Data culture: Executive sponsorship

Continuing on our series on data culture, we’re examining the importance of having an executive sponsor. This is one of the least exciting success factors for implementing Power BI and getting more insights from more data to deliver more value to the business… but it’s also one of the most important factors.

Let’s check it out:

Ok, what did we just watch?

This video (and the series it’s part of) includes patterns for success I’ve observed as part of my role on the Power BI CAT team[1]. and will complement the guidance being shared in the Power BI Adoption Framework.

The presence of an executive sponsor is one of the most significant factors for a successful data culture. An executive sponsor is:

  • Someone in a position of authority who shares the goals having important business decisions driven by accurate and timely data
  • A leader who can help remove barriers and make connections necessary to build enterprise data solutions
  • A source of budgetary[2] and organizational support for data initiatives
skyscraper-3184798_1920
Because executives fly on planes, right?

Without an executive sponsor, the organizational scope of the data culture is often limited by the visibility that departmental BI successes can achieve. The data culture will grow gradually and may eventually attract executive attention… or may not.

Without an executive sponsor, the lifetime of a data culture is often limited by the individuals involved. When key users move to new roles or take on new challenges and priorities, the solutions they’ve developed can struggle to find new owners.

Without an executive sponsor, all of the efforts you take to build and sustain a data culture in your organization will be harder, and will be more likely to fail.

Who is your executive sponsor?

Update: A Twitter conversation about this video sparked a follow-up post. You can check it out here: Tough Love in the data culture.


[1] This is your periodic reminder that this is my personal blog, and all posts and opinions are mine and mine alone, and do not reflect the opinions of my employer or my teenage children.

[2] This aspect of sponsorship is a bigger deal than we’re going to cover in this post and video – organizations fund what’s important to them, and they don’t fund what’s not.

Building a data culture

tl;dr – to kick off 2020 we’re starting a new BI Polar video series focusing on building a data culture, and the first video introduces the series. You should watch it and share it.

Succeeding with a tool like Power BI is easy – self-service BI tools let more users do more things with data more easily, and can help reduce the reporting burden on IT teams.

Succeeding at scale with a tool like Power BI is not easy. It’s very difficult, not because of the technology, but because of the context in which the technology is used. Organizations adopt self-service BI tools because their existing approaches to working with data are no longer successful – and because the cost and pain[1] of change has become outweighed by the cost and pain of maintaining course.

Tool adoption may be top-down, encouraged or mandated by senior management as a broad organization-wide effort. Adoption may be bottom-up, growing organically and virally in the teams and departments least well served by the existing tools and processes in place.

Both of these approaches[2] can be successful, and both of these approaches can fail. The most important success factor is a data culture in which the proper use of self-service BI tools can deliver the greatest value for the organization.

The most important success factor is a data culture

books-1655783_640
There must be a data culture on the other side of this door.

Without an organizational culture that values, encourages, recognizes, and rewards users and teams for their use of data, no tool and no amount of effort and skill is enough to achieve the full potential of the tools – or of the data.

In this new video series we’ll be covering practices that will help build a data culture. More specifically, we’ll introduce common practices that are exhibited by large organizations that have mature and successful data cultures. Each culture is unique, but there are enough commonalities to identify patterns and anti-patterns.

The content in this series will be informed by my work with enterprise Power BI customers as part of my day job[3], and will complement nicely[4] the content and guidance in the Power BI Adoption Framework.

Back in November when the 100th BI Polar blog post was published, I asked what everyone wanted to read about in the next 100 posts. There were lots of different ideas and suggestions, but the most common theme was around guidance like this. Hopefully you’ll enjoy the result – and hopefully you’ll let me know either way.


[1] I strongly believe that pain is a fundamental precursor to significant change. If there is no pain, there is no motivation to change. Only when the pain of not changing exceeds the perceived pain of going through the change will most people and organizations consider giving up the status quo. There are occasional exceptions, but in my experience these are very rare.

[2] Including any number of variations – these approaches are common points on a wide spectrum, but should not be interpreted as the only ways to adopt Power BI or other self-service BI tools.

[3] By day I’m a masked crime-fighter. Or a member of the Power BI customer advisory team. Or both. It varies from day to day.

[4] Hopefully this will be true. I’m at least as interested in seeing where this ends up as you are.

