Hey. People are joining. Well, I know we already talked a little before this, but how's everyone doing? Liesel, Alina, Annabelle, how are you all in your respective areas? Yeah. I'm very well. Thank you. How do you? Yeah. We're we're in the Netherlands, so we always talk about the weather. And it's sunny finally, and there's blue skies. So we're we're very well. I love that. That's true. The same here in Switzerland, so we are very lucky. It's still cold, though, but at least it's sunny. So that's good. Yeah. Likewise here. I'm curious. So I know this is kind of like a German expression. Is it the same in in the Netherlands and Switzerland potentially where people say there's no such thing as bad weather, only bad clothing? Mhmm. It is. It it was one of the first things because I'm from South Africa where it's always hot. And even in winter, it's twenty two degrees in the day. So when we got here, we froze through the first winter, and we were told exactly that halfway through winter. You need thermals, and you need proper beanies. Not a woolen beanie because it's got holes in it. Uh-huh. Uh-huh. Proper beanie and good gloves. And it does it does change it. I can now stand next to a rugby field for an hour and not feel like I'm dying. I understand that. So I'm I'm based out of Oklahoma, and we have the joy of, a saying here is if you don't like the weather, wait ten minutes Because I can literally literally go from below freezing to thirty upper thirty centigrade within a day. Within a day, it can do that. But, yeah. Nebraska I I know Nebraska. I have family from Nebraska. So Joel in the chat. Yeah. So you can you can get the full full spectrum of it, but summers are just brutal. Humid. Yeah. Hot. A lot. But London's also like four seasons in a day. That also can change so quickly. Yes. I would say when I lived in Scotland, that felt more like four seasons in a day. In London, well, yes. Not not as much, but yes. Definitely so. And yes. Cynthia. Yes. Yeah. If you know, you know. Well, while we're, just, for everyone tuning in right now, here at about five. After the hour, we'll kinda get into our presentation, but we're gonna let, yeah. I take some summer in Scotland as well, personally. Too. We're going to we're gonna let people roll in and and and join as as as they come in. But, I we were gonna ask a poll question to to the people who are here, which is what is your biggest data enablement challenge right now? So that's popping up right here. Feel free to answer if you want. Like any good survey, there's always qualification of answers, but these are kind of the big ones we thought, like, oh, these might be big problems. But feel free to to answer as we wait. I'm curious, Alina or Liesl. I mean, it it doesn't have to be the one you're in right now, but of these kind of choices that we're seeing right here, which are ones that you've kind of encountered in your careers the most? Is it is it all of them at certain stages, or is it one kinda stands out more than than others as, like, a really common thing you've encountered? Then for me, the second last one, it's not really budget as much, which, obviously, it also could be, but it's more people not having the time to dedicate to it. That's the big thing. They they appreciate everything that you do, and it's great quality and all of that. But, they have a day job, and it's and it's hard to unless they use a bit of their own time combined with office time, it's it's hard for people to to do a lot of training. Yeah. Yeah. That makes a lot of sense. I would say when I was a travel consultant, option two resonates with, me the most as I was consulting for Tableau customers. Mhmm. Mhmm. So the so lack of dedicated resources. So it was hard for them to really find the value or to understand what the value enablement leader would be. So they wouldn't really invest in it. They would just kind of expect creators within the company to take up the role without the pay or the title or the time. Yeah. I think a lot of these are are, kinda to your point, are influenced by the others. If you don't have a dedicated enablement person, how are you gonna have an organized structure? How are you going to build interest? How are you gonna communicate it? How are you going to prove the value of it? All those things. You can't you can't do those things well unless you have someone whose job it is to do that. Yeah. And if you don't have if you're not proving the value, how do you get your ELT to be interested and spend more money on on it? So, yeah, it's it's all interlinked. Mhmm. Mhmm. Well, we'll keep that up while we do introductions, real quick. So, we're right at five on the hour. So, we'll we'll just let that poll trickle in just a little bit for one more minute as we introduce ourselves, and then we'll kinda get into the actual content of this. But, yeah, I I'll I'll start. I'm Garrett Sauls. I'm a content manager at InterWorks. I'm a marketing person. We're all data people. I should clarify with that. That's something I'm working through. I always say, I'm not a data person. I'm not a data person, but I think everyone is if you drill down to it. We all use data in our day to day, but I'm with InterWorks. I'm based out of Oklahoma, and I've been doing data forum with Annabel here for about six months now, which is crazy. So I'll kick it over to Annabel to introduce herself. So Yeah. So one welcome from my side. My name is Anna Rincon, and I already have told I'm living in Switzerland. I have twenty years experience in banking, fifteen years in data analytic, and ten years leading, teams of data analysts from different size and location. And like you can see, I love data. So in my last role, I was leading a center of enablement, because I'm truly convinced that enablement is a key to success to, a data analytic platform implementation or any digital transformation. And that's why we come up with Garrett about this, webinar series about enablement. And today, to great or not receive Liz and Alina, I had the chance by the way to see them, on stage at Data Farm Europe, where they present a great talk about how tracking adoption and engagement is key to understand the impact of your Tableau implementation. And that's why I'm very, very happy to have them today. So Liz is currently the Tableau community and enablement leader at Randstad, enabling Tableau user over, from over thirty nine countries. And Alina is currently the analytic lead at Randstad. She's also a colleague of the London Tableau user group, and she has been a Tableau user group ambassador for, two years, I think now. So thank you very much for joining. Maybe I can hand over to you. You can speak a little bit more about, role and for your for the audience. Can you explain what a Tableau and enablement leader does? And how your two, you two both, support each other? Maybe that can be