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Tag: Leadership

Being strategic in your non-strategic business analysis role

Written by Paul Benn on . Posted in Articles.

We typically see business analysts as a tactical resource – eliciting requirements, analysing solution alternatives, determining the best approach for testing, and implementing a solution, defining non-functional requirements, etc.

This largely comes down to how we as a profession have marketed our ourselves.

The more valuable business analyst operates strategically and thinks strategically.

I am not talking about strategic business analysis; I am talking about being strategic. Even if you are a junior business analyst.

Benefit to strategic thinking in a business analyst role:

You can add a lot more value to an employer when you think strategically.

For instance, working through a problem by viewing multiple elements of and making meaningful comparisons allows the business analyst to come up with various options, and solution approaches to the problem.

If you want to take your career and leadership to the next level, you need to develop strategic thinking.

You need to be great at solving problems. You need to influence and lead your stakeholders through your strategic ability to solve these complex problems. The world is changing fast and you need to lead that change while leading people with you.

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What does it mean to be a strategic thinker in business analysis?

We have kind of answered it in the introduction above, but let’s look at it in more detail.

We can define strategy as “a plan of action designed to achieve a long-term or overall aim,” – Oxford Dictionary

We define thinking as “the process of considering or reasoning about something….. using thought or rational judgement; intelligent,” – Oxford Dictionary

We define Business Analysis as “Business Analysis is a disciplined approach for introducing and managing change to organisations, whether they are for-profit businesses, governments, or non-profits.” – IIBA

At the intersection of these three, I believe we find the purpose of strategic thinking in business analysis. Above, I have highlighted the keywords that I believe help us understand strategic thinking in business analysis.

A strategic business analyst “introduces change to an organisation through consideration of organisational problems and opportunities identified, apply intelligent reasoning and rational judgement to the information available, analysing different factors or variables, to help the organisation not only identify the change but also manage the change, through a plan of action to achieve a future aim.”

Having this holistic view of what makes up strategic thinking in a business analysis role also helps us have a strategic thinking framework in our work.

This graphic I developed, using the three definitions above, help us define some framework for strategic thinking.

Element 1: We apply reasoning to business analysis work to determine the current and future state. Identify the gaps between the two and determine the change strategy and how it needs to be managed.

This is represented by the Business Analyst and Thinking circles intersection.

How do we do this?

There are three things we can do here to apply reasoning and judgement

  1. We use what we know about the organisation’s capabilities, resources, objectives, the environment within which the organisation operates, identify change and the impact of the change.
  2. We use the knowledge we have, the understanding of the organisational capabilities, the environment and other relevant information to guide stakeholders with expert reasoning and judgement.
  3. As business analysts, we can apply our judgement and reasoning to determine what that value is and maximise the value an organisation can get out of a change initiative. We help the business rationalise the reason for change, and that if it is worth the value to be gained.

Element 2: We apply reasoning to the strategy objectives (the intersection of the bottom circles)

If you think about the BABOK describes as defining the future state

“defines goals and objectives that will demonstrate that the business need has been satisfied and defines what parts of the enterprise need to change in order to meet those goals and objectives”

Thinking strategically is in your role is about applying your reasoning and judgement to the desired change and to identify what areas of the organisation are affected and how. Having a systems thinking that looks across all the following areas:

  • Business processes,
  • Functions within departments and systems,
  • Functional areas and the interdependencies between them,
  • Changes to the organisation structure,
  • Staff competencies and the training/reskilling required,
  • Knowledge and skills required in the organisation,
  • Resources needed,
  • Tools used within the organisation,
  • The current and future locations of the organisation,
  • Data and information – what data is required and what the flow is,
  • Application systems needed, or enhancements to current ones,
  • Technology infrastructure to host the systems.

Element 3: The last element that is found at the intersection of Business Analyst and the Strategy circles in the diagram.

The BABOK refers to identifying the transition states that address or ensure the change progresses. As a business analyst, we manage that change. This is not project management, but we certainly have a lot to do with helping to identify the things to manage the change in an orderly manner that adds value to the organisation.