The Power BI Adoption Framework – it’s Power BI AF

You may have seen things that make you say “that’s Power BI AF” but none of them have come close to this. It’s literally the Power BI AF[1].

That’s right – this week Microsoft published the Power BI Adoption Framework on GitHub and YouTube. If you’re impatient, here’s the first video – you can jump right in. It serves as an introduction to the framework, its content, and its goals.

Without attempting to summarize the entire framework, this content provides a set of guidance, practices, and resources to help organizations build a data culture, establish a Power BI center of excellence, and manage Power BI at any scale.

Even though I blog a lot about Power BI dataflows, most of my job involves working with enterprise Power BI customers – global organizations with thousands of users across the business who are building, deploying, and consuming BI solutions built using Power BI.

Each of these large customers takes their own approach to adopting Power BI, at least when it comes to the details. But with very few exceptions[2], each successful customer will align with the patterns and practices presented in the Power BI Adoption Framework – and when I work with a customer that is struggling with their global Power BI rollout, their challenges are often rooted in a failure to adopt these practices.

There’s no single “right way” to be successful with Power BI, so don’t expect a silver bullet. Instead, the Power BI Adoption Framework presents a set of roles, responsibilities, and behaviors that have been developed after working with customers in real-world Power BI deployments.

If you look on GitHub today, you’ll find a set of PowerPoint decks broken down into five topics, plus a few templates.

2019-12-12-12-09-19-166--msedge

These slide decks are still a little rough. They were originally built for use by partners who could customize and deliver them as training content for their customers[3], rather than for direct use by the general public, and as of today they’re still a work in progress. But if you can get past the rough edges, there’s definitely gold to be found. This is the same content I used when I put together my “Is self-service business intelligence a two-edged sword?” presentation earlier this year, and for the most part I just tweaked the slide template and added a bunch of sword pictures.

And if the slides aren’t quite ready for you today, you can head over to the official Power BI YouTube channel where this growing playlist contains bite-size training content to supplement the slides. As of today there are two videos published – expect much more to come in the days and weeks ahead.

The real heroes of this story[4] are Manu Kanwarpal and Paul Henwood.  They’re both cloud solution architects working for Microsoft in the UK. They’ve put the Power BI AF together, delivered its content to partners around the world, and are now working to make it available to everyone.

What do you think?

To me, this is one of the biggest announcements of the year, but I really want to hear from you after you’ve checked out the Power BI AF. What questions are still unanswered? What does the AF not do today that you want or need it to do tomorrow?

Please let me know in the comments below – this is just a starting point, and there’s a lot that we can do with it from here…


[1] If you had any idea how long I’ve been waiting to make this joke…

[2] I can’t think of a single exception at the moment, but I’m sure there must be one or two. Maybe.

[3] Partners can still do this, of course.

[4] Other than you, of course. You’re always a hero too – never stop doing what you do.

Never stop asking “stupid” questions

When I joined Microsoft, the team running my NEO[1] session shared a piece of advice with my “class” of fresh-faced new hires:

“Think of your first year as a grace period where you can ask any question you want, without anyone thinking it’s a stupid question for which you should already know the answer.”

This sounded like empowering wisdom at the time, but the unspoken side of it was damaging. Between the lines, I heard this message as well, and it was this part that stuck with me:

“You’ve got one year to figure things out, and after that you’d better have your act together and know everything – because if you keep asking stupid questions we’ll know that we made a mistake hiring you.”

I hope it’s obvious that this wasn’t the intent of the advice, but I’ve spoken to enough people over the years to know that I’m far from the only one to take it this way.

bored-3126445_640
How Matthew pictures everyone reacting when he asks questions.

In retrospect, I believe that I should have known better, but I let this unspoken message find a home in my brain, and I listened to it. I remained quiet – and remained ignorant – when I should have been asking questions.

Over the past few years[2], I have finally broken this self-limiting habit. Day after day, and meeting after meeting, I’m the guy asking the questions that others are thinking, and wishing they could ask, but don’t feel comfortable or confident enough to speak up. I’m the guy asking “why” again and again until I actually understand. And people are noticing.

How do I know that others want to ask the same questions?

I know because they tell me. Sometimes they say thank you in the meetings, and sometimes ask their own follow-up questions. Sometimes they stop me in the hall after the meeting to say thank you. And on a few occasions people have set up 1:1 meetings with me to ask about what I do, and how they can learn to do the same.

How do I know that people are noticing?

