CaptureWhether you’re just starting up a business intelligence competency center (BICC) or looking to evolve an existing one, there are never enough resources – people or funds. Using some “guerilla” tactics (quick and low cost) to gain traction and recognition for BI successes enabled by the BICC can help justify future funding. There will be plenty of “table stakes” projects that aren’t sexy and are needed to build a strong analytics foundation. But when you can, it’s important to promote the success of high value, low risk projects and to develop business user “evangelists” to help tout their success and gain credibility for ongoing support of the BICC.

The following are some tactics which all share a common thread of communication:

  • Celebrate Success
    • Start up a BICC, pick your first initiative and make it a business success
    • Make sure everyone involved gets credit for their participation
    • Identify evangelists – extend beyond your BI or analytics executive sponsor and let them help you sell the value of BI/analytics for other successful projects
  • Sell the Sizzle
    • Use dashboards, scorecards, maps, and other visual applications/tools
    • Leverage the newest features like infographicsand  3D visualization.
    • Drink your own champagne – create your own BI scorecard/dashboard using visual tools, and use these as best practice examples
  • Engage Users
    • Create an “analytics sandbox” for new tools, technologies and third-party data sources you’re evaluating
    • Engage users in testing and providing feedback on new tools being considered
    • Provide feedback on tool selection and acknowledge business user feedback and contributions
  • Go Beyond Reporting
    • Stress self-service capabilities and analysis vs. just reporting
    • Make advanced analytics easy to use – provide the right tools and make sure end users are trained on them
    • Help users internalize BI and analytics as part of their own success to drive culture change
  • Communicate
    • Create a BICC community site and engage users to join and provide ongoing feedback; highlight successes, best practices, and new capabilities on the community site
    • Make BI/analytics interactive and fun – develop an internal or external contest they can participate in, for example. This is also a good way to encourage learning as well as provide recognition.
    • Create “communities of interest” or special interest groups based on level of expertise, function or subject area

Guerilla Tactic Highlight

Last fall I attended the International Institute for Analytics Chief Analytic Officer summit where a past leading analytics company shared how it was successful in orienting new employees with a New Employee Analytics Onboarding program. Here’s how they developed and rolled out the program:

    • Created a “data and analytics” quick start orientation program tailored to the employee level/role, like data creators vs. consumers, executive vs. manager vs. analyst
    • Conducted the orientation within the employees’ first 30 days on the job
    • Included in the orientation  data sources – business glossary as well as technical metadata, and the most likely key reports/analytics they’d need
    • Conducted an assessment with the employee to help build a development plan for additional training and development
    • Kept the program simple and self-funded it to encourage participation

The program has paid off in terms of faster employee enablement, high user adoption and engagement, and fewer support requests.

Your Turn

What guerilla tactics have you found successful? Share your tips and tricks!

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Related Blogs:

Part 1: BICC Series- The Key to Operationalizing Your BI Strategy
Part 2: BICC Basics – Models, Benefits and Challenges
Part 3: BICC Skills and Roles
BI Competency Centers Help “Big Data” Deliver Big Value
BI Strategy Assessment Workshop Interview with Novus International