interesting to know. Okay. Cool. Well, Annabelle, Garrett, thank you firstly so much for for having us here. We feel very honored to be, asked. And, also, Annabelle, thanks for everything that you do for the community. Absolutely fantastic. Thank you. So in terms of what is the role of enablement and community lead, It's so broad, but I went to Wikipedia to see, okay, what does Wikipedia say? And it says makes it so simple, actually. It just says it's to give someone the means to do something. So if we break it down into that, it really is it's our job to make sure that we enable well, that we give those, people in the Randstad, with who were wants to work with Tableau the means to be able to do that. And for me, personally, what that means is that I'm responsible for creating this environment where people in Randstad where our colleagues in Randstad, firstly, are continuously kept informed. So they know about Tableau in the very least, and they know where to get information. And then when they start using it or when they have to use it, they then know that they are training courses, and they can take part in these training courses. And then, also, for them to continuously be engaged by taking part in the community events that we set up on our community platform. And, definitely, for me, big part of it is to inspire people. We want them to be inspired, by the training that they take part in, the content that we provide. But, also, what's important for me personally is that we do a bit of, have a bit of fun with it as well. I think one of the things that I picked up first when I started using Tableau was that although Tableau was a professional organization, I just felt that they were having a lot of fun while doing business. And that's something that I feel quite strongly about. Life and work is so serious, especially in this environment that we live in nowadays. I really try through our communication to have a bit of tongue in cheek humor and just a relaxed environment through the communication that we use, just to really make people feel at home and don't feel like they have to show up in any kind of way. Very aligned with what, Annabelle said is I feel that the power of, enablement is often underestimated. I firmly believe that if you enable your workforce through enablement, you will get a much better buy in. You will get a better understanding of the application that you are, implementing, and you'll also get a a higher ROI, in your investment. But enablement is also very, very broad. And I find the more of it that you do, the more there is to do. And we're very lucky. We've got a wonderful leader in Niels Meyer who we both report to who really allows us to dream big. So this role can be as big as we want it to be. And sometimes it's a bit overwhelming because we work in a truly global community, like, Annabelle said, it's thirty nine countries. So you you have to sometimes think of it you have to be creative to truly help everyone because you've got all these time zones. We can't be awake for all of them. And we have all these cultures. I can never be a good Canadian, and I can never be a true Japanese. So we have to be creative to create the space where, everybody can learn about. And although this can be quite overwhelming, what I've learned over the years is we don't have to do it all on our own. We we just need to look internally and get people to help us, and we'll talk about it a little bit later. There are people internally, and, there's the the wider Tableau, the global Tableau community. I mean, there is nobody else who can explain the green and blue poll as well as Andy Kreebel. Right? So why would I go and create content if we've got people in in in the global community that are just so wonderful? So often, we also point people to content that already exists. And then there's my wonderful partner in. It's so wonderful to have someone who has the same unwavering passion for what we do and to do it well and to have her there to bounce all my ideas off. We literally talk every single day, and I feel that our roles really dovetail well, and also our personalities. I'm a big dreamer, so I wanna shoot this the lights out. I'm dreaming big. I want to get the stars, and then Alina will listen to all my craziness. And she'll go, okay. So now practically, how will we gonna implement that? And then, you know, we make it happen between the two of us. I I think we've got a real good balance. And, you know, what do you think? I couldn't agree more. So I'm I feel very, very lucky to be working alongside Lizzo on the Tableau program and the wider team. So our manager, Niels, our global site admin, Praveen, and Puja, our senior Tableau, developer. And in my role as analytics lead, I would say I focus mostly on setting up analytics best practices for Tableau and fostering the Tableau creator community. So this involves creating enablement and, training content to help our users grow their analytic skill set with Tableau. I also get the opportunity to explore and test new Tableau features, and sharing my, insights and some of the lessons learned and best practices for effectively using these tools, for example, Tableau post, for, use cases production use cases at Randstad. And I've been a member of the Tableau community since twenty sixteen, and I continue to be inspired by, events like this. These are support and learning opportunities from the community. So, again, a massive thank you to both Annabelle and Garrett for putting these events together. Yeah. And I think that's about it. From my side. I'm I'm feeling very affirmed right now. I feel like this is this is wonderful. But I I just wanna say, and this is some as someone who who is who has worked for InterWorks for twelve and a half years and ergo within been involved in the Tableau community from afar. That is one thing that that I have noticed about the Tableau community specifically, and there are communities that are similar. But just the level of sharing and the level of kind of we're in this together and, I mean, even beyond, like, you you may work in the same industry as me, but I'm willing to share this information with you because we're both doing the same things. I don't know that I've seen anything like it, and we have we have a lot of tech partners at InterWorks. I don't know that I've seen anything quite like it, mirrored exactly. So I I think there's something really special about that community, and I wanna say thank you to to both of you for join for for being able to and willing to come on and share these things because that's not a given in in other, tech circles where you can get someone who says, hey. Come show me how you educate your users or how you use this tool or how you get, how you how you prove value. That's not always a given. So thanks for that. Yeah. That's cool. Cool. So I think, Yeah. I think, I