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IBM M2090-732 : IBM SPSS Modeler Sales Mastery Test v1 Exam

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Exam Number : M2090-732
Exam Name : IBM SPSS Modeler Sales Mastery Test v1
Vendor Name : IBM
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Exam Title : IBM SPSS Modeler Sales Mastery Test v1
Exam ID : M2090-732
Number of questions: 44
Number of questions to pass: 33
Time allowed: 75 mins.
Status: Live

The Market for IBM SPSS Modeler 23%
- Describe the characteristics of the IBM SPSS Modeler market
- Describe the scope and opportunity for IBM SPSS Modeler
- Identify the users of IBM SPSS Modeler
- Identify the buyers of IBM SPSS Modeler
- Describe the IBM SPSS Modeler value proposition
- Identify competitors
- Describe core differentiators

IBM SPSS Modeler Solutions 27%
- Describe the IBM SPSS Modeler offering options
- Describe the IBM SPSS Modeler capabilities
- Describe the IBM SPSS Modeler value to the target buyers for each offering
- Describe the fit with other solutions
- Describe the fit with other software
- Understand the difference between usage and deployment

Prospecting for IBM SPSS Modeler sales 11%
- Describe how to position IBM SPSS Modeler solutions within the prospect's industry
- Describe how to position IBM SPSS Modeler solutions within the prospect's department or role
- Identify potential pain points by prospect's role in the buying cycle

Qualifying the IBM SPSS Modeler opportunity 18%
- Determine opportunity viability
- Identify the influencer/decision maker relationship
- Identity characteristics that define a qualified IBM SPSS Modeler opportunity
- Know the processes for opportunity identification and opportunity registration
- Determine opportunity scope - understand buyers objectives (tool vs transformation) 2
- Know how to map opportunity scope to IBM SPSS Modeler value proposition/business values

Quoting IBM SPSS Modeler 7%
- Identify the component parts needed to meet a prospect solution

Selling IBM SPSS Modeler solutions 14%
- Overcome common objections
- Identify IBM SPSS Modeler cross sell and upsell opportunities
- Describe how to progress a IBM SPSS Modeler opportunity
- Describe how to provide post-sales nurturing for an IBM SPSS Modeler opportunity



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how to construct tremendous-Cohesive teams and Work with joy | M2090-732 test dumps and Free test PDF

James Shore and that i had a chat ultimate January about amazingly extraordinary work teams. James is an Agile utility construction teacher, author, and consultant. he is the co-author of the ebook The art of Agile construction, a seminal work within the Agile community. He also co-created with Diana Larsen the Agile Fluency model, a totally-considered ebook for Agile adoption.

We captured their dialog in an episode of my podcast, With superb americans: The Podcast for top-performance teams. all the way through the podcast, James tells us about his first come upon with extreme Programming, what he learned from that journey, and why he has been on the mission ever for the reason that to recreate the pleasure he felt with this group:

and that i would say that in a way, my career has been about reproducing that adventure. as a result of in case you work with a good team, with a jelled team, there’s this event of every day you’re excited to go to work and every day you’re eager for working with these americans. I imply, there’s some decent days and bad days, like anything, but standard you’re basically eager for working with americans. and eventually these groups at all times break up for some motive. And there’s this mannequin known as the Tuckman mannequin of group Formation, you’ve likely heard of it, it goes like this forming, storming, norming, performing, …

right here's the whole interview:

Richard Kasperowski:

hi pals. Welcome lower back to With incredible americans, the podcast for high-efficiency teams. I’m Richard Kasperowski. It’s a in actuality happy event to be part of a brilliant cohesive group. To have a crew like that, team individuals should be open-minded and cozy with each other. in this episode, I talk with James Shore. James is an agile software development teacher, author and consultant. He’s the coauthor of the book, The art of Agile development, his seminal work within the agile group. He additionally co-created the agile fluency mannequin, a incredibly regarded e-book for agile adoption. As an aside, Diana Larson is the different co-creator of the agile fluency mannequin and you'll hear more from Diana in episode forty nine of this podcast. James tells us about his first come across with extreme programming, what he discovered from that experience and why he’s been on a mission ever in view that to recreate the joy he felt with that team. To guide this podcast, seek advice from my web site, kasperowski.com.

Richard:

Our guest these days is James Shore. hi James. Welcome to the podcast.

James Share:

Thanks for having me. I’m satisfied to be right here.

Richard:

Yeah. fantastic. I’m really happy to have you right here. are you able to introduce your self to their listeners?

James:

Yeah, I’m a utility developer became consultant. I’ve been doing this consulting in the agile area for approximately two decades. And what I do is I assist organizations determine software construction effectiveness. So notably smaller corporations that are growing to be that are discovering that as they develop, it’s harder and more durable to increase application the style they recognize, they used to grasp how to do, I assist them out with that. I additionally wrote a e-book referred to as The art of Agile development and i co-created the agile fluency model and co-founded the agile fluency venture with Diana Larson.

