If You Do Not Do the Drills – You Won’t Have the Skills …(How to Speak More Clearly, and…)

“Practicing:  that is, purposefully and single-mindedly playing their instruments with the intent to get better.”
Malcolm Gladwell, Outliers:  The Story of Success

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You know how it happens.  Something rolls off your tongue, and then you realize — “oh…  that really makes sense.”

Well, I was discussing the problem of “mumbling” with someone who needs to speak their words more clearly.  It’s the skill of enunciation/pronunciation.  Pronouncing every word fully – every syllable, especially every ending consonant.  So that your audience can understand you.   So, I recommended some drills.  Pretty simple, actually:  pick a favorite piece of poetry, or any other piece of writing, and mark it up, so that you read it aloud one.word.at.a.time.  Read aloud – repeat – repeat some more.  Drill, drill, drill.

And I heard myself say: “If You Do Not Do the Drills – You Won’t Have the Skills.”

It’s true for any skill development.  Do you need to type faster?  Then practice typing (with proper technique).  Do you need to hit more serves to the backhand side?  Then serve a box of tennis balls, every day, over and over again, until you can put the tennis ball where you intend it to go.

Every athlete drills, drills, and drills some more, before the game is played.

So does every first responder

And every emergency room team.

And every musician – a pianist plays a lot of scales, and practices, practices, practices – drills, drills, drills.

So to with speakers/presenters.  You have to do the drills, especially in your areas of weakness.

Remember:

If You Do Not Do the Drills – You Won’t Have the Skills.

or, to put it more positively,

If You Do the Drills, You Will Develop the Skills.

Untapped Talent: A book review by Bob Morris

Untapped Talent: Unleashing the Power of the Hidden Workforce
Dani Monroe
Palgrace MacMillan/Division of St. Martin’s Press (2013)

How to “grow” talent, whatever the size and nature of the “garden” may be

The title of this book is sufficiently vague to evoke several questions and suggest all manner of interpretations. Is talent untapped or underdeveloped? Is it unleashed by someone else or by those who possess it? Is it hidden or unrecognized? The answer to each of these questions is “yes.”

Now more than ever before, few organizations have the talent needed at all levels and in all areas of the given operation. Many (most?) of them lack the resources to hire the talent needed so they are challenged to develop it but first they need to identify the high potentials. According to Dani Monroe, for whatever reasons, “untapped talent becomes invisible and unrecognized or undervalued and minimized.” I agree with Darrell Royal that “potential” means “you ain’t done it yet” but Royal was an exceptionally astute judge of talent when recruiting players for his University of Texas football teams.

Monroe wrote this book to serve three separate but related, interdependent purposes: To help her readers gain a much better understanding of untapped talent and why it exists; then in Part II, she examines specific areas in which supervisors can have a direct and substantial impact by “mining and refining talent”; finally, in Part III, she examines characteristics she’s identified as “essential in great leaders as it applies to untapped talent.” It is worth noting that throughout history, all of the greatest leaders have had a “green thumb” for “growing” the people they need to achieve the given objective.

These are among the dozens of passages that caught my eye, also listed to indicate the scope of Monroe’s coverage.

o Scarce Talent: The Skills Gap (Pages 18-21)
o Discovering the Realities (30-40)
o A three-level model for organizational change (61-66)
o The Culture of Talent Stewardship (70-82)
o Spotting the Soft Skills (91-93)
o River of Life (103-107)
o The Three Rs (Resourcefulness, Resilience, and Resolve): Emerging from the Hidden Workforce (119-123)
o The Face of Resourcefulness (133-137)
o Building Resiliency (147-149)
o Resolve Is About Success…and Failure (156-161)
o The Path to Vision (169-171)

It is no coincidence that the companies annually ranked among the best to work for and most highly admired are also among the companies annually ranked as most profitable with the greatest cap value in their respective industry segments. They also have the greatest percentage of positively and productively engaged employees as well as the lowest attrition of valued employees.

Near the end of her book, Dani Monroe asks her readers to set their imaginations free. What follows is a series of defining characteristics of “a talent environment in which anything is possible — an ideal state.” Of course, none exists but many in the so-called real business world demonstrate many (if not most) of what she describes. Constantly tapping talent is their reality. “That’s the vision. Make it your reality!”

Weaving the Web: A book review by Bob Morris

Weaving the Web: the Original Design and Ultimate Destiny of the World Wide Web
Tim Berners-Lee
HarperSanFrancisco (1999)

How and why, “if we have the individual will, we can collectively make of our world what we want.”