The BABOK says that as business analysts we:

“enable the enterprise to address that need, and align the resulting strategy for the change with higher- and lower-level strategies,”

Managing the change, for me, is about ensuring that we have done all that is possible to not only identify the change, but how that change is going to happen and that we have thought through how this all works together to achieve a common aim. This means I apply my capabilities and thinking to ensure that:

  • I help the organisation have outside in view of what is happening. This helps us, and stakeholders, to make rational decisions based on facts and not on assumptions.
  • Provide an objective view of what is happening based on sound research and data. So, for instance, I might look at market movement, other industries, competitors, the economy etc and use data to predict future trends.
  • Help stakeholders decide which route is best for the organisation and which changes will have most favourable outcomes in terms of value.
  • To ensure the change strategy remains on track, a business analyst would have identified the major decision makers needed. Maybe even predict where each stakeholder is needed along each of the transition states.
  • A business analyst defines and communicates the desired future state. Ensuring everyone is aligned with the desired change strategy.
  • Sometimes organisations don’t know what they want. A good business analyst can work in extreme cases of uncertainty to steer their organisation to more certainty about what their needs are.
  • A business analyst also needs to know how the change is going to happen, know each moving part, and how they will contribute to implementing the new future state. They create a clear, actionable plan that makes sense to everyone.

The original article, Using Strategic Thinking in a Business Analyst Role, goes on to explore the 7 habits to develop to aid your strategic thinking capability.

Top 10 Business Trends to Watch for in 2022

Written by Andrea Brockmeier on . Posted in Articles.

By Andrea Brockmeier, Jason Cassidy, Susan Heidorn, Jose Marcial Portilla, and Mike Stuedemann

While 2021 has been better in many ways than 2020, it doesn’t feel much more predictable. Yet, at Educate 360 we have identified some the biggest trends we are seeing and expect organizations to continue experiencing in Project Management, Business Analysis, Agile, Data Science, and Leadership in the year ahead.

Overall, the theme of working remotely comes through loud and clear and we expect it to impact almost every area that we covered.

Here are our Top 10 trends to watch for in 2022. We’d love to hear your thoughts about our observations and prognostications.

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Project Management

Project Managers as Project Leaders

The recognition that project managers are both leaders and managers is not new, but the need for the leadership aspect of the role has intensified in the last couple of years and will continue to do so in 2022. In fact, we are hearing more organizations using the title project leader as opposed to project manager.

To be sure, the technical aspects of the job such as scheduling, budgeting, and tracking haven’t been eliminated, but the need for skills like influencing, facilitating, communicating and other “soft” skills associated with the PM as leader has become paramount. Project managers as leaders are going to continue to be challenged in 2022 with distributed teams and all the distractions of ever-changing global and work environments. Leading the team and engaging stakeholders to sustain buy-in is going to continue to be job one for effective PMs in 2022.

More Organizations Using Project Management Tools

In 2022, expect to see a continued increase in the use of project management tools beyond the standard Microsoft Office suite. We used to see only the occasional client using a PM application of any kind and it was almost always Microsoft Project. Whether because people are working remotely, tools have become more cost effective, or tools have become more accessible and easier to use, we see more organizations using PM-specific tools and we’re seeing a wider variety of tools, as well.

At first this may seem contradictory to the previous trend of project leadership getting emphasized over project management; tools are not generally used for the leadership aspects of the PM role. Perhaps these trends are mutually reinforcing in that tools like Asana, Wrike, Easy Project, Smartsheet and others help with project management which allows the PM to tend to the demands of project leadership. Whatever the reason, we look ahead to 2022 as a robust year for PM tool implementation.

Business Analysis

Strong Facilitation and Communication Skills for Remote Business Analysts

We have all have heard about the Great Resignation – employees leaving their jobs in record numbers in search of better pay and career opportunities, a healthier work-life balance, a less toxic working environment, and desire to continue to work remotely. As a result, many companies are reducing their carbon footprint as well as costs, so they either have smaller offices, holding a space for meetings or providing “hoteling” spaces when employees need or want to go into the office to work. Organizations are also realizing that they can hire talent around the globe.