yeah. Let's let's show some slides. So I know, Annabelle, you had met Alina and Liesl at Ded FM Europe. Is that what your first interaction with them? And I think you had maybe seen some of this material before. Yes. It was so excellent that I said that we need them. Yeah. All of all of those podcasts. Exactly. No. I I don't I think that I I I mean, I knew them before, especially Alina. But I think that a physical interaction, yes, most probably, it was the first time I've done a firm Europe in London. Yeah. I'm very, happy that you had the chance to present what you are doing there. And and this presentation was on how you track adoption and engagement. And I think that's it's very, very important because, often, it's a way to show, the manager that what you we do is useful. Yeah. Yeah. Absolutely. I I think that sort of speaks into, I'm gonna I just wanna check whether you can see my screen. Yes. We can. Okay. And I know that, you asked us, Annabelle, why we decided to actually track our program. And I I have to say it was quite nerve wracking that they seen you in the front row. I have to tell you, it was so nice. Come on. I saw saw you there and, I think we were with Shreya. But so as a large organization, our team knew because we had to implement Tableau across thirty nine countries. We knew that we firstly had to have a really structured program, but we also needed to have a realistic understanding of whether we were adding value. Right? Fundamentally, for us at branch start as well as, I'm assuming, for everybody else on the screen, everything comes down to value at the moment. Mhmm. Can I just ask, can you see my screen? Can you maybe give me a thumbs up if you can see it? Yes. We can. Okay. So everything comes down to value. And, obviously, this is, probably I don't know how old this is. When did Henry Ford live? But it's it's still true today. What we need to do is to show value. So this really relates to our program. We need to know all the time what works really well, but also and, obviously, so that we can do more of it. But we also note need to know if we have some weak spots in either a training program or in progress or processes that we're doing or maybe maybe a community event that we created is really not adding value. And then we may need to decide that we're going to pull the plug on something. We actually did that, I think about two years ago. We were doing office hours, and it just wasn't hitting it as well as what our scale up program was doing. And we are only two people, so we needed to make a decision. So you can only do these things if you really are measuring what you are doing and you're tracking the participation. So I guess long story short, the reason why we measure is to track the value that we are bringing through the Tableau program. And the measurement tool that we are using, that Alina will shortly share with you, pretty much is this window into the value. And exactly what you were saying, Annabelle, it's it's important for us because we don't have time to waste on things that don't work, but it's important also for people in the organization who are making decisions, to to to actually really know what the value is that we are using or bringing. Are you sometime, like sometimes I even use, like, to threaten the users. Like, okay. I have done this training, but if no one is joining, I'm stopping providing content. You know? Well, not not exactly that. But but similar in the sense of, we've got a monthly training that we do three courses of. Mhmm. And Alina is very strict with this. Sometimes, like, oh, let's squeeze it in. So if they are not six people or more, we're not doing it because it's seven hours of that week that we are giving out to spend with people. And if we don't fill it, then we luckily, we've got recordings for everything. So it's not that they're not getting it. They're just not getting us in person. And you actually have to do it because when you're a small team, your time is precious. Mhmm. Exactly. You have other things too that you could then spend your time on. So, yeah, we haven't well, we pulled office hours, but that wasn't as straight, but we definitely do we especially this year, we, you know, we used to have in the first part of the program, we had Tableau's professional services team helping us. Mhmm. And last year, we had, Simona and Bibi from, Information Lab. We don't have that anymore. So we we're looking at our time a lot more critical, but I think where we're lucky is over the years, we've built such a strong base that now we actually can say, oh, but that's recorded or that is available here. So it's helped that we now have created that that base. That's great. Yeah. I love that. There's there's a saying, that a friend of mine says all the time that says, you can do anything, but you can't do everything. And I think that's that's a really, a really great, general rule for anything that you do. And that that seems to apply here is that, well, you you can't provide everything. You do have to focus and you have to pick a lane, and there is a real opportunity cost. If you're doing something that could prevent you from potentially doing something else that might be more valuable, that might be, more worth your time, kind of in the case that you set up office hours. So I think that's that's really fascinating. I I'm curious. I think that, you know, this is this is one of the questions we were thinking about. Who who specifically was what did this did you create this tool for? Was it was it for you all? Was it, kind of a directive from above to say, hey. We're gonna give you latitude, but prove the value. Was it just for users? Was it a combination of all the above? Who did you who prompted this? Or was it just kind of a we wanna do it because we wanna do it? Oh, you are giving away the answers in the question, I would say. So, ultimately, ultimately, it is the Randstad leadership. And in particular, it was for the Randstad, CIO. And Niels, our manager, who's the global head of data and analytics at Randstad, wanted this, like, one pager, which he can use in his conversations with the leadership to demonstrate the value of Tableau. But we so I would say Niels uses it most of most often, but then Liesl and and I would check-in every month or every quarter to see how we are doing as well. That's great. I think that I think that's a valuable thing for sure to kinda have that investment or that interest, in what you're doing. And so with that, I mean, I'd I'd love, Lisa, to hear more about the program. What did you measure? How did you measure it? So I can kick us off a little bit, and then we'll go into more details. So, just just before I answer the exact question, I wanted to position Ranch So, from a Tableau implementation perspective, we mentioned that Randstad has a presence across thirty nine countries around the world. So