Insight people

According to the IMA’s capability benchmarking, less than one in every six large organisations has an Insight strategy, and even fewer have a structured plan for thinking about their Insight people.

By structured, we mean a plan that doesn't just focus on what people do, and which processes they follow, but thinks about the people themselves, their skills, and how they deploy them.

Based on conversations with over 200 major organisations since the IMA's Insight Forum was launched in 2005, this set of Insight People guides will take you through the 5 key areas you need to consider to improve the situation, and ultimately to contribute towards developing the most effective Insight function you can.

These guides are recommended reading for anyone who works in a corporate Insight, Research or Analysis team and who wants to see Insight make a bigger difference in their organisation.

To explore the other 7 territories of the IMA's Insight roadmap, visit the Insight leader guide - main page.

Insight people guides

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IMP601: Insight teams are heavily reliant on the talent and behaviour of their people, yet very few Insight leaders take a really comprehensive approach to managing them. This guide outlines the 5 key areas for all Insight leaders to consider.
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IMP602: To successfully lead an Insight team, Insight Leaders need to approach leadership like a small business owner. In this guide, we examine the three hats Insight leaders need to wear and present a tool which can help to ensure that they give each the attention it deserves.
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IMP603: Are the right people on the bus? Successful Insight leaders make this their primary concern as for an Insight team to perform well, the calibre of its people is crucial. This guide outlines the four main categories of skills and attributes required in an Insight team.
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IMP604: According to Hans Rosling, "People constantly and intuitively refer to their worldview when thinking, guessing or learning. If your worldview is wrong, you will systematically make the wrong guesses". So how can we develop an Insight perspective to improve our organisations' worldview?
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IMP605: If Insight is to deliver competitive advantage, then our organisation must be at least as able as its competitors to recruit, develop and retain really good Insight people. This guides sets out the approaches which Insight leaders have found effective.
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IMP606: What matters most - how well you perform as an individual within an Insight team or how well the Insight team performs overall? In this guide we focus on what excellence looks like in terms of how the individual members of an Insight team work together to maximise their collective impact.