I read this book when it was first published (in 1999) because I was curious to learn more about the World Wide Web (Web) from its inventor. Recently, I re-read it while preparing for several interviews and was surprised to learn that, if anything, Tim Berners-Lee’s core concepts are even more relevant now than they were almost 15 years ago. Of special interest to me is this passage early in Chapter 1: “The vision I have for the Web is about anything being potentially connected with anything. It is a vision that provides us with new freedom, and allows us to grow faster than we ever could when we were fettered by the hierarchical classification systems into which we bound ourselves. It leaves the entirety of our previous ways of working as just one tool among many. It leaves our previous fears for the future as one set among many. And it brings the workings of society closer to the workings of our minds…Inventing the World Wide Web involved my growing realization that there was a power in arranging ideas in an unconstrained, weblike way. And that awareness came to me through precisely that kind of process…through the swirling together of influences, influences, and realizations from many sides.” These comments suggest precisely the process of integrative thinking that Roger Martin discusses in The Opposable Mind (2007).

I was especially interested in Berners-Lee’s concerns about the Web in 1999. For example, the challenges faced by con tract programmers to understand the human and computer systems; electronic incompatibility between and among computers and their operating systems; documentation storage systems; universal adoption of hypertext; servers of sufficient speed and flexibility; governance issues; ownership issues; ease of access to sources; adoption of the universal resource identifier (URL); adoption of simpler language, XML, to supercede SGML; national and international legal issues (e.g. intellectual property); ethical standards and business issues; creation of “social machines”; and development and dissemination of metadata. Many — but not all — of those issues have since been resolved.

Here in Dallas near the downtown area, there is a Farmer’s Market at which several merchants offer slkices of fresh fruit as samples. In that spirit, I share three excerpts from Berners-Lee’s narrative:

“In an extreme view, the world can be seen only as connections, nothing else. We think of a dictionary as the repository of meaning, but it defines words only in terms of other words. I liked the idea that that a piece of information is defined only by what it’s related to, and how it’s related, There really is little else to meaning. The structure is everything. There are billions of neurons in our brains, but what are neurons? Just cells. The brain has no knowledge until connections are made between neurons. All that we know, all that we are, comes from the way our neurons are connected.” (Page 12)

“To build understanding, we need to be able to link terms. This will be made possible by [begin italics] inference languages [end italics], which work one level above the schema languages. Inference languages allow computers to explain to each other that two terms that may seem different are in some way the same — a little like an English-French dictionary. Inference languages will allow computers to convert data from one format to another.” (Page 185)

Concluding paragraph:

“Should we then feel that we are getting smarter and smarter, more and more in control of nature, as we evolve? No really. Just better connected — connected into better shape. The experience of seeing the Web take off by the grassroots effort of thousands gives me tremendous hope that if we have the individual will, we can collectively make of our world what we want.” (Page 209)

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For those who are curious, Amazon provides this information: “Sir Timothy John “Tim” Berners-Lee, OM, KBE, FRS, FREng, FRSA (born 8 June 1955), also known as “TimBL,” is a British computer scientist, best known as the inventor of the World Wide Web. He made a proposal for an information management system in March 1989, and he implemented the first successful communication between a Hypertext Transfer Protocol (HTTP) client and server via the Internet sometime around mid November. Berners-Lee is the director of the World Wide Web Consortium (W3C), which oversees the Web’s continued development. He is also the founder of the World Wide Web Foundation, and is a senior researcher and holder of the Founders Chair at the MIT Computer Science and Artificial Intelligence Laboratory (CSAIL). He is a director of the Web Science Research Initiative (WSRI), and a member of the advisory board of the MIT Center for Collective Intelligence.”

The Inclusion Dividend: A book review by Bob Morris

The Inclusion Dividend: Why Investing in Diversity & Inclusion Pays Off
Mark Kaplan and Mason Donovan
Bibliomotion (2013)

A brilliant explanation of the ROI of a workplace community within which diversity and inclusion are core values

If you were to ask ten different people to define the word “diversity,” you would probably get 7-10 different (“diverse”) answers. There are so many criteria to consider, including gender, age, ethnicity, generation, personality type, and nationality. Add nature and extent of relevant experience, capabilities, and “potential” and you have at least some idea of how difficult it is for business leaders to decide how to “invest in diversity and inclusion,” as Mark Kaplan and Mason Donovan advocate in this book. That difficulty is exacerbated by the changes in the business world that, in turn, change immediate and imminent needs to accommodate.

