HomeBig DataTrendy Information Stack Convention (MDSCON) 2021: The High 5 Takeaways You Ought...

Trendy Information Stack Convention (MDSCON) 2021: The High 5 Takeaways You Ought to Know – Atlan

Professional recommendations on rising knowledge participation, defending your knowledge, growing range, and extra

A couple of weeks in the past, Fivetran hosted the Trendy Information Stack Convention (MDSCON) 2021, a digital convention to empower data-driven selections that remodel companies, groups, and careers. We at Atlan have been stoked to attend and shared notes from our favourite periods all through the convention’s two days and 40+ periods.

Since then, whereas mulling over the tales and insights we heard, we realized that there have been a number of widespread themes. Throughout periods, totally different audio system approached the identical set of questions in numerous methods: How can we improve knowledge participation? How can we shield the information workforce and its knowledge? How can we rethink conventional concepts about knowledge in the present day?

For many who missed the convention, and for many who have been there however couldn’t attend each session, listed below are 5 key concepts and takeaways from MDSCON 2021.

A number of audio system spoke concerning the significance of accelerating knowledge literacy inside your group. Each firm that desires to develop into data-driven is aware of it is a drawback they might want to deal with, however truly fixing it’s a big problem.

Callie White and Jacob Frackson from Montreal Analytics emphasised the significance of making a fantastic data structure earlier than you even take into consideration knowledge literacy. As you construct your knowledge system, take into consideration what several types of individuals want out of your organization’s knowledge.

  • What’s the person expertise?
  • What’s the maintainer expertise?
  • How can we simplify or enhance these with data structure?

Bake these personas and their wants into the planning of your data structure, somewhat than making an attempt to meld the system round them after it’s constructed.

Nelson Davis from Analytic Vizion additionally emphasised the significance of considering past knowledge data. Somewhat than specializing in the quantity of people that perceive your group’s knowledge, give attention to individuals’s potential to work together with and act on that knowledge.

Nelson identified that individuals undertake knowledge similar to they undertake new expertise. Lovers will latch onto knowledge early, however for a corporation to be really fluent in knowledge, it has to penetrate previous that 16–18% of early adopters. True knowledge participation requires focusing on the remaining majority who could also be extra data-hesitant.

Create a tradition the place the vast majority of the persons are utilizing knowledge to make selections, not simply utilizing knowledge.

Nelson Davis, Analytic Vizion

What does it take to succeed in these individuals? Archer Newell and Lauren Anderson gave some nice concepts from their expertise at Fivetran and Okta (respectively):

  • Add knowledge touchdown pages with prime studies, new releases, and vital hyperlinks.
  • Demo new instruments and provide focused trainings to related groups.
  • Promote and incentivize inside studying periods — e.g. Workplace Hours to assist enterprise individuals discover ways to generate fast insights.
  • Accomplice with energy customers, who can champion self-service analytics inside their groups.
  • Establish “citizen knowledge analysts”, a group of material consultants who will socialize their findings for different stakeholders and groups.
Picture by Atlan, impressed by Gabi Steele’s session at Fivetran’s Trendy Information Stack Convention.

As audio system talked about opening up a corporation’s knowledge, in addition they emphasised the significance of holding that knowledge secure. Giving the workforce authority and autonomy is vital, however be sure that it comes with guardrails.

We wish centralized governance however to maintain federated analytics.

Rashmi AgrawalOldcastle APG

As Nelson Davis and Rashmi Agrawal defined, don’t simply let individuals obtain knowledge from dashboards. That’s a safety threat, as a result of individuals can take the information, put it in Excel, and create their very own numbers. This creates a number of variations of “the reality” as knowledge and knowledge customers proliferate.

As an alternative, be sure that knowledge instruments like dashboards are well-designed so individuals can get the insights they want. Allow individuals with instruments to allow them to discover and innovate, however pair these instruments with guardrails to make sure security and consistency.