A few of the people I’ve interrupted to ask “why” have also set up time with me to discuss how they can better communicate and prepare to have more useful and productive meetings.[3] These are generally more experienced team members who appreciate that my questions are highlighting unstated assumptions, or helped them identify areas where they needed a clearer story to communicate complex topics.

I’ve been with Microsoft since October 2008 – a little over 11 years. I’ve been working in the industry since the mid 90s. At this point in my career it’s easy for me to ask “stupid” questions because the people I work with know that I’m not stupid.[4][5]

This isn’t true for everyone. If you’re younger, new to role or new to career, or from an underrepresented group[6], you may not have the position of relative safety that I have today. My simple strategy of “asking lots of questions in large groups” may not work for you, and I don’t have tested advice for what will.

My suggestion is to ask those questions in small groups or 1:1 situations where the risk is likely to be lower, and use this experience to better understand your team culture… but I would love to hear your experience and advice no matter what you do. Just as your questions will be different from mine while still being useful, your experience and advice will be different, and will be useful and helpful in different ways.

Whatever approach you take, don’t be quiet. Don’t stop asking questions.

Especially the stupid questions.

Those are the best ones.

 

P.S. While this post has been scheduled and waiting to go live, there have been two new articles that showed up on my radar that feel very relevant to this topic:

  1. The Harvard Business Review posted on Cracking the Code of Sustained Collaboration and how leaders can build and encourage cultures where these behaviors are rewarded.
  2. Ex-Microsoftie James Whittaker posted on Speaking Truth to Power, which presents critical observations of three eras of Microsoft, with examples of how different generations of leaders have affected the corporate culture.

These are very different articles, but they’re both fascinating, and well worth the time to read.


[1] New Employee Orientation. Sadly not anything to do with Keanu Reeves.

[2] I wish I could say that this was a deliberate strategic move on my part, but it was more reactive. Credit goes to the rapid pace of change and my inability to even pretend I could keep up.

[3] Yes, that means meetings where fewer people interrupt to ask “why.”

[4] I’m waiting for the flood of snarky comments from my teammates on this one…

[5] Or in any event, my asking questions is unlikely to change any minds on this particular point.

[6] If you’re not a middle-aged, white, cisgender man…

It all comes down to culture

I talk about data culture a lot, and in my presentations I often emphasize how the most important success factor when adopting a tool like Power BI[1] is the culture of the organization, not the tool itself.

I talk about this a lot, but I think Caitie McCaffrey may have just had the final word.[2]

2019-10-24-12-47-22-722--msedge

I don’t think that Caitie was talking about the enterprise adoption of self-service business intelligence, but she could have been.

In my day job I get to talk to leaders from large companies around the world, and to see how they’re adopting and using Power BI, Azure. Before today I didn’t think of Moby Dick – I thought of Leo Tolstoy’s classic Anna Karenina, which starts with this classic line:

All happy families are alike; each unhappy family is unhappy in its own way.

Although the details vary, large companies that have successfully adopted managed self-service BI at scale have cultures with important aspects in common:

  • Leaders empower business users to work with data
  • Leaders trust business users to use data to make better decisions
  • IT supports business users with platforms and tools and with curated data sources
  • Business users work with the tools from IT and the guidance from leaders, and work within the guardrails and guidelines given to them for this use
  • Business and IT collaborate to deliver responsive solutions and mature/stable solutions, with clearly defined responsibilities between them

Companies that are successful with managed self-service BI do these things. Companies that are not successful do not. The details vary, but the pattern holds up again and again.

How do these roles and responsibilities relate to culture?

In many ways a culture is defined by the behaviors it rewards, the behaviors it allows, and the behaviors it punishes. A culture isn’t what you say – it’s what you do.

In the context of BI, having a culture with shared goals that enable business and IT to work together with the support from the company leaders is the key. If you have this culture, you can be successful with any tool. Some tools may be more helpful than others, and the culture will enable the selection of better tools over time, but the tool is not the most important factor. The culture – not the tool – inevitably determines success.

This is not to say that BI tools should not improve to be a bigger part of the solution. But to paraphrase Caitie… maybe you should let that white whale swim past.

 


[1] But definitely not only Power BI.

[2] He says unironically, before writing many more words.

