Stephen Curry, the Golden State Warriors, and the power of analytics at work — Ben Shields

MIT Sloan Lecturer Ben Shields

MIT Sloan Lecturer Ben Shields

From MIT Sloan Management Review

Whether or not their 2016 season ends with a second consecutive NBA championship, the Golden State Warriors are making Silicon Valley proud. They broke the record for regular season wins with 73. They are headlined by Stephen Curry, the dynamic and eminently likeable two-time MVP. They have established themselves among the league’s elite franchises.

Like the “unicorns” along Highway 101, the Warriors have done it all with a deep organizational commitment to data-driven decision making – both on the court and as a business. The three-pointers Steph and running mate Klay Thompson hoist seemingly without abandon are actually grounded in troves of evidence supporting the shot’s relative value. Meanwhile, the business side of the organization is leveraging fan data to more effectively drive ticket, sponsorship, and merchandise revenue.

The Warriors are not the only team pioneering the analytics revolution in sports. Organizations across an increasing number of sports and levels (professional, college, and high school) are capitalizing on data to gain a competitive edge. Indeed, few industries have implemented data-driven decision making as successfully as sports.

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The rise of data-driven decision making is real but uneven — Kristina McElheran and Erik Brynjolfsson

Kristina McElheran, MIT Initiative on the Digital Economy Visiting Scholar

Kristina McElheran, MIT Initiative on the Digital Economy Visiting Scholar

 

 Professor of Information Technology, Director, The MIT Initiative on the Digital Economy


Professor of Information Technology,
Director, The MIT Initiative on the Digital Economy

From Harvard Business Review

Growing opportunities to collect and leverage digital information have led many managers to change how they make decisions – relying less on intuition and more on data. As Jim Barksdale, the former CEO of Netscape quipped, “If we have data, let’s look at data. If all we have are opinions, let’s go with mine.” Following pathbreakers such as Caesar’s CEO Gary Loveman – who attributes his firm’s success to the use of databases and cutting-edge analytical tools – managers at many levels are now consuming data and analytical output in unprecedented ways.

This should come as no surprise. At their most fundamental level, all organizations can be thought of as “information processors” that rely on the technologies of hierarchy, specialization, and human perception to collect, disseminate, and act on insights. Therefore, it’s only natural that technologies delivering faster, cheaper, more accurate information create opportunities to re-invent the managerial machinery.

At the same time, large corporations are not always nimble creatures. How quickly are managers actually making the investments and process changes required to embrace decision-making practices rooted in objective data? And should all firms jump on this latest managerial bandwagon?

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Friction matters – how diversity makes us work harder — Evan Apfelbaum

MIT Sloan Asst. Prof. Evan Apfelbaum

MIT Sloan Asst. Prof. Evan Apfelbaum

MIT Sloan Assistant Professor of Organizational Studies Evan Apfelbaum discusses how diversity changes the way we behave.

Apfelbaum says the key to social friction is understanding how to use it.

He and his fellow researchers examined how questions of race impacted adults and children, using a game similar to Guess Who? to gauge why people are more hesitant to talk about race as they get older.

Watch the video here.

Evan Apfelbaum is the W. Maurice Young (1961) Career Development Professorand an Assistant Professor of Organizational Studies at the MIT Sloan School of Management.

The transformation challenge and the change leader’s job — Doug Ready

MIT Sloan Senior Lecturer Doug Ready

MIT Sloan Senior Lecturer Doug Ready

 

Why has implementing Enterprise-Wide Transformation proven to be troubling? When challenges persist it is often because there are embedded tensions or paradoxes that surface that seem unresolvable.

There are at least five embedded tensions that make the successful implementation of enterprise transformations persistently difficult. They are:

 

Revitalization ↔ Normalization

Globalization ↔ Simplification

Innovation ↔ Regulation

Optimization ↔ Rationalization

Digitization ↔ Humanization

At the core of many transformation efforts is the desire to breathe new life into the organization―to revitalize ways of thinking, behaving and working. A leader’s typical and, in fact, reasonable response is to introduce a change initiative into the organization. One of the problems that employees face is that a change initiative often morphs into multiple change initiatives, and seldom are these initiatives coordinated or provided the context required to make sense out of them. With so many “change programs” coming at people from so many directions, employees can easily become “change weary,” and yearn for some level of normalcy. Thus, we find ourselves in the conflicted situation of needing revitalization but desiring normalization.Let’s examine each of these tensions…

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US Airways leaves in triumph on key measure — Arnold Barnett

MIT Sloan Professor Arnold Barnett

MIT Sloan Professor Arnold Barnett

From The Charlotte Observer

In mid-October, US Airways ceased to exist as an independent entity. Many passengers will doubtless say “good riddance,” for they voted the carrier a two-star rating from J. D. Power and ranked it below average on almost every dimension. But US Airways deserves a much fonder farewell than that.

I study aviation safety, and paid particular attention to the airline in the early 1990s, when it experienced a series of accidents culminating in a 1994 Boeing 737 crash near Pittsburgh that killed 132 people. Had US Airways suffered a temporary spasm of bad luck, or was the problem more systematic? We now know that bad luck was the main culprit. The 737 crash (which killed more passengers than the others in the series combined) was caused by a subtle defect in the rudder controls, which could have struck any airline that operated the plane. Moreover, US Airways experts were instrumental in uncovering the defect before it could cause further tragedies.

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