How do you ensure analytics adoption?

​Talking about change is one thing; making it happen is quite different
Advanced analytics magnify the effects of change by introducing new ways of working and making decisions. The broad adoption of AI will require new ways of thinking and embracing change.  
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But change is hard. Like any difficult problem or challenge, you must approach the task with an understanding of underlying core principles that help frame your thinking about what needs to change and adopt a systematic approach to ensure consistent execution over time.

A change method designed specifically for analytics adoption. 

Check out the CALM Change Management Guide to find out how to easily integrate change management capabilities into  your existing project management and analytics software development processes.

CALM Method

The CALM method, which stands for ​Communications, Alignment, Learning, and Measurement, is a change process for teams and organizations that struggle with  adopting analytics solutions. 

CALM combines traditional change management principles with continuous learning and improvement necessary to adapt to the rapidly changing world of advanced analytics.

  Communications

Alignment activities keep stakeholders on the same page, gauging where there is a misunderstanding, lack of support, or resistance. It happens at three levels:
  1. aligning analytics strategy and people,
  2. people and decision processes, and
  3. decision processes and behaviors.
Alignment requires conversations, listening to concerns, and processing feedback.  In addition, it creates the conditions for effective learning by providing the context for behavioral change -- aligning the work people do with the required behaviors.

Learning

Measurement

The primary goal of measurement is to track the degree to which the change effort impacts predetermined success criteria. In other words, is the change having the desired impact?

While setting and measuring goals related to company performance is important, they are not sufficient for driving change. Instead, organizations need to decide on the activities and behavioral changes that will drive the desired overall change and measure those.

 Tools like a Change Scorecard track change activities, employee sentiment, and behavior change metrics that leaders review to gauge progress and determine where they may need to intervene and modify activities or communications.
The first job for leaders is to establish a clear and compelling rationale for the change--the "why." This requires paying close attention to the context for the change and explicitly defining the problem using clear communication. Unfortunately, leaders often gloss over this and assume broader stakeholders have the same understanding of the problem. 

For communication to stick, it must be clear, concise, consistent, and continuous. It's not about launching and moving on. In addition, leaders must be forthright in acknowledging that uncertainty is inherent in everything they discuss and clear about the strategy's assumptions. Finally, effective communications build the foundation for better alignment, the next step in the process. 

  Alignment

Learning is the critical enabler for transforming change into continuous improvement. It combines traditional instructor-led and self-directed learning with three clear distinctions related to the curriculum and the approach to learning; it:
  1. Combines mindset training and technical skill sets, 
  2. Is highly contextual, tied to specific decision processes and the requisite behaviors supporting those processes, and 
  3. continuously reinforced with the intent of turning practices into habits. 
In addition, continuous learning leads to mastery, a crucial element of human motivation.   
Find out more about how using CALM can accelerate you analytics adoption.
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