Code red: Big data risk management requires a safety net

Code red: Big data risk management requires a safety net

When I advise leaders on a strategy that includes data science, I ask them to consider the probability that their great idea won’t bear fruit. It’s a tough space for visionary leaders to enter — their optimism is what makes them great visionaries. That said, most data science ventures don’t turn out, and most leaders aren’t in touch with the reality that the odds are against them. Having a fallback plan makes good sense, and having a fallback plan for your fallback plan makes great sense.

For instance, when I rolled out an upgraded loyalty platform for a large financial transaction processing company in 2010, we built four plans that successively addressed the failed execution of its predecessor plan. Fortunately, we never had to pull the trigger on even the first fallback plan; however, we were fully prepared for any and all scenarios. It’s a prudent approach that I recommend for you as well, because data science is a risky endeavor.

The colors of cautious management

The best leaders have a backup plan for their backup plan. In fact, when running a strategy that incorporates big data analytics, I suggest you have a series of colored plans: green, yellow, red, and blood red (or black).

  • Green is your plan of record.
  • Yellow is a contingent plan.
  • Red doesn’t meet your minimum expectations, but it doesn’t set you strategically backward either.
  • Blood red is your worst case scenario.

What do you think about this topic? Share your opinions below or contact us for discussion. If you enjoyed reading this blog, consider subscribing it to get the latest update in your inbox.

Zappos is going holacratic: no job titles, no managers, no hierarchy

English: This is a picture of Tony Hsieh, CEO ...

English: This is a picture of Tony Hsieh, CEO of Zappos. (Photo credit: Wikipedia)

Zappos is going holacratic: no job titles, no managers, no hierarchy

During the 4-hour meeting, Hsieh talked about how Zappos’ traditional organizational structure is being replaced with Holacracy, a radical “self-governing” operating system where there are no job titles and no managers. The term Holacracy is derived from the Greek word holon, which means a whole that’s part of a greater whole. Instead of a top-down hierarchy, there’s a flatter “holarchy” that distributes power more evenly. The company will be made up of different circles—there will be around 400 circles at Zappos once the rollout is complete in December 2014—and employees can have any number of roles within those circles. This way, there’s no hiding under titles; radical transparency is the goal.

What do you think about this style of management? If you happen to be in Asia, do you think this kind of style is suitable for Asian culture? Feel free to leave us comments or contact us for discussion.