Fiore’s Virtues of Business Intelligence

In the late 1300s and early 1400s, Fiore de’i Liberi was a knight, a diplomat, and a fencing master. He also wrote one of the most comprehensive treatises on medieval combat, his Flower of Battle, of which four copies survive in museums and private collections today. Fiore started – or was a significant evolutionary step in – one of the most important and long-lasting traditions in armed and unarmed combat.

In addition to detailed instruction on fighting with dagger, longsword, spear, and other weapons, Fiore’s manuscript included a preface with information about the virtues that any fencer[1] would need to be successful in combat.

MS_Ludwig_XV_13_32r.jpg

In the image above, Fiore pictures the seven blows of the sword, and his four virtues, each represented by a different animal[2][3]:

This Master with these swords signifies the seven blows of the sword. And the four animals signify four virtues, that is prudence, celerity, fortitude, and audacity. And whoever wants to be good in this art should have part in these virtues.

Fiore then goes on to describe each virtue in turn:

Prudence
No creature sees better than me, the Lynx.
And I always set things in order with compass and measure.

Celerity
I, the tiger, am so swift to run and to wheel
That even the bolt from the sky cannot overtake me.

Audacity
None carries a more ardent heart than me, the lion,
But to everyone I make an invitation to battle.

Fortitude
I am the elephant and I carry a castle as cargo,
And I do not kneel nor lose my footing.[4]

Step back and read this again: “And whoever wants to be good in this art should have part in these virtues.”

That’s right – Fiore was documenting best practices, 600+ years ago. And although I suspect that Fiore wasn’t thinking about business intelligence projects at the time, I do believe that these virtues are just as relevant to the slicing and dicing[5] we’re still doing today. Let me explain.

Prudence – “…I always set things in order with compass and measure“: A successful BI practitioner knows what needs to be done before a project can begin, and when additional work is required before they can get started. Initiating a project requires careful setup and planning, and moving before the prerequisites for success are in place can be disastrous.[6]

Celerity – “I… am so swift to run and to wheel that even the bolt from the sky cannot overtake me:  Business requirements change day to day and hour to hour. To succeed, a BI practitioner must be prepared to move quickly and decisively, engaging without delay when an opportunity presents itself – and also be prepared to change direction as the needs of the project change.

Audacity – “…to everyone I make an invitation to battle:  Any project declined presents an opening for another practitioner, another team, another tool, and this is likely to reduce opportunities over time. Saying yes to difficult projects – and succeeding in their execution – is necessary to ensure that future projects don’t pass you by.

Fortitude – “And I do not kneel nor lose my footing: When Fiore speaks of fortitude, he does not speak of the strength that comes from big muscles. He speaks of the strength that comes from structure, and balance. His “elephant with a castle on its back” is a perfect metaphor for a BI solution delivered quickly and confidently because of the solid and stable platform on which it is built. Success doesn’t come from the extra effort put in when delivering a solution – it comes from the care and planning that went into the overall data estate.

You may look at these virtues and see contradiction – how can you have prudence and audacity and celerity? The answer for BI is the same answer that it is for the sword: practice, training, and preparation. In both situations, whether you’re battling with an armed foe or battling with a difficult client, you need to apply the right virtues at the right times, and to understand both the big picture and the day to day steps that produce larger successes. In both situations you’re also facing complex and dynamic challenges where you need to quickly take advantage of opportunities as they arise, and create opportunities when they don’t appear on their own[7]. Fortunately, as BI practitioners we can rely on the strengths of our teams – it’s not always a solo battle.

You may also look at these virtues and see Matthew stretching to make the most tenuous of analogies work, just because he loves swords as much as he loves BI. While this may be true, I do honestly believe that these virtues do apply here. Over the past 20-25 years I have seen many projects succeed because these virtues were embodied by the people and teams involved, and I’ve seen many projects fail where these virtues were absent. This isn’t the only way to look at success factors… but at the moment it’s my favorite.

In closing, I’d like to mention that this post marks one year since I started this blog. In the past year I’ve published almost 90 posts, and have had roughly 50,000 visitors and 100,000 page views. Here’s hoping that by applying Fiore’s virtues I’ll be able to make the next year even more productive and more successful than the year that has passed.

Thanks to all of you who read what I write, and who provide feedback here and on Twitter – I couldn’t do it without you.


[1] Fencer in this context meaning someone who fights with swords or other edged weapons, not the Olympic-style sport of fencing that a modern reader might picture when reading the word.