So, what does this mean for business analysts? It means we must get better at communicating and facilitating in a virtual environment. We must learn how to build trust when we can’t directly “see” stakeholders daily. We must be able to facilitate virtually to ensure we elicit inclusive requirements and not just those from a few vocal stakeholders. We need to learn to creatively collaborate with our team members, colleagues, and key stakeholders to ensure we have their buy-in.

BAs need to think about communicating and facilitating with more intention. This calls for mindful facilitation as opposed to simply the ability to use Microsoft Teams, Slack, or other communication platforms. We are already starting to see – and we continue to see in 2022 – more BAs focus on learning how to create safe, trust-laden, and collaborative environments within which stakeholders readily share information in a world that has been changed forever.

Digital Transformation Strategy Supported by Business Analysis

Digital transformation has been a trend for some years, and it is still going full steam ahead. Yet, most of these efforts fail. There are many reasons cited for this failure; among the most common include:

  • NOT understanding the business problem, but instead just throwing solutions or technology at the wall to see what sticks.
  • NOT determining success criteria so organizations have no way of knowing if the initiative has been successful because there was not a shared understanding of what success looked like.
  • NOT realizing that digital transformation introduces cultural changes in the organization (which is also one of the reasons many organizations had difficulty adopting agile).

Because of these failures, organizations moving toward digital transformation will rely more on business analysis capabilities to effectively address root causes of the problems above. BAs will be used on digital transformation initiatives to ensure the business problem or opportunity has been fully analyzed and understood, to verify that the organization is ready to adopt the new culture, and to identify overall success measures as well as identifying smaller, incremental success measures that can be measured throughout the project.

These efforts will also require a business analyst’s in-depth knowledge of agile business analysis approaches, tools, and techniques that will be critical as organizations strive to become more agile in their ability to respond to customers and competitors. Look for lots of opportunities in 2022 for BAs to plug in as key strategic resources on digital transformations.

Agile

Teams Continue to be Distributed – By Choice, Not Necessity

It can be argued that the COVID 19 pandemic did more to transform the world of work than any document, framework, certification approach or technology. One of the lasting impacts of the pandemic is that distributed teams are here to stay. Product development team members and their leaders will need to permanently adjust to working in a distributed fashion.

While many still share the perception that all Agile frameworks require co-located teams (see principle 6 associated with the Agile Manifesto), technology has advanced to the point where a team adopting a framework doesn’t need to all be in the same location. Continued discipline, particularly in the area of communication and team working together agreements, will be required as teams shift from distributed work by necessity to distributed work by choice.

Scaling – Addition by Addition or Addition by Subtraction?

The marketplace continues to see the emergence and growth of a number of Agile scaling frameworks. The Scaled Agile Framework (SAFe), Large Scale Scrum (LeSS), Scrum at Scale (S@S) and Disciplined Agile Delivery (DAD) are just a few of the prominent entries in this space. Next year will see organizations continue to adopt these frameworks as they seek to realize the benefits of being more responsive to change at a global level.

Current thoughts are mixed regarding how to achieve this goal. While many of the current frameworks (e.g., SAFe) advocate adding structure and layers, some like LeSS believe that true organizational agility can only be achieved by removing items from the organization that don’t directly contribute to the delivery of customer value. This debate is even more nuanced when the idea that some additional structure might be necessary on a temporary basis while the organization is being transformed. In 2022, we expect to see continued debate as to what steps are actually necessary to achieve agility on a global scale.

Agile Outside of Software

The Agile movement was born in the software development space. After all, it is called the “Manifesto for Agile Software Development”. In recent years, other domains have adopted a number of the values and principles that define the Agile movement in attempt to accrue its benefits. For example, there is currently an Agile Marketing Manifesto as well as efforts to bring an Agile mindset and some of its practices into education.

This trend will accelerate in 2022 as events such as the pandemic, natural disaster, and political and economic shifts remind organizations that the only constant is change.