out of a total of twenty six possible sites, we have twenty one active sites currently on Tableau Cloud. So we are a multisite Tableau Cloud customer, and we started our implementation just over four years ago. And our aim, of course, is to roll out, Tableau to as many of the thirty nine countries. And our user base is currently just over ten thousand users. Approximately nine thousand of those are viewers, but we have a total, audience of about thirty thousand. So we do hope to, yeah, put put Tableau in the hands of, thirty thousand users in the next few years. And, so supporting twenty one sites and ten thousand users is a challenge for the size of our team. So we really needed to prioritize our work and find those activities that would really deliver the value for stakeholders and for our Tableau community. So we worked with our Tableau customer success team to create a v two MOM. Mhmm. And now for those of you who don't know, v two MOM is a it's a goal setting, let's say, framework that was created by Salesforce. And here you can see what it stands for, vision, values, methods, obstacles, and measures. And this is what helped us to translate our road map into tasks. And at the core of everything we do is our team's vision. And you can see that at the bottom of the, screen, which is to inspire and empower everyone at the Randstad to unlock the valid potential in our data. And, again, to provide a bit more context, our Tableau implementation is closely aligned with the Tableau Blueprint. And if you're not familiar with Tableau Blueprint, it's a it's a guide, from Tableau, of how to become a data driven organization. And so what we did in our team, each member of our team took responsibility for one or more topics within the Tableau blueprint. And for each of these topics, we defined our methods, our obstacles, our measurements of success. And to, wrap it all up, the tool that really helps us to track the Tableau implementation at Randstad is a Tableau dashboard. So here, here is our Tableau dashboard, and and this is really helping us to provide the consolidated view of how the Tableau global services team is performing against, our objectives, as outlined in the team's b two mom. And, the the just to cover at a high level, what you're seeing on the screen, we have six topics. So top, left, we have success stories and, interactions with our leadership. Then bottom left, we have governance topics. And then in the middle, we have community and enablement. Top right, we look at our adoption. And then bottom right, content creation. And we track these topics by year. We look at the trend month on month, and also we compare it year over year. I just I love the dashboard design, by the way. I'm I'm a big fan of anything that coincides really well with with, with branding. And I I also see the little yeah. I just everything about it is great. It's nice little windows. We do have a question in the chat, and this kinda maybe goes into adoption. But, Romy had asked, how do you define who who an active user is, whenever you're thinking of we're thinking about that? I know you had outlined that ambitious goal. Like, we're go we're I mean, we're going to scale up to that larger audience. How do you determine, you know, who's who's a very active user versus who might just be passive? Maybe they look at the dashboard, you know, once a month or whatever it might be. I would say they're all active users. So anyone who's been active in the last twelve months would be be counted in, in the numbers that you see on the screen. So there is a rule, yes, behind all of this that you have to have some interaction, on Tableau Cloud in the last twelve months. Very cool. Alright. I just wanted to add something. The first two topics that Alina, spoke about, the v two MAM and the blueprint. Blueprint, not so much, but the v two MAM, it's all very nice being, you know, at this point where you have our vision statement. But it was it's a really hard thing to do, and you have some really hard conversations. And it's not you don't do this in a day. We really had to lock ourselves in a room for three days and go in and out, and what we started with was not what we ended up with. But it was one of the most valuable things we've done. And Niels is really good with this. In the beginning of each year, we sit and we go through it again, and it really does determine our road map. We don't actually have a screenshot of it, but we have a road map which obviously, things come in during the year. You're never gonna get away from that, especially my personality. I'm always looking for new things, but your road map really helps you to stay on track. And that has that is what the the Vita Mom helped us with. So some people online might think, oh, that's too, fluffy to get into. You know? You don't need a vision. It really helps you, because it especially if you're a small team, you need to be focused, and this, this has helped me personally a lot. Yeah. That's really important to have a North Star. Otherwise, you could get off track and go in a totally different direction. And maybe it maybe maybe you're doing something, but you don't it may it doesn't become directly relevant to the business or the users. So that's a that's a very good point of of doing the work and spending the time to make sure that everyone is on the same page and has shared goals. Because as we know, not everyone had everyone has goals, but not everyone has shared goals. So Yeah. Yeah. I I wonder if we should address also question here. How are you measuring the value of training? Or should we wait? Lisa, what do you think? Should we answer that question now? Or I haven't, looked at it. What what is it? How do you measure the value of training? Yeah. I think we I think we're going to address it as we will Yeah. Through the next next bit. But, yeah. Yeah. If we don't, please please, what what is your name? Ksenia. Please just yeah. Just shout and just ask us to do that again. Yeah. This is great. And I'll I'll add to you towards the end. We'll probably have a we'll have a few minutes to answer any questions that maybe we didn't get to in in the course of things as well. So Cool. K. So I know that you said that you wanted to know which, enablement and training metrics that we feel important to measure. We won't be able to talk about all the metrics on that board today, but we thought that we would mention four of them that's closely aligned to enablement and, community because that will really give the audience a solid understanding of how we approached it. Obviously, there's many ways to skin a cat, but this will give you an an an idea of how how to get going. So the first one was we included success stories in our measurement program, because I find that in the hustle and bustle of the Tableau implementation, this is often one that gets pushed to the