Credit Kaplan and Mason with possessing courage sufficient to attempt to explain what comprises a diverse and inclusive workplace, how to establish one, and then how to sustain one. They even suggest how to accommodate workplace dynamics such as unconscious bias, insider-outsider interaction (for better or worse), and dimensions of difference that can be either compatible or incompatible.

In the first chapter, they observe: “As employees of the twenty-first century, all of us live in three worlds of D&I that can seem to be incompatible at times. There is the civil world, which revolves around legislation regarding issues like marriage rights, equality of access, and equitable treatment. Then there is the academic world, where a theoretical debate persists across the fields of law, sociology, psychology, and business about equality and fairness…Finally, there is the corporate world. As students become employees, it is the corporate world that absorbs eight or more hours of their waking time most days, and the discussion is more narrowly focused on the best ways to create personal and corporate growth…While the internal challenges [in that world] are structural, process, and human, they also have an impact at the interface between the organization and its stakeholders.”

Kaplan and Mason focus the business case for diversity and inclusion, the challenges to achieving and then sustaining that, and what they view as effective responses to those challenges. Readers will appreciate their skillful use of various devices such as “Takeaways” and “Discussion Point” sections at the conclusion of all nine chapters. This material will facilitate, indeed expedite frequent review of key points later.

These are among the dozens of passages that caught my eye, also listed to indicate the scope of Kaplan and Mason’s coverage:

o A Long-Cherished Notion (Pages 5-9)
o A Quick History Case, and, The Business Case (9-15)
o Challenges to Creating Inclusion, and, Other Inclusion Hurdles (18-24)
o Three Key Areas for Inclusion (28-34)
o The RADIX™ Cycle (41-50)
o Unconscious Bias, and, Insider-Outsider Dynamics (61-64 and 66-69)
o The Individual, Interpersonal Level of Change (77-81)
o The Organizational Level of Change (86-94)
o Some of the Latest Research on Unconscious Bias (106-112)
o Systemic Bias, and, Reducing Unconscious Bias (113-120)
o Key Elements That Define Insider and Outsider Group Membership (129-140)
o Different Types of Difference (146-163)
o What Leaders Must Do (171-185)
o External Marketplace and Customer Data, and, Tools to Involve and Engage the Whole Organization (198-204)
o Tools to Create Systemic Process Change (208-210)

It is worth noting that the origin of the word “barbarian” can be traced back to Ancient Greece. Its original meaning: non-Greek. It seems basic to human nature to favor those who are similar in some way(s) and be wary of those who are not, who are “different” in some way(s). As Kaplan and Mason point out, there are four distinct levels of change “that all influence one another and share common space. When individual is coupled with the group/team, systemic, and marketplace levels, an organization can achieve a much higher return.”

I agree with Mark Kaplan and Mason Donovan that many of the decisions business leaders make “can be skewed if they do not first take the time to understand their biases and how they can be influencing any one of several levels.” In fact, the inclusion dividend is substantial for companies annually ranked among the most admired and best to work for and helps to explain why they are also among the most profitable with the greatest cap value in their industry segment.

Here’s the New York Times Hardcover Business Books Best Sellers for May, 2013

Here’s the New York Times Hardcover Business Books Best Sellers for May, 2013.

In Dallas, Karl Krayer and I have presented our synopses of business books every month (two each month) since April, 1998.  From this month’s list:  I have presented Lean In, Sheryl Sandberg (at the April, 2013 gathering), Decisive, Chip Heath and Dan Heath, (at the May, 2013 gathering), To Sell is Human, Daniel Pink (at the February, 2013 gathering), and The Power of Habit, Charles DuHigg (at the June, 2012 gathering).  I will present Give and Take, Adam Grant (at the June, 2013 gathering), and Karl will present The One Thing, Gary Keller (also at the June, 2013 gathering).

If you are in the Dallas area on June 7, come join us for our synopses of The One Thing and Give and Take.  Details, and registration, here.

{And, we have presented many of the “perennial” best sellers from this month’s New York Times paperback list, including Outliers, The Tipping Point, Drive, The Checklist Manifesto, and Thinking, Fast and Slow.  These synopses are also available from our site).

We make our synopses available, with the audio of our presentations plus our comprehensive handouts, at our companion site, 15minutebusinessbooks.com.

Here’s the May, 2013 list from the New York Times.