Data Science

Increasing Application of Artificial Intelligence and Reinforcement Learning

We often hear that Artificial Intelligence is one of the trends that will change the world. This past year certainly validates that sentiment, and 2022 will continue to see evidence of this powerful trend.

But what is actually meant by the term “Artificial Intelligence”? Technically speaking, AI systems typically incorporate a special type of machine learning known as “Reinforcement Learning.” These specialized programs allow a computer to learn the same way a human does, through experience with trial and error.

In 2016, DeepMind (an Alphabet company) made headlines when its computer program AlphaGo beat the world’s best Go player, a feat many previously thought was impossible. The AlphaGo program worked through Reinforcement Learning methods, where the computer played thousands of games against itself, learning the best tactics to win the game of Go.

Fortunately, Reinforcement Learning has applications beyond just board games. In 2021, DeepMind released AlphaFold 2, a computer AI program that can accurately predict protein folding structures, opening up new possibilities in drug discovery and medicine.

The application of AI and reinforcement learning will definitely be a trend to keep an eye on, as the progress has increased exponentially.

Huge Strides to Continue with Natural Language Processing

Natural Language Processing (NLP) is the use of machine learning models to interpret raw text data, such as Wikipedia articles or even code written by humans. Traditionally, NLP technology has been used for classifying text articles into categories or sentiment analysis of reviews. By simply training NLP models on existing text data sets, the models can learn the topic of a new article, or whether a movie review is positive or negative.

Huge strides have recently been made in the capabilities of upcoming NLP technology. In 2020, OpenAI released “Generative Pre-trained Transformed 3,” commonly known as GPT-3, which has the ability to generate text that is nearly indistinguishable from that written by a human. GPT-3 was trained on hundreds of billions of words that were scraped from the internet and is even capable of coding in CSS, JSX, Python, among others.

In 2021, OpenAI further expanded on the idea of an NLP model that can code, by releasing Codex and Github Copilot. These futuristic state-of-the-art models can not only automatically complete large portions of code, but they can also accept a description of what the code should do and produce the corresponding code. Check out this Codex demo launch video.

The future is already here! We are definitely looking for exciting new applications of NLP continue to make headlines in 2022.

Leadership

Attracting & Retaining Talent – But Different Than Before

Attracting and retaining talent is the most prominent topic of conversation we’ve observed in media related to leadership, specifically attracting and retaining talent in a COVID-changed environment. It’s not clear anyone has permanently figured out the solution as the situation is still in flux, so we have listed key points that we hear leaders weighing in with in their decisions related to remote work and its implications for finding quality team members.

Let’s start by making a broad assumption (that certainly can still be refuted) that some jobs cannot be done remotely (e.g., printing and shipping) and some jobs potentially can be done remotely. Below are the key topics of debate that will continue to shape this discussion in 2022:

  • Job Equity: Is it fair to the people whose roles cannot be done remotely and who have to come into the workplace that others can work at home? As this question is discussed topics related to safety, expenses, commute time, flexibility, teamwork, fairness all come into play.
  • Productivity: Even if jobs can be done remotely, what is the level of productivity of remote work versus work in the office? As this question is discussed one hears that people work longer hours at home because they are not commuting, that people are more productive at home because they can focus and not be disturbed. On the other hand, you hear others say that people are less productive at home because they are distracted by non-work items and that people are less productive at home because they are not being watched. You also hear discussion of managers’ ability to manage in-person versus remote team members.
  • Cultural Impact: Even if a job can be done at home, is it better for the organizational culture? As this question is discussed topics related to collaboration, mentoring, camaraderie, organic problem solving and innovation, and work-life balance come into play.

These debates and questions will dominate leadership conversations in the coming year as leaders continue the challenge of finding and hanging on to top talent.

Jason Cassidy, PMP, is CEO of Educate 360, the parent company of Project Management Academy, Watermark Learning, and Pierian Data. – training partners of choice helping organizations improve organizational efficiency and effectiveness, increase cross-functional alignment, and drive results to help meet and exceed business performance goals.