Richard:

All right. and that i’m hoping we’ll hear greater about that as they go, the agile fluency model, the agile fluency task, I’m very common with. I’ve well-known about it for a, I don’t know, I think seeing that you guys began it.

James:

Yeah. They started it back in 2011, 2012 is when the article first got here out.

Richard:

Yeah. All right. Now this is a podcast about teams and finest teams, the top-rated team of your life. As you reflect on your self and your life, what’s your optimum group ever, and here's no longer restricted to work, this could be any community of two or greater americans you’ve been a part of, what’s the most suitable one of those of your existence?

James:

Yeah. neatly, as a specialist, above all one who does loads of embedded immersion consulting, I’ve worked with loads of groups. And so in case you sent me this question in enhance, I had to in fact suppose about it as a result of there I even have worked with loads of teams and the surest one ever is form of a large ask, but i might say that the most beneficial team I’ve labored with became at an organization on the East Coast that developed a monetary software. and that they introduced me in because they wanted to do a rewrite and that they had been going to do it correct this time, that’s what every person says when they do a utility rewrite. And it ended up being a really … it become a superb crew to work with. I cherished working with them. They despatched me a nice gift afterwards in reality, Guitar Hero, I don’t comprehend if you be aware that game.

Richard:

Cool. not most effective do I be aware it, however I’ve been dreaming about it so tons these days. I want to get some Guitar Hero controllers again.

James:

Yeah, I in reality simply ultimate yr gave them away, like gave away the old PS2 and that i be apologetic about it now, but yeah. So they got alongside in fact well and they have been additionally just really successful afterwards. when I joined the group, there became maybe six, seven individuals. I don’t remember the details now, and after they worked collectively, their product changed into really a success, they grew. They grew to being about 4 or five groups, all working very closely together and at last had been bought out through IBM who I believe killed them, nonetheless it turned into a pretty good experience. and that i think of the entire teams I’ve worked with, they’re the ones who I believe have been the superior. even though it’s a troublesome call.

Richard:

All appropriate. And now that this is, I don’t be aware of, here's entertaining. It’s a little distinct, most people are sharing with me experiences about a team that they have been in type of like a first-class member of, they have been all friends. So here's a unique one that we’re talking about today. here is where they hired you to help them be a brilliant group.

James:

That’s right. well, they didn’t appoint me to support them be a brilliant group, they hired me to support them do fabulous software development. And like I referred to, I’ve been doing consulting for two decades, so all my reviews are going to be experiences where i used to be a consultant brought in as a result of 20 years ago, I didn’t be aware of infrequently nothing. and i comprehend a little bit greater now, but might be nevertheless hardly nothing.

James:

however the element is, is my favourite strategy to work, my first experience, so I don’t know the way a whole lot your listeners know about software building and agile development etc, but I first got into agile building via whatever called severe programming. And that became a team that i used to be really employed in as a contractor, however i was nonetheless a member of the crew. And that turned into no longer always the most fulfilling group I’ve ever worked with, nevertheless it turned into my favorite group event of my existence. And it form of ruined me for doing work in another manner.

James:

and i would say that in a method, my career has been about reproducing that event. as a result of if you happen to work with a superb team, with a jelled group, there’s this adventure of daily you’re excited to go to work and each day you’re anticipating working with these americans. I mean, there’s some good days and unhealthy days, like anything, but average you’re in reality looking forward to working with individuals. and finally these teams always ruin up for some purpose. And there’s this mannequin called the Tuckman model of team Formation, you’ve doubtless heard of it, it goes like this forming, storming, norming, performing, after which mourning or-

Richard:

Ajorning.

James:

Or ajorning.

Richard:

What do you say with the writing accent?

James:

Yeah. kind of that Shakespearian ajorning.

Richard:

Ajorning.

James:

Yeah. And so when that team breaks up, there’s this duration of feel sorry about. and that i’ll all the time be aware that first team. And that was my 2d option, in case you requested me for my most reliable group, but I don’t consider they were in fact the ideal crew I’ve worked with, however become an excellent adventure for bound. I imply, that become 20 years ago and i would say in my consulting career, what I truly simply wanted to do is reproduce that journey. And sadly i will be able to’t in fact, as a result of I’m introduced in to assist a crew truly become amazing and do notable work. and then by the point they’re there it’s time for me to leave.

James:

however the work I do is my favorite classification of labor is the place I’m becoming a member of a group and that i’m embedding with them and i’m there as a peer. and that i’m a peer who is aware of anything that the other people on the crew don’t, however they also understand issues I don’t and truly being a hit and really doing extraordinary work requires that all of us act as peers. And that’s really, i'd say one of the crucial training I actually have about being on a good team is for you to have americans with distinctive ranges of experience, but you’re all there as peers, you’re all working together to create a good result.

James:

So for this group on the East Coast, yeah, i used to be brought in as a result of I had special potential about intense programming and utility building. For these of your listeners who aren't typical with agile construction, extreme programming was invented in the nineties and that’s where the identify came from and that i’ll just go away it at that. however’s in fact a very, in reality first-class approach of establishing software despite the name, now not as a result of the name, however regardless of the name. So, yeah, I had some particular abilities, however that’s now not what made the group extremely good.