1	LEAN IN, by Sheryl Sandberg
2	THE ONE THING, by Gary Keller with Jay Papasan.
3	GIVE AND TAKE, by Adam M. Grant
4	GREAT DEFORMATION, by David Stockman.
5	LEADERSHIFT, by Orrin Woodward and Oliver DeMille.
6	SALT SUGAR FAT, by Michael Moss.
7	ATHENA DOCTRINE, by John Gerzema and Michael D’Antonio.
8	THE DUCK COMMANDER FAMILY, by Willie and Korie Robertson with Mark Schlabach
9	START, by Jon Acuff
10	DECISIVE, by Chip Heath and Dan Heath
11	SECRETS OF SILICON VALLEY, by Deborah Perry Piscione
12	POWER OF HABIT, by Charles Duhigg. (Random House, $28.) A Times reporter’s account of the science behind how we form, and break, habits.
13	STRENGTHS-BASED LEADERSHIP, by Tom Rath and Barry Conchie
14	TO SELL IS HUMAN, by Daniel H. Pink
15	SOUNDTRACK OF MY LIFE, by Clive Davis with Anthony DeCurtis.

Marissa Mayer (Yahoo) buys Tumblr – and/but, Take a Look at her Casual Attire

So, I just read the short piece by Matthew Iglesias about the Yahoo purchase of Tumblr:  Yahoo Buys Tumblr, Promises Continued Operational Independence Under David Karp’s Leadership.  Concise, makes sense.  Here are the two key sentences:

You’re going to hear a lot about Marissa Mayer trying to make Yahoo cool again and no doubt that plays some role in her mind. But the basics here are that Yahoo is a company that has a lot of cash on hand but needs growth, and Tumblr has a lot of web traffic but needs some cash. It’s a nice coincidence of wants and needs.

But, I was really struck by the accompanying picture.  Take a look:

MILWAUKEE, WI – MAY 12: Ryan Lewis, Yahoo CEO Marissa Mayer, and Macklemore attend Yahoo! On The Road at Turner Hall on May 12, 2013 in Milwaukee, Wisconsin.
Photo by Timothy Hiatt/Getty Images

A few years ago, I read a most terrific essay by Tom Wolfe in his collection Hooking Up:  Two Young Men Who Went West.  (profiles of Robert Noyce and William Shockley).  One reviewer wrote this about this essay:

Wolfe’s essay “Two Young Men Who Went West,” the finest short history of the early Silicon Valley ever written…

I thought of the essay as I looked at the photo.  From Wolfe (sorry – no link, this is typed from my physical copy):

There were no rules of dress at all, except for some unwritten ones.  Dress should be modest, modest in the social as well as the moral sense.  At Fairchild there were no hard-worsted double-breasted pinstripe suits and shepherd’s-check neckties.  Sharp, elegant, fashionable, or alluring dress was a social blunder.  Shabbiness was not a sin.  Ostentation was. 

So now, here is Marissa Mayer near the moment of one of her most visible decisions, dressing “down.”  (Yes, I am aware that Marissa Mayer frequently dresses “up.” (See this article:  Is Marissa Mayer The New Face Of Workplace Fashion? And this one:  These Are Yahoo! CEO Marissa Mayer’s Favorite Designer Labels).  But in this photo, which she surely know would make the rounds, she dresses notably not “up.”

What does this mean?  I’m not sure.  Maybe simply this – the only thing that matters is product.  And, in this case, finding the cash to keep going, and, on the other hand, finding/attracting the eyeballs to keep bringing in more cash.

And, maybe simply this – you always dress for the audience in front of your face.

The First 90 Days: A book review by Bob Morris

The First 90 Days, Updated and Expanded Edition: Critical Success Strategies for New Leaders at All Levels
Michael D. Watkins
Harvard Business Review Press (2013)

How and why the first 90 days in a new leadership position can sometimes seem like 90 minutes

This is a revised and updated edition of a book I read when it was published in 2003. Although much has (and hasn’t) happened in the business world since then, Michael Watkins’ insights are (if anything) even more relevant and more valuable now than they were then because the actions taken by those in a new role, especially one with more challenging leadership responsibilities, will largely determine whether they succeed or fail. “When leaders derail,” Watkins notes, “their problems can almost always be traced to vicious cycles that developed in the first few months on the job.” Ninety percent of those whom Watkins interviewed agreed that “transitions into new roles are the most challenging times in the professional lives of leaders.” They could be internal promotions, reassignments and/or relocations, or a new hire. These and other transitions are thoroughly discussed in the book.