Andrea Brockmeier, PMP, is Director of Project Management at Watermark Learning, an Educate 360 partner company. Dr. Susan Heidorn, PMP, CBAP, BRMP is Director of Business Solutions at Watermark Learning. Jose Marcel Portilla is Head of Data Science at Pierian Data Inc., an Educate 360 partner. Mike Stuedemann, PMP, CST, is a Scrum-Focused, Agile Agnostic Coach and Trainer at AgilityIRL and partners with Watermark Learning for Scrum courses.

Join our webinar on December 10 to hear our contributors talk about these trends and answer questions.

9 Skills Every Business Analyst Needs To Succeed

Written by Justin Osborne on . Posted in Articles.

Businesses don’t often run 100% smoothly. Irrespective of the sector, there will always be challenges and obstacles to overcome on the road to success. However, many organizations have the strength to pull through because they have results-driven and ambitious business analysts. Organizations that employ the services of a good business analyst are likely to succeed. So, what are the skills that distinguish a good business analyst and help them succeed? According to essay help, here are nine important skills that business analysts need.

1.Data analytics skills

This is an important skill, especially given the rise of big data today. More information about customers means that businesses can offer more value, and make smarter, well-informed decisions. Therefore, a business analyst must have the ability to visualize data, use the gathered information, and provide value for the company and its customers.

2. IT Skills

While this is not a crucial skill, it helps the business analyst stand out, especially if they can translate business requirements to technical system requirements and help the organization design their in-house solutions.

Technical lines are not as straightforward as they used to be, so business analysts need to understand the organization’s position in their system and development cycle. This closes the communication gap between the development team and stakeholders.

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3. Financial planning skills

There are several factors caused by the effect of COVID-19 that’s causing changes that affect businesses. These factors mean that organizations have fewer resources to work with, more work to do, and changes to adapt to while also trying to meet their targets. Although there was a thick line between financial skills and technical skills, that line has eroded now. So, it is no longer the case that business analysts only have the technical abilities without financial skills to back it. The vulnerable situation of businesses following the pandemic makes it more critical for a business analyst to be vast with financial dealings. Important financial knowledge is budgeting, gap analysis, and cost-benefit analysis.

4. Organizational skills

Three organizational skills necessary for business analysts are goal setting, project management, and time management skills. Now that businesses have more data to work with and have stricter deadlines to meet up with, it has become necessary that business analysts look for ways to manage and use this data effectively.

Business analysts now have more to deal with than ever as they are involved in handling the company’s priorities. Having organizational skills puts them in an excellent position to do their work better.

5. Decision-making skills

This skill is as essential as the organizational skill itself. All good business analysts support businesses to implement the right kind of change to take the organization forward. In addition, as stated on the uk.bestessays.com platform, the close connection between business data and business analysts across different departments means that business analysts are more involved and have more influence in the organization’s decision-making process. This makes sense given their insight into the business, their competitors, and their target audience.

6. Problem-solving skills

The pandemic served as a wake-up call for many businesses about the need to be proactive. Now organizations seek business analysts with good problem-solving skills that are proactive rather than reactive. Now business analysts must anticipate problems, look for ways to reduce the possibility or risk of the issue occurring, and ensure that the organization is resilient and has continuity. This means that analytical thinking is critical, and business analysts must analyze both opportunities and problems effectively for the organization.

7. Managerial skills

Customer-centricity is a rising trend in many industries. This has made it essential for business analysts to have managerial skills as they take on more leadership roles than before. If businesses don’t back their changes with people, they won’t see the result. So, business analysts now have the responsibility to implement the changes in the company from the employee level for more results. This means that business analysts have to develop motivation, planning, teamwork, and collaborative work skills.

8. Communication skills

It is a known fact that every business analyst needs to have good communication skills, which has not changed. It has become even more critical as business analysts are included more in the running of the organization. So, communication has become more crucial.

These days, business analysts are required to be very versatile to understand the language of all departments. Critical and essential skills are digital communication, verbal and non-verbal, emotional intelligence, active listening, and negotiation skills.

