be scored? Q: What scores do I create and show?
  19. 19. Multiple or Single Score?
  20. 20. What is the scoring system? • What scores can I get? Is the raw data digitally accessible? • Can weighting be agreed? Politics! • What scores do I hide / show? – Raw scores or derived indicators? – Activity data or Response data?
  21. 21. When designing a dashboard… Poor Unrelated activities Un-actionable stats No goals Raw numbers Better Related activities Triggers data enquiry Manual goals Derived indicators Great Balanced single score Triggers action Automated goals KPIs
  22. 22. Poor Dashboard
  23. 23. Better Dashboard
  24. 24. Great Dashboards
  25. 25. nest
  26. 26. Twitter Counter Clearly Named Sets and meets expectations Distribution medium Email is appropriate for a digital user. Derived Indicator Key indicator is calculated for me. Automated target Predictive analytics Automated target Predictive analytics
  27. 27. Rise Social Selling Club Visual Identity Gives a tone of voice and original narrative Identified Photos make it personal. Single Score Multiple KPIs balanced into a simple score. Relative positioning Benchmark against peers creates an automated target KPIs Derived ratios track results vs activity
  28. 28. #4 – Who do we compare with? Q: What is the leaderboard?
  29. 29. Social proof and peer comparison • Who competes with who? • Who collaborates with who? • Where do you focus? – Self v Self – Individuals v Individuals – Teams v Teams
  30. 30. e.g. Tray processing rate / scanner
  31. 31. e.g. Tray processing rate / shift
  32. 32. Gurus leaderboard
  33. 33. #5 – Where do we see it? Q: How do we distribute the dashboard?
  34. 34. Email e.g. Twitter Counter Tweet e.g. Rise Report e.g. HDI Magazine e.g. Campaign Big Screen e.g. Geckoboard So many media options… Email Tweet Report Magazine Big Screen Not to mention distribution via app, poster, watch, web and word of mouth….
  35. 35. Continuous or Discrete?
  36. 36. Worst board ever? Out of date Last release was 4 months ago. Period unclear Is this all time / this week? Two ways to win Is this a leaderboard of brews or of liters (sic)? Poor Old Vladimir Can he ever win? Distribution medium Scrappy paper makes it feel unimportant
  37. 37. Rise Tweets
  38. 38. Strava alerts
  39. 39. When in doubt… Announce
  40. 40. Big 5 dashboard design decisions 1. Why are we creating it? 2. What are the rewards? 3. How will it be scored? 4. Who do we compare with? 5. Where will we see it?
  41. 41. OPPORTUNITIES Where can you find opportunities inside and outside your organisation to introduce personal dashboards?
  42. 42. Stuck in a rut
  43. 43. Low Adoption
  44. 44. New System
  45. 45. Information Overload
  46. 46. Misinformation
  47. 47. Fog
  48. 48. Summary • Personal dashboards provide actionable analytics that trigger timely behaviour change. • Use them to clear the fog, drive adoption, and bring simplicity to your end users
  49. 49. Going Deeper • Read – Drive, Daniel Pink – Scorekeeping for Success, Chuck Conradt – Rise blog – • Join – Rise Online Influencer board –