These are among the dozens of passages that caught my eye, also listed to suggest the scope of Watkins’ coverage.

o Avoiding Transition Traps (Pages 5-6)
o Understanding the Fundamental Principles (9-12)
o Getting promoted (21-24)
o Table 1-1, “Onboarding checklists” (34)
o Identifying the Best Sources of Insight (54-57)
o Table 2-1, “Structured methods for learning” (61-62)
o “Emotional Expensiveness” (63-64)
o Planning for Five [Transition-Specific] Conversations (90-93)
o Planning the Expectations Conversation (98-100)
o Adopting Basic Principles (121-122)
o Avoiding Common Alignment Traps (141-143)
o Getting Started (146-148)
o Avoiding Common Team-Building Traps (167-170)
o Building Support for Early-Win Objectives (202-220)
o Understanding the Three Pillars of Self-Management (227-237)
o Table 10-1, “Reasons for transition failures” (245)

The information, insights, and counsel he provides in this book reveal what he has learned thus far about what he characterizes as “The Vicious Cycle of Transitions” and “The Virtuous Cycle of Transitions.” The former involves sticking with what you know, falling prey to the “action imperative,” setting unrealistic expectations, attempting to do too much, coming in with “the” answer, engaging in the wrong kind of learning, and neglecting horizontal relationships. (Please check out Figure 1-2 on Page 7.)

With regard to the latter cycle, the “virtuous” one, can enable anyone involved in a transition to create momentum and establish an upward spiral of increasing effectiveness. (Please check out Figure 1-3 on Page 8.) To repeat, this updated and expanded edition develops in greater depth and wider scope the core concepts introduced in the first edition. The objective in 2003 remains the same now: “get up to speed faster and smarter.”

Michael Watkins can help each reader to do that; better yet, he can each reader, especially those with supervisory responsibilities, to help others to do that. That achievement is indeed an admirable objective. However, we are well-advised to recall Thomas Edison’s observation, “Vision without execution is hallucination.”

Blogging on Business Update from Bob Morris (Week of 5/13/13)

 

I hope that at least a few of these recent posts will be of interest to you:

BOOK REVIEWS

The Lean Practitioner’s Handbook
Mark Eaton

HBR’s 10 Must Reads on Strategic Marketing
HBR Editors and various contributors

Weaving the Web: the Original Design and Ultimate Destiny of the World Wide Web
Tim Berners-Lee

Untapped Talent: Unleashing the Power of the Hidden Workforce
Dani Monroe

The Inclusion Dividend: Why Investing in Diversity & Inclusion Pays Off
Mark Kaplan and Mason Donovan

The First 90 Days, Updated and Expanded: Critical Success Strategies for New Leaders at All Levels
Michael D. Watkins

The Reality-Based Rules of the Workplace: Know What Boosts Your Value, Kills Your Chances, and Will Make You Happier
Cy Wakeman

INTERVIEWS

Charting technology’s new directions: A conversation with MIT’s Erik Brynjolfsson
Rik Kirkland
McKinsey Publishing

Eric Schmidt on “Disruptive technologies”
Richard Dobbs
The McKinsey Global Institute

Brooke Denihan Barrett (Denihan Hospitality Group) in “The Corner Office”
Adam Bryant
The New York Times

COMMENTARIES

“If you think top executives have to have charisma, think again.”
Christian Stadler and Davis Dyer
MIT Sloan Management Review

“How to Listen When Someone Is Venting”
Mark Goulston
HBR

“How to Stop Going to So Many Meetings”
Management Tip of the Day
HBR

“How to stop the mediocrity pandemic”
Dave Logan
CBS MoneyWatch

“How the Internet of Things Changes Everything”
Stefan Ferber
HBR

“Several expert perspectives on data analytics”
McKinsey & Company

“Does it matter where you went to school?”
Margaret Heffernan
CBS MoneyWatch

“The coming era of “on-demand” marketing”
Peter Dahlström and David Edelman
The McKinsey Quarterly

“How to Influence People with Your Ideas”
John Butman
HBR

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To check out these resources and other content, please click here.

To subscribe via RSS Reader, please click here.

Does it matter where you went to school?

Here is an article written by Margaret Heffernan for CBS MoneyWatch, the CBS Interactive Business Network. To check out an abundance of valuable resources and obtain a free subscription to one or more of the website’s newsletters, please click here.

