# Welcome Analysts in Solidarity By:: [[Brian Heath]] 2023-09-26 If an analyst asks for data about one's department or work, one should consider why they are asking for it. There are two possible reasons. The first and most benign reason is curiosity and interest. The analysts are interested in some exciting challenges related to one's department. What strikes analysts as enjoyable are complexity, uncertainty, and emergent behaviors. There is no malice or hidden agenda. Typically, there is genuine curiosity and desire to help. Likely, one is well aware of the challenges that have attracted the analysts. One can either embrace this curiosity as a helping hand or chase the analysts away. Many people choose to tell the analysts to leave them alone, but this indicates insecurity and a desire for expert power. This only works in the short term if the organization believes everything is running smoothly. However, analysts are rarely attracted to smoothly running things. Reject the support and assistance at one's peril. The second reason they are asking for data is management wants them to. The analysts have been tasked to figure something out on behalf of the organization. This is often due to perceived performance issues with one's department. Analysts prefer to avoid these projects as they are likely intellectually boring to them and full of interpersonal conflict. If the analysts are examining one's department because the organization has asked, one should not complain or harass the analyst. They don't want to be involved any more than one wants them to be involved. Instead, one should seek out and question the organization and management. Alas, this rarely happens due to the power dynamic within organizations. So, one will complain about the analysts who don't give a shit about one's petty problems. See how quickly management can turn workers against each other and away from solidarity? When analysts express interest in one's work, welcome them in solidarity. Analysts can easily return the favor as a third party within the organization. #### Related Items [[Analytics]] [[Solidarity]] [[Organization]] [[Management]] [[Data]] [[Power]] [[Fear]]