backlog because no one's really asking for it. So no one's gonna hit you on a finger and say, hey. Where is this? But having it on that dashboard is a constant reminder that it's important. And I wanna tell you a story. I actually met someone at the data fam in November, and we were sitting chatting. And she's, also an enablement well, she's more than just an enablement lead. She's also head of analytics and implementation at a at a large company and was recently told that at that point, recently told that they would the company is, letting Tableau go, and they're getting a new BI tool. And suddenly, she was faced with a question that she had a very short amount of time to, show tangible value that Tableau has created in the last few years, give her a last chance to actually make the case for Tableau. And that was frightening, because she suddenly had to scramble to get she knew it was there, but she had to scramble to go and put that together under a stressful environment, you know, feeling and being emotional about it. And that for me was, again, like a reminder. This is definitely something that we need to focus on. It's it's something that you need to think of all the time. It's why we're doing our job. Right? It's about the value. So we create two types of, Tableau success stories at Randstad. The one on the left is more the business type of success story where the value is expressed in the normal business terms, like there's an a reduction in costs or an increase in clients or an increase in revenue or efficiencies. But the second type is more about we call it the human element. This is about individuals who work with Tableau themselves. So how do they approach working with Tableau, or how has working with Tableau possibly changed their careers? And, that's the part that I like the most personally because this is giving our Tableau creators this platform where they work and their skills and their journey as such is being publicly recognized and acknowledged and celebrated. I really, really love that. Success stories is also obviously there to to show the value, but we also like that it creates a sense of curiosity because you're using storytelling. Right? It's not a p and l statement where you're showing the value. You are telling a story, and people are more more likely to join something if they they feel, emotionally drawn to it. And then also DataFam. A lot happened at DataFam. We have to do it again. I don't know if it's happening, but we have to do it again. I was in a session with that was run by Diego Parker, and he spoke about value as well. And because of what he said, I started creating this little training anecdotes, which is something we just ask someone just to write a paragraph after they've completed the first level of our learning pathway. And this is like, if somebody asked me, what is the value of your training program? I can quickly just show them little postcards. These I can show you our annual survey as well, but these little postcards are, I think, invaluable because it's got a face on it, and it's got their words, not our words. So this is also a type of success story. I guess you don't call it a success story. But for me, from a training perspective, I do see this as a success story? I love this human factor. I really love it. I when I used to do this success story myself, in my previous company, I always focus on the business part. But I really hope that you focus on the human part. It's very, very important. And by the way, you have also Cynthia in the chat that, give you a very beautiful testimonial of your, program. Oh, lovely. Yeah. You know, I will let you read it later. Oh, okay. Cool. Thanks, Cynthia. Cynthia is in Scotland, and she's, yeah, also part of our program. So lovely to hear from her. Nice to have her on the call. So the next one, is about, community initiatives. So, we're like we said many times, our team is small. We're based in EMEA. I'm in Netherlands. Alina is in London. But we have really big dreams of having tens and thousands of people on Tableau helping to add value across all our time zones. But we realized, obviously, pretty early on that we need help with this because we do need to sleep from time to time. So out of this need, we created the Tableau evangelist program. And, this is where we headhunt passionate and competent Tableau users across the globe. We're really lucky to have twelve already, but I do wanna stress the two words. So we don't send out a survey and say who wants to who wants to, be a champion. And I know it might be different. Some companies do. But we really wanted people who would who are passionate, who you you can see it. People come to your training program, and they just they just grab onto Tableau, and to what we are doing, and they are also competent. So the minimum requirement for a Tableau evangelist is to have done the first level of our learning pathway because we want to be able to eventually put them into our day to doctor sessions and to ask me anything because we need help. Right? So we need to have people who do know what they are doing. And, this is just great because there these people on the screen here, they come from the US, from Brazil, from the UK well, from England, from Scotland, from India. Yeah, that's everywhere so far. And, they drive Tableau deeper into their markets for us, and they have something that we'll never have. They speak the local language, and they speak the local culture. And those things are so important when you are busy with enablement and with adoption. You you have to get into, you know, morph into the the the people's culture. And, this is it's it's great. And they help us to create events. So for example, we're busy arranging five, Tableau watch parties, or TC watch parties. So we can't get people to go to San Diego. Right? But we've got five places now where it's gonna be in the US and Brazil, in Hyderabad in India, London, and in Amsterdam. And these people are helping us to set this up, to have these watch parties. So we can't we can't do it without them. So we've included the evangelists as a measurement in our tracking to serve as a reminder for two things. Firstly, we don't have to do everything on our own. They are people under the hood. If you just look and you ask, they they, get them involved. It's also an acknowledgment for them. But, also, it keeps reminding us to keep looking out for people who will were coming through our training programs, that we look out for them, to get our next training. The next one we want is Japan. That's a bit harder because we need someone for the language, but that one's quite hard. So anybody who would speak Japanese and know Tabla, you are a tiny sort of commodity. The next one is, training participation. A very large portion of what we do is related to our training programs. So this made training participation