Brittany Metropolis from Asurion spoke from her private expertise about analysts’ wrestle with carrying a number of hats of their function. From organizing knowledge to creating dashboards to coordinating with different stakeholders, analysts can typically really feel like middlemen.

Emilie Schario from Netlify referred to as this the “service lure”, the place a workforce is trapped in endless requests for creating stats and proving their work, somewhat than specializing in driving impression. Servicing requests is a part of a knowledge groups’ work, however it’s not their core mission — to create insights and drive impression.

If we spend all of our time answering questions, we’ll by no means ship insights.

Emilie Schario, Netlify

That is a part of why it’s so vital to empower everybody to develop into analysts — it protects your knowledge workforce’s time.

Somewhat than changing into the intermediary between an organization’s individuals and its knowledge, give attention to making knowledge straightforward to entry, figuring out what knowledge might be self-serve, surfacing insights publicly, and rising knowledge data. Solely then ought to the information workforce serve requests that aren’t addressed by these processes.

The service lure, from Emilie Schario’s session at Fivetran’s Trendy Information Stack Convention 2021

One other factor that a number of audio system emphasised was the significance of flipping our knowledge challenges and assumptions on their head. Listed below are three nice examples from David Cohen at WW Worldwide and Nelson Davis at Analytic Vizion.

First, don’t neglect concerning the easiest options. David identified the irony of how we all the time search for technical options to assist knowledge groups transfer quicker, “overlooking the facility of people speaking to one another”. In his workforce, they determined to fulfill as soon as every week and “simply speak concerning the knowledge”. The workforce could not have had all the information they wanted, however it allowed them to instantly align on what selections might and couldn’t be made.

Second, David additionally identified a standard fallacy of so-called data-driven groups — utilizing knowledge to verify what they already suppose and reinforce present decision-making. As an alternative, really data-driven organizations must fall out of affection with their concepts and search for “uncomfortable” knowledge, as a result of being uncomfortable is what makes organizations develop.

Third, Nelson defined the worth of pushing authority downward, somewhat than knowledge upward. In the present day the standard decision-making mannequin is that an analyst creates knowledge, passes it up the chain of command, and a pacesetter makes the choice. This isn’t preferrred, because it separates these with essentially the most context on the issue (leaders) from these with essentially the most data concerning the knowledge (analysts). As an alternative, leaders ought to flip this decision-making mannequin to push authority and context right down to those that even have the information, somewhat than pushing knowledge and studies upward.

As knowledge turns into extra and ubiquitous, the selections are going to develop into extra data-driven, no matter whether or not we maintain onto these selections as decision-makers.

Nelson Davis, Analytic Vizion

One of many convention’s strongest talks was from Sadiqah Musa and Devina Nembhard, each analysts and co-founders of Black in Information. Their speak was deeply private, based mostly on the exclusion they typically felt inside a number of teams within the knowledge business.

They reminded us that the way forward for the information business may also be present in its individuals, not simply within the business itself. Variety in groups has repeatedly confirmed to be a driver of fascinating, profitable enterprise outcomes — from higher groups to raised monetary efficiency.

Sadiqah Musa and Devina Nembhard talking at Fivetran’s Trendy Information Stack Convention

There is no such thing as a “silver bullet” or in a single day resolution, however listed below are a few of their suggestions for constructing a extra various and inclusive knowledge workforce:

  • Entice various expertise by working with specialised recruitment teams, publishing your ethnicity pay hole and clear wage bands, and constructing inclusivity and illustration into your model and careers supplies.
  • Rent various expertise by incorporating various interview panels all through recruitment, making certain that individuals of coloration meet their workforce earlier than they settle for the job provide, and creating goal hiring practices and goals.
  • Retain various expertise by constructing a welcoming onboarding course of, setting up a very inclusive atmosphere, conducting genuine anti-racism coaching, creating measurable diversity-focused enterprise goals, and being open concerning the group’s ethnicity make-up and plans for enchancment.

Cherished an perception or session that we didn’t cowl right here? Drop a remark along with your favourite takeaway from the convention!

This text was initially revealed on In direction of Information Science.



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