[2] As translated by Michael Chidester and Colin Hatcher.

[3] Although it may not be obvious to the modern reader, the animal at the bottom is an elephant with a tower or castle on its back. I suspect that Fiore never actually saw an elephant.

[4] In case these terms don’t immediately have meaning, prudence == wisdom, celerity == speed, audacity == daring, and fortitude == strength.

[5] See what I did there?

[6] I assume that Fiore’s use of the term “measure” here is pure coincidence.

[7] If you’ve worked on a high-stakes, high-visibility BI project where requirements changed during implementation, or where not all stakeholders were fully committed to the project goals, this will probably feel very familiar.

BI is dead. Long live BI!

As I was riding the bus home from jury duty the other day[1] I saw this tweet come in from Eric Vogelpohl.

 

There’s a lot to unpack here. and I don’t expect to do it all justice in this post, but Eric’s thought-provoking tweet made me want to reply, and I knew it wouldn’t fit into 280 characters… but I can tackle some of the more important and interesting elements.

First and foremost, Eric tags me before he tags Marco, Chris, or Curbal. I am officially number one, and I will never let Marco or Chris forget it[2].

With that massive ego boost out of the way, let’s get to the BI, which is definitely dead. And also definitely not dead.

Eric’s post starts off with a bold and simple assertion: If you have the reactive/historical insights you need today, you have enough business intelligence and should focus on other things instead. I’m paraphrasing, but I believe this effectively captures the essence of his claim. Let me pick apart some of the assumptions I believe underlie this assertion.

First, this claim seems to assume that all organizations are “good w/ BI.” Although this may be true of an increasing number of mature companies, in my experience it is definitely not something that can be taken for granted. The alignment of business and technology, and the cultural changes required to initiate and maintain this alignment, are not yet ubiquitous.

Should they be? Should we be able to take for granted that in 2019 companies have all the BI they need? [3]

The second major assumption behind Eric’s first point seems to be that “good w/ BI” today translates to “good w/ BI” tomorrow… as if BI capabilities are a blanket solution rather than something scoped and constrained to a specific set of business and data domains. In reality[4], BI capabilities are developed and deployed incrementally based on priorities and constraints, and are then maintained and extended as the priorities and constraints evolve over time.

My job gives me the opportunity to work with large enterprise companies to help them succeed in their efforts related to data, business intelligence, and analytics. Many of these companies have built successful BI architectures and are reaping the benefits of their work. These companies may well be characterized as being “good w/ BI” but none of them are resting on their laurels – they are instead looking for ways to extend the scope of their BI investments, and to optimize what they have.

I don’t believe BI is going anywhere in the near future. Not only are most companies not “good w/ BI” today, the concept of being “good w/ BI” simply doesn’t make sense in the context in which BI exists. So long as business requirements and environments change over time, and so long as businesses need to understand and react, there will be a continuing need for BI. Being “good w/ BI” isn’t a meaningful concept beyond a specific point in time… and time never slows down.

If your refrigerator is stocked with what your family likes to eat, are you “good w/ food”? This may be the case today, but what about when your children become teenagers and eat more? What about when someone in the family develops food allergies? What about when one of your children goes vegan? What about when the kids go off to college? Although this analogy won’t hold up to close inspection[5] it hopefully shows how difficult it is to be “good” over the long term, even for a well-understood problem domain, when faced with easily foreseeable changes over time.

Does any of this mean that BI represents the full set of capabilities that successful organizations need? Definitely not. More and more, BI is becoming “table stakes” for businesses. Without BI it’s becoming more difficult for companies to simply survive, and BI is no longer a true differentiator that assures a competitive advantage. For that advantage, companies need to look at other ways to get value from their data, including predictive and prescriptive analytics, and the development of a data culture that empowers and encourages more people to do more things with more data in the execution of their duties.

And of course, this may well have been Eric’s point from the beginning…

 


[1] I’ve been serving on the jury for a moderately complex civil trial for most of August, and because the trial is in downtown Seattle during business hours I have been working early mornings and evenings in the office, and taking the bus to the courthouse to avoid the traffic and parking woes that plague Seattle. I am very, very tired.

[2] Please remind me to add “thought leader” to my LinkedIn profile. Also maybe something about blockchain.

[3] I’ll leave this as an exercise for the reader.

[4] At least in my reality. Your mileage may vary.

[5] Did this analogy hold up to even distant observation?