a a a a very important, component for for us to track. We have eight individual structured training courses that we deliver in house, and they're all recorded. And users can watch them whenever they want to, and they don't have to follow on each other. So you can watch them in whenever you want. But then we have a learning pathway, which is a lot more, detailed and complex. It offers a dedicated learning road map that will take you from a Tableau zero to a Tableau hero if you really, make use of it. And, these are the four different levels that we have. Now by monitoring the participation of these training courses, you are gonna find out whether what you create actually lands well with your audience or not. And I think what often happens is when you create content, you are so focused on it, and you are so relieved once it's done, once it's launched. And but you were so proud of it that you can't possibly imagine that anybody else doesn't love it as much as you love it. But you simply have to measure the participation because maybe it doesn't end, and you're never gonna know. And you're gonna live in this bubble of utopia, and, actually, not it's not the the the case at all. So for example, I think it was two years ago, we spoke at the Data Plus Women event in Amsterdam, and Alina and I were talking about launching specialists. But when we did the the measurements, we found that a very small percentage of those who started specialist actually sees it through to the end. So we had to, have some conversations and find out what that was. So we spoke to the people who did start and didn't stop. We also spoke to people who we thought would sign up but never did sign up at all. And we found that this level was actually aimed at a very specific group of Tableau creators. And most other people found it quite quite daunting, so they didn't even sign up for it. Or once they signed up for it, they didn't, see that they could finish it. So this meant that we were missing a completely other audience of Tableau users that we were not reaching at all. So we had to ask a lot of questions, really look at ourselves, and then we spent time creating a new, shorter introductory training, which we recorded. It's an hour, which means it doesn't take our time like the other, course does. And within less than a month, just under a hundred people signed up. We're in a hundred and fifty five now. And if we didn't measure, we would blissfully be unaware that it's actually not working, and we would be so proud of our content. We're still proud of our content. Don't get me wrong. But we we had to create something else as well. So that is why we measure it here to see Mhmm. Where the people are signing up and when they sign up, whether they finish. And just another comment. What come came out of, the questions that we asked, was also another little program that we created. It's very short. It's called the Tableau Specialist Buddy. It's for those people who start that first level, and they just need a bit of motivation. So all we do here is every two weeks, you meet with your buddy for twenty minutes, and it only lasts for two months. So you just sort of get them over the bump of starting and then motivate them and make sure they understand the program well. But we find that this is also, helping with the the completion rate. And then the last one is enablement engagement. So we've been lucky. Like I said in the beginning, we've had, people helping us as well. So we really have good content after three and a half years. Can't believe it's three and a half years. Mhmm. We have a lot that's live. It includes, for example, data doctor, this buddy program. We've got SkillUp, which is probably our most successful community initiative. It's a bit like workout Wednesday. But what is the point if you have all of this and you don't know whether people are actually finding value in it? So I specifically wanted for the enablement and training. I wanted a separate dashboard where we can look at the detail of the different, well, not topics, the different, events and, initiatives that we have because this allows us to see those spikes and troughs. And if we see a trough and we see it's over July and August, we're like, okay. No. That's fine. Nobody's here. It's Europe. Nobody's here. But if it's not, then we ask those questions and then take the appropriate action. But it's also you can see here that it shows us which countries are most involved and which countries are not even on the map. It's not are not on the map. It's not even on the dashboard. And that then could mean that we need a Tableau evangelist in that country. And so all of these initiatives are so interconnected, but you will not see it if you don't actually measure it. As you can see here, here's July and August. It's a flat line. Nothing happens. But that's okay. But when it goes down in March, then you're a little bit more worried, and then you start having those conversations. So those were the four that that's, I wanted to highlight that I really personally well, not I. All of us really enjoy seeing these, on on our dashboard. I love that. Is someone had asked, this question up in the chat. I think it's kind of relevant to what you had just asked. You know, how when putting together these metrics, is is it a combination of well, we're we're tracking activity within Tableau Cloud as well as the the manual sign up someone might do for a training or the manual sign up someone might do for for a program. And, obviously, the evangelist, you you probably keep track of that man. You know who they are. You know who is and isn't. How how do how does that all come together in in terms of tracking? Is it is it just Tableau Cloud plus some manual things, or are there other things that influence how you make these metrics as well? Yeah. It's it's definitely manual. Mhmm. Then there is Tableau Cloud. But then there's also, for example, Skilljar. We know, when people are taking part in our elearning, we know that they, because we've got the data from Skilljar. Alina, what else? Well, all of our trainings, we get, so when we send the Google Meet recording, Google Meet allow us to, set the attendance tracking on. So then if users join the meeting, then we already we have an automated list of those users that have participated. So that's how we track all of our live sessions through the attendance tracking. Yeah. That's really helpful. Yeah. The one that's a bit of a gap, and I know there's a way, but we haven't done it yet, is because we can't be everywhere all the time. We've every single thing is recorded. But we don't know if you've watched the recording. Mhmm. We can't get that data yet unless we put a QR code, on each of these training courses, and we hope that people will, scan that, so that we know that they have done it. And I think we actually can do it now because