9. Business process modeling

This allows business analysts to excel in building, designing, tracking, implementing, adapting, and improving business processes. These processes are a big part of the work of business analysts.

Conclusion 

The work of a business analyst has become more critical than ever in today’s business world. Business analysts are forced to adapt to the different ongoing changes and to help companies progress. Therefore, they need an improved skill set. Some of the skills necessary for business analysts to succeed are discussed in this article.

Business Analysis as A Service

Written by Business Analysis (BAPL) on . Posted in Articles.

One billion dollars wasted, 100 million over budget, a 40-million-dollar initiative costing $250 million dollars! Recent announcements in the press regarding significant initiatives, projects & product overspend and minimal value, are testament to this. Successful initiatives are key to organisational success, and an effective requirements process is the key to successful initiatives. This is costing organisations millions of dollars in wasted expenditure, and many more millions in lost opportunity. If your Customer Journeys, Epics & User Stories are not correct and aligned, then your initiative is certain to fail.

A service is a means of delivering value to customers, by facilitating the outcomes customers need. Effective services start with the understanding of that need, and work towards providing the best possible outcome(s) within the customer environment. Business Analysis is a service like all others and considering it as such is important for that services success.

However, business analysis is a broad service offering that can cover anything to do with innovation, people, process, and technology. In addition, the customers of Business Analysis also vary including Product Managers & Owners, Developers, Testers, Solution Architects, all the way through to CIOs, CEO, and Company Directors.

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What is Business Analysis as a Service?

Why not have your business analysis serviced like you do your car?

When your car needs a service, you book it in, arrive, hand over the keys, return later that day, pay and drive home. You trusted the dealership to do what you paid them to do, service the car.

You never asked for a specific mechanic, you never asked for a subject matter expert, all you wanted was for the service to be completed, the logbook to be signed and to have a checklist of the agreed work that was performed. No hassle, all done.

The way you and your internal customers (Product Owners, Project Managers, Development Leads etc) receive business analysis should be no different. You should have the confidence and expectation that you will receive the right outcomes to drive the initiative in the right direction.

When your business needs analysis, you book it in with us, you return later, pay, and receive the agreed outcomes. You can trust BAPL to do what you paid us to do.

You never need to ask for a specific consultant, we engage with your SME’s, you never need to ask for special requests as we scope and identify the requirements to the appropriate levels, highlight any risks or assumptions and deliver the agreed outcomes, bringing value for money, in shorter timeframes resulting in improved initiatives. No hassle, all done. It’s called Business Analysis as a Service, and our service is second to none.

In a Business Analysis as a Service model, we work in collaboration with you and your internal customers to establish the required services needed to deliver the analysis for the organisation’s improvements to their products and services. We would understand the need, define an appropriate approach, set timelines etc.

This provides an opportunity to identify the competencies and capabilities required to fulfill this need. The assigned BAs would work develop an approach and delivery plan, provide consistent reporting to ensure the agreed upon outcomes are being delivered, and to manage any issues that may be putting these outcomes at risk.

This model puts the accountability of business analysis outcomes back to the BA Team and BA Manager, rather than on the shoulders of the individual or the team they are working in. In doing so, it provides the BA Team Manager the ability to forward plan resourcing, forward plan capability uplifts, and assign the right person to the deliver the right service.  This results in the right service, delivered in the right time, with the right analysis, resulting in better outcomes for your organisation.

This model works in both small and large team environments, agile and waterfall.

Do We Need A Skills Matrix?

Written by Christina Lovelock on . Posted in Articles.

The answer to this question is almost always no. Here’s why…

Drivers

The stated objectives for creating a person-level skills matrix are usually something like:

  1. “We want to match staff to appropriate work by understanding their skills.”
  2. “We need to identify skills gaps and shortages across the team/organisation and prioritise areas for individual and general improvement.”

These seem sensible enough. They sound efficient, future focussed and suggest it will help individual team members to engage in appropriate work and increase their skills as needed.