Richard:

All correct. well, let’s go returned to this crew, if you can take your self back to it, now and again individuals close their eyes and sort of re-dream of being part of this group. in case you took your self back to these individuals and the undertaking you were doing collectively, is there one word that you just may use to describe the feeling of being a part of that crew?

James:

i would say if I had to choose one note, I’m going to choose two phrases to reply this in two alternative ways. One notice could be open-minded and another note would be relaxed. The 2d word, that’s what I’ve seen, I’ve had the blessing to had been on several groups that have been just in reality decent teams and that comfortableness is the general ingredient in all of them. This one team I’m pondering of in the East Coast, i'd say open-mind changed into what made them extraordinary. however being a part of an excellent team, it’s this consolation and a way of belonging and a way of really being happy to be part, be working together on this.

Richard:

ok. So this East Coast team that they maintain telling, we’re going to call them on the East Coast crew.

James:

Yeah. I don’t want to say the identify of the business, because I don’t know if somebody should be would becould very well be offended.

Richard:

That’s cool. Subjectively, how do you understand it become a superb team?

James:

Subjectively, it’s definitely hard to claim. It’s a type of issues like, you understand it when you see it, however’s challenging to describe. but i might say one of the crucial things changed into that everyone got alongside basically smartly. one of the vital people on the team, I don’t be aware of if this turned into real earlier than they were members of the team or not, but one of the individuals in the group were pals, but they were additionally very welcoming to each person else on the team to be a part of them. And here is how i ended up with a group of Guitar Hero as a result of they might occasionally go over to probably the most group member’s properties and play Guitar Hero etc. Now that doesn’t suggest that you want a team the place every person is drawn to video video games or ping pong or ingesting or some thing the group endeavor is, however it wasn’t just that each person received along, it’s that all and sundry became attempting to bring the others into the community and not excluding anybody. They have been actually concentrated on growing a fine outcome collectively, they cared about developing a good outcome. And subjectively the style I knew they had been a great team as they caught together longer than usual, I think they stayed together except IBM bought them and killed them or killed the business even, I’m no longer sure.

Richard:

simply so listeners are clear on these, IBM did not kill the people on the crew.

James:

I think. Yeah. Yeah. They should doubtless clarify that. To my competencies most of them are nonetheless alive, sure. Yeah. so they stick collectively. So there’s one other sort of subjective metric, however most of all, it’s the style it felt being on that team. And that’s, I think well-nigh not possible to explain.

Richard:

i really like the manner you’re talking about that, the style it felt. I’m also inquisitive about curious about the, you mentioned the Tuckman mannequin, you simply mentioned whatever thing about, they stayed collectively longer than the ordinary crew. What do you suppose about this? what's the usual team lifespan? How a good deal longer became this crew’s lifespan?

James:

Yeah, I don’t, that’s why it’s subjective as a result of I don’t have numbers round it. but in application development individuals are inclined to hop jobs somewhat commonly. It’s rare to be in a job greater than two to 3 years. And the individuals on this team, they have been nonetheless collectively once I went to discuss with them once more, 5 years later.

Richard:

Wow.

James:

that they had grown, but I think all or just about all of the people who were part of that core team are still there and nevertheless enjoying a management function.

Richard:

Yeah. All correct. So that's bizarre and particular. And this is an goal issue, some kind of objective indicator that this became a unique group.

James:

it's objective in a way, yeah.

Richard:

Are there any other objective signs that this was a very amazing team?

James:

I don’t have any concrete metrics. I’m now not a huge believer in metrics to start with, which might be an entire nother dialog, but they tend to cause dysfunction. but i might say that some objective measures or signals is that the team was very successful. I imply, they did grow. They grew into from one crew to 4 or five groups. I feel that they had, I imply, I all started out, there were five or six people on the group and after I went lower back to visit them once more, 5 years later, I think that they had 20, or possibly 30 individuals. They had been obtained through IBM and their crew developed product, this turned into a small product oriented software company. So their group, they were received by means of IBM on the strength of the product that that they had built.

James:

And several of the team individuals, I nonetheless, I just gotten a bunch of them in reality, coincidentally, all independently contacted me last 12 months. So I’ve these days talked to a bunch of the people that were on that crew, 10 years later and they’ve all disbanded, but they’ve long past on to become leaders in their community, leading application building meetups, and the like and leaders in different corporations. And what they’re doing is they’re instructing individuals how to do what they did on that group. So i might suspect, I haven’t talked to them about this, but i think they're doubtless all regretting that that crew now not exists. simply as I feel sorry about my first group now not exist.

Richard:

precisely. and perhaps they’re on this quest again to breed that, the specialness of that team.

James:

Yeah. Yeah. I mean, I think that’s probably the most approaches you could inform that you just had been in fact a part of a pretty good group as if 10 