SESSION 8

DATA-DRIVEN-DECISION-MAKING


1) Discuss a way Data-Driven Decision could be used in my world:

In my personal life, I commonly make Data-Driven-Decisions. I gather all the facts, paint a picture and then decide which items are competing for the same amount of time. Finally, I decide which of those items will be placed in the back-burner, in order to favor the items I deemed to be the most important. I find Data-Driven-Decision-Making a very valuable tool; for it places things within a manageable context that helps properly assess a situation. Once the picture is clear, Data-Driven Decision-Making is a snap.


2) What would be a positive use of Data-Driven Decision-Making?

My present employer is a hard-core user of Data-Driven-Decision-Making. The company uses this technique as a management tool. My employer tracks a multitude of data. For example, they track product failures by model, serial number, failed part location and failure frequency of parts. The company then analyzes this data and by using Data-Driven-Decision, a judgement call is made as to whether to examine the design for further refinement or to live with the problem. I consider this to be a positive use of Data-Driven-Decision-Making, because my employer is being proactive, which is a much better appoach to solving problems, as opposed to being reactive to these.


3) What would be a negative use of Data-Driven-Decision-Making?

I believe that the use of "pure" Data-Driven-Decision-Making on employee assessment is a very coarse way to assess weaknesses and strenghts on an individual. By its very nature, Data-Driven-Decision-Making is very harsh. Data-Driven-Decision-Making does not take into account the humanity of the individual and the circumstances that otherwise could offer a picture that is more representative of the individual being assessed. Therefore, skewing of data results. The skewing of data results in incorrect Data-Driven-Decision-Making, because it could either present facts in a light that makes someone appear far better than the person truly is; on the other hand, it can also make a person appear far worse. Either way, Data-Driven-Decision-Making alone does not provide enough information to properly assess individuals.


How does leadership factor into each of these?

Leadership must have the wisdom to understand the capabilities and limitations of the Data-Driven-Decision-Making tool. I have witnessed this tool applied in its "raw" form to evaluate individuals, with it resulting in unfair, inaccurate and disastrous results. I have also witnessed managers use this tool to make very significant, critical decisions; and have seen astonishing, awesome results. Data-Driven-Decision-Making is just what it is - a tool. Just as it is with any tool, its use can bring very good as well as very bad results. It is ultimately up to the skill and intentions of the user, what determines the outcome when using Data-Driven-Decision-Making. Prudence of use must be observed.



WEEKLY ACTIVITIES:

- Downloaded and listened to Session 8 podcast
- Formulated Session 8 blog response
- Posted Session 8 response in my blog
- Continued working on remaining projects
- Read scholar's blog postings
- Posted comments on scholar's blogs