Reality

The skills matrix appears on the surface to help with these aims. Unfortunately, they rarely meet the intended outcomes.

Here is a typical process:

  1. Drivers 1 and/or 2 exist, and eventually someone says “skills matrix”.
  2. Key skills to include are discussed and agreed. (This takes much longer than planned; technical skills are over-represented, core skills [1] are under-represented and undervalued by this process).
  3. Realisation that we want knowledge areas not just skills. A very long list is produced…
  4. After much questioning and resistance (most) staff rate themselves against the skills and knowledge areas.
  5. This is on the whole unsuccessful due to the Dunning-Kruger effect [2] on the one hand and Impostor Syndrome [3] on the other. (Plus, the fact that most of us think we are self-aware and only 10-15% of people actually are [4]).
  6. Many difficult conversations are then required explain why Person A is not actually an expert in everything and Person B is better than they think.
  7. The people who would be “best” for a piece of work based on the output of the matrix are not available.
  8. Managers and team members are all quite bruised by the process.
  9. Matrix is not updated. It goes slowly out of date.
  10. Abandoned.

 

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Alternative Reality

The skills an individual has is one of many factors which need to be considered when assigning appropriate work. The factors include:

  • What motivates them?
  • Who do they work well with?
  • Who can build relationships quickly?
  • What kind of support/environment allows them to do their best work?
  • Where do their interests lie?
  • Who has these skills/who needs to develop these skills?
  • Is there an appropriate senior person/role model?
  • Who has earned an exciting opportunity?
  • Who needs to stick to the basics?
  • Who can juggle multiple assignments?
  • Who prefers to concentrate on one area?

It is not possible to model all these factors in a spreadsheet. This level of understanding comes from managers having good relationships with team members, being able to honestly discuss personal style, preferences and professional development needs. Managers also need good visibility of upcoming work and assignments to be able to plan appropriately and engage with team members about future work.

Training Needs And Skills Gaps

Good managers know this information without a skills matrix. Given a list of skills needed by an organisation, managers should be able to identify and quantify capacity and competency gaps. A skills matrix is a lazy substitute for good quality management and a distraction that creates the illusion of control.

Individual personal development plans which align to organisational objectives are a more motivating and effective way of establishing and then aggregating team-member level data.

How Can BAs Help?

Business Analysts may be asked to create or contribute to the development of a skills matrix or record our own skills. We can use our analytical skills to establish the drivers and intended business outcomes and suggest alternative methods of achieving those.

Is A Skills Matrix Ever Relevant?

If the answer to the question “Do we need a skills matrix?” is almost always no, then there must be exceptions. Very large, typically global organisations which operate across a number of sectors (such as retail, aviation, construction etc.) that need to quickly mobilise specialist teams need a way of “searching and filtering” on staff. This is more effective as searchable information, with some structured data (e.g., job title, location, knowledge domains) and bio information maintained by the individual (experience, preferences, etc.) to allow the right people to be identified. Implementing this type of system requires appropriate investment in technology and business change. The business case for the ‘spreadsheet matrix’ never stacks up.

Conclusion

The skills matrix is typically a misguided attempt to automate something which needs to be a human discussion. How they are implemented often demotivates staff, serves as a distraction from real work and genuine issues and fails to meet the intended outcomes.  Organisations that want the capability to understand the skills and experience of their staff need to encourage the right behaviours from managers, make appropriate investment in robust decision support tools and engage with staff to capture information which is accurate, proportional and timely.

References:
[1] Core Skills: C Lovelock, BA Times, 2019 https://www.batimes.com/articles/stop-saying-soft-skills/
[2] Dunning-Kruger Effect : J Kruger, D Dunning, 1999  https://pubmed.ncbi.nlm.nih.gov/10626367/
[3] Impostor Syndrome: C Lovelock, BA Times, 2020 https://www.batimes.com/articles/impostor-syndrome-business-analysis-is-not-just-common-sense/
[4] Self-Awareness: T Eurich, Harvard Business Review, 2018 https://hbr.org/2018/01/what-self-awareness-really-is-and-how-to-cultivate-it