of I don't wanna give away what Alina's gonna talk about next, but pretty much people are gonna want to scan that code, Alina. So I think it's time now we could possibly start doing that. Yeah. Absolutely. So I guess just segue to the next, next topic here. As a result of tracking, our training and enablement program, we wanted, of course, to increase our users' engagement, which led to the creation of a gamification program. So we decided to look at, what we did every day in a very deliberate way. So we decide, you know, at all the data that we had, really around the training and enablement program. So every day, we have all of this content that is being created. And as you know, so we are a global company. All of our sessions are virtual. And so we were able to track, the user's attendance through the attendance tracking. And, with all of that, including all the manual tracking of other activities or through Google sir Google Forms, so surveys, we created our pedal to progress gamification, program. And just for a little bit of context, the bicycle is a key symbol for Randstad as a whole. So very high level here. Our gamification workbook has four dashboards. And on the screen now, you see what we call, let's say, the individual user dashboard, and it is restricted to the data, only for the user that is accessing the dashboard. So for example, you know, I log in, I only see my data, my points earned so far. We have a second dashboard, that allows users to see how they can earn points. Our third dashboard is a quarterly leaderboard, and is dedicated to our top three seats, every quarter. And, the person with the most points will get some Tableau slack and the data and analytics book. And then we also have an all time hall of fame, dashboard, which is honoring those in the community for well, since since the program has started. So, yeah, we only launched this actually last year in October. So we are going to track, of course, how successful this, initiative is in increasing our users' engagement. I love it. It's very Dutch. It's I like the bicycle. It's also it's also in the Dauf colors. Right? Yeah. Yeah. I love it. I really do. This is I think this goes into the fun element that you were talking about, though. Right? I mean, you're providing something that's of very direct personal value both to the user and to to you all as as people who are tracking that enablement, but you're having fun with it. It's not just a dry, here's the number. You know? So I Exactly. For that. It it I I I want actually to share that this was, based on a Tableau public dashboard that Lisa found. And, at the moment we we we saw that dashboard on Tableau Public and then the bicycle concept, we knew that we wanted to use that somehow. They just went together blended together so well. So it was fun, but indeed also creative to to create this dashboard. Yeah. Definitely. And yeah. Alina, I heard the word book, and that remind me that a little bird told me that you have an initiative about a book club. Can you share a little bit about that? I'll start. I was very excited to get this off the ground at the beginning. I think many people thought that it was a bit soft and cuddly for a big corporate, right, to start a book club. But the wish behind it was to grow, our data literacy or fluency, whatever you wanna call it, of all our Randstad employees and really create an environment where anybody can join, and no one will be bombarded with technical terms and be scared off by acronyms and also like a fireside chat. So whether you're having coffee in Atlanta or wine in Kuala Lumpur, you can just sit back and listen, and get comfortable with with data. And, initially, the idea was, to, have our own ranch dot community come and chat to us about books in the data and analytics field, and I'm just gonna quickly go there. However, my mom taught me that if you don't ask, you don't get. So I started asking some authors in the Tableau community. And I was too scared to ask Steve Wexler. Lina's like, come on. You have to ask. And no one has said no yet. I mean, seriously, if you look at the next slide, this was the last two years. I mean, it is so amazing. Everybody just says yes. And even though our audience for book club might not be that big yet, I I can't wipe off my fat the smile of my face when when I'm talking about book club. And it's also great because our audience is not actually all the people from our Tableau community and management that we're responsible for. We've got personal assistants and data engineers and business analysts. And and this means that bit by bit, we are increasing the Tableau data literacy, of everyone. Alina? Sorry. I was answering some questions in the chat. So, BookLab. I'm can I just I would I would say from my perspective, I love BookLab because it allows me to talk about data outside of my day to day job? And this is such a great opportunity from learn from the wider Tableau community. And I love seeing our users' engagement in the chat once we have the BookLab sessions wrapped up. And the conversations are tool agnostic. They're not technical. And I find this session such a great reminder that the role of a data analyst is more than just knowing a BI tool. So for example, latest book reviewed by Puja, was The Dataloom by Steven Few. That was such a great reminder how important it is to have a curious mindset, to ask the right questions, to, improve your communication skill set because those are so important as part of the development process and as part of the analyst skill set. I love that. Is there have you found that, when you recommend the book so I know there's the book club that does the the reviews. But have you found now that you kinda have these reviews and you have the book club that you you recommend certain books to a certain level of user? Or is it totally just dependent on, I I know this person and this book would be perfect for them, or I know for starting out, this is a great book, or you're more advanced. You're ready for this book. If I have when I have conversations, for example, with our tabla evangelist or sometimes in the specialist buddy program, depending on the questions they ask me, I would recommend the book, a specific book. Yeah. Yeah. That's really cool. And what we also did on the on the website is we've put a recommended books page now because every time somebody speaks, we ask them to recommend a book. So that's growing. So for people who are not used to reading data books, you can go click on that and go and find, a book that that speaks to you. But, actually, Alina, listening to your answer there, maybe it is an idea that we put maybe beginner level intermediate or something there, just to to help guide people because there's certain books that might be a bit big and scary to start off with. That's a good idea. Thanks, Gareth. Yeah. You're