* * *

(MoneyWatch) Every year, Amazon (AMZN) hires hundreds of MBA graduates. Where they come from, they say, doesn’t matter as much as the way they think. According to Jennifer Boden, who runs their university programs, Amazon wants entrepreneurial thinkers who are good at using data to drive decisions and get new products to market fast.

She said that where you went to school didn’t really matter and that experience counted for more. I’m not entirely sure I believe this. The target schools she mentioned — Carnegie Mellon, Wharton, Michigan — are a good deal more famous for their quantitative style than their entrepreneurial flair. And it’s hard to imagine a true entrepreneur eager to join a company rapidly becoming famous for treating its low-level employees like robots.

But she makes a good point in arguing that jobseekers can expect too much from their school’s name or even from their degree. Thinking that the institution’s reputation will stand in for your own is always a mistake. I’ve lost count of the number of people I’ve known (and sometimes hired) for whom getting into a big name school was pretty much the biggest achievement of their lives. They hoped to ride on that — and many did. But their work was never interesting and their leadership didn’t inspire.

We are rapidly approaching a moment in which the number of candidates with great degrees from great schools are plentiful — even over-supplied. What makes the difference isn’t your ability to get into these places or even to emerge with a decent degree. What matters is who you are and what you’ve achieved outside of the warm embrace of an institution. The true test of a great employee isn’t their MBA or their quantitative skills but their ability to see what is needed — in the company, in the market — without being told.

* * *

Margaret Heffernan has been CEO of five businesses in the United States and United Kingdom. A speaker and writer, her most recent book, Willful Blindness: Why We Ignore the Obvious at Our Peril, was shortlisted for the Financial Times Best Business Book 2011. Visit her on http://www.mheffernan.com/. To read Margaret’s articles for CBS MoneyWatch, please click here.

To read my interview of her, please click here.

Predictive Analytics: A book review by Bob Morris

Predictive Analytics: the Power to Predict Who Will Click, Buy, Lie, or Die
Eric Siegel
John Wiley & Sons (2013)

The skills and tools needed to improve the accuracy of predictions of what will – and will not — happen

One dimension of the “Information Age” is the extent to which those who offer a product or service know much more now than ever before about those who are most likely to buy or lease it. Meanwhile, prospective buyers know more now than ever before about that product or service as well as about others with which it competes. The implications of this “blizzard” of information have wide and deep impact on marketing initiatives to create or increase demand for the given offering. The challenge to those in marketing is to obtain the information they need. Moreover, it must be accurate and sufficient as well as current. Only then can sound predictions be made.

According to Eric Siegel, however, “Learning from data to predict is only the first step. To take the next step and act on predictions is to fearlessly gamble…Launching predictive analytics means to act on its predictions, applying what’s been learned, what’s been discovered within data. It’s a leap many take – you can’t win if you don’t play.” How then to improve one’s odds? Read this book.

These are among the questions to which Siegel responds:

o Why must a computer learn in order to predict?
o How can “lousy” predictions be extremely valuable?
o Why a predictive model into a field operation? What are the potential benefits of doing that?
o To what extent (if any) do predictive mechanisms place civil liberties at risk?
o How does our emotional online (social media) chatter “flip the meaning of fraud on its head”?
o What actually makes data predictive?
o How does prediction transform risk to opportunity?
o Why does machine learning require both art and science?
o What kind of predictive model can be understood by everyone?
o What key innovation in predictive analytics has crowdsourcing helped to develop?
o Why is human language such a challenge for computers?
o Is artificial intelligence really possible?
o What is the scientific key to persuasion?
o Why is trying to predict human behavior a bad idea?
o How is a person like a quantum particle?

Siegel answers these and other questions throughout seven chapters filled with valuable information, insights, and counsel that enable him to explain how and why predictive analytics possesses “the power to predict who will click, buy, lie, or die.” In Appendix A, he cross-references “Five Effects of Prediction,” then in Appendix B, he cross-references “Twenty-One Applications of Predictive Analytics.” These two appendices will facilitate, indeed expedite frequent review of key material later. The best works of non-fiction are research-driven and that is certainly true of this one, as indicated by 61 pages of notes (Pages 228-289).

Until reading this book, almost everything I knew about analytics was learned from Tom Davenport, notably in two of his several books, Competing on Analytics (2007) and Analytics at Work (2011). He wrote the Foreword to Eric Siegel’s book and after noting that we live in a predictive society, suggests, “The best way to prosper in it is to understand the objectives, techniques and limits of predictive models. And the best way to do that is simply to keep reading this book.” I agree.