welcome. You'll have to establish the Randstad library next. Yeah. No. And there is some book that, like, Iina said that they are too agnostic, that is just, to draw your curiosity. You know? How this, author represent this kind of data that's always, fun to watch. And, there is there are book that are, like, go very, very deep on all the brain operate. And it really depends on where your curiosity stands. So I think that there is a book for everyone everywhere. Mhmm. Mhmm. That's awesome. I'm curious. Is so we are at four minutes on the hour. Is there any last bits of information that you all want to share as part of the slides or anything in general? Or is there, I'm I'm I'm sure I could ask a question or two or or there's a question in the chat or anything like that. This is always the problem. We get to the end of the hour and we're like, ah, we need more time. It's all good. But is there is there anything else within the slides or just from your program that that you wanna cover or share that you think is useful? For me, I would go back to here. If we can give you advice starting with measurements, don't try and do everything because then you might not do anything because there is so much. Start small. Pick a particular topic that either maybe leadership has said to you, we wanna know about this, or maybe it is something that you've been worried about. It's you've got a gut feel, and you're almost too scared to look, and you want some insights into it. So I would say be very like Lina said earlier, be intentional. Pick that one thing. Be intentional. Think of what is it that you wanna measure. Go find the data. Find the story that the data wants to tell you, and then don't even think of a fancy swanky dashboard. Just build one view. Just build it. Look at the trends that you're seeing, and then act on it. I think this is one thing that I think that we've we've made lots of mistakes along the way, but where we've been good is when we ask questions, we really do do something with it. So find that one thing and then act on it. And then once that one is done, then move on to the next one. Because we've been lucky. We've had help. So we we could address everything, but I would say start small would be the message that I would wanna wanna leave. Danina, you? Like, just reinforcing that. I've just bought a book. So, one of my goals this year is to read more, and I bought a book called Atomic Habits. So, I would say, I think this book is also about that. Start small. I do five minutes every day of something. So yeah. That actually makes me think of CJ Mayes. Remember when we spoke to him? He he had this thing. He wants to every day be every was it every week or month? I can't remember. But there was a period where he wants to be one percent better than yesterday. He wants to know that he's learned something new, and it's not not necessarily related to data. He just wants to so don't think of, I wanna be twenty five percent better. Just do small because, eventually, like, you eat the elephant, the puppet, you will eventually, get there. Yeah. That's fantastic advice. This is this is, someone had mentioned having the taekwondo themed thing, and my six year old is doing taekwondo right now, like, very belt oriented and and stuff like that. But his his master always kind of says one thing. He's like, if there's one thing you do today, it's make your bed. Right? Okay. Great. You make your bed. You're you're that much better. And then I think after a month that he was in Taekwondo, he's like, okay. Make your bed. Brush your teeth twice a day. You know? Little things like a six year old's gonna be like, oh, okay. Yeah. Yeah. Yeah. But, I mean, I think it's great advice for everything. And it's all connected. Right? Kinda like you said. Whether it's data related or not, if you're doing these kind of small, habit oriented improvements, they will bleed over into your data life because that's part of your life, your professional life, your personal life. So it's all connected. But I think I think that is wonderful advice because too often, you try and build a thing and it has to be everything and it has to solve everything, but you can't you just that is almost doomed to fail because you end up solving nothing because it's so large and so unattainable that And overwhelming. Yeah. Overwhelming. Overwhelming. I mean, I really love, the conversation that we had today, Lisa and Aida. And, I see that you are not only inspiring inspiring, but you are, like, also, so passionate about your work. And I I was reading the comments, and, it seems that, from the comment from people from your program, you really changed their life. So I think that you should be very be very proud of yourself. You're doing a good job. That's awesome to hear. Thanks. And thanks for having us again. Thank you. This is a great No pleasure. Great opportunity. Absolutely. We'll have we'll have to do it again. There's just so much so much to talk about, but, I really do appreciate both of you coming on and sharing this. This is something I I wanna say, this is a a really important presentation because proving value can be a very difficult thing to do. Very nebulous. How do we do it? How do we attach value to enablement? But I I felt like this presentation was very both practical and fun for that. So thanks for sharing that because I just haven't seen a lot of material things when it comes to how do you how do you make this work and communicate the value of it. Did we answer because, Sydney, I don't know if she's still there. Did we answer your question? Let's see here. Let's go back up. That was That was Cassini. And to answer to, yes, the session is being recorded. We'll share the recording soon. Yes. That is that's one last note of housekeeping. Yes. That, once this is over, probably within the next day or two, you will get, linked to the recording, as well as any other relevant links we want to add there. And I guess as a as a parting parting thing, Lisa and, Alina, is there is there a best way people can, if they want to reach out to you or find out more about the things that you're involved in, community groups, anything like that, is there anything you would point them towards? I think easiest for me personally is LinkedIn. Okay. Just connect with me on LinkedIn. Alina, your side? Same. But I would say I get quite a lot of requests for connecting encourage you to drop me a message saying that I've heard you speak at this event or yeah. Can you please, give me more details on because, otherwise, I might not connect back. Yeah. Makes sense. Love context. Well, great. Likewise, with Annabelle and I, just reach out to us on LinkedIn again. We'll send the recording out here. But, Liza, Alina, thanks so much for joining again, and have a have a great for you all, have a great evening. Yeah. Thank you. Have a good day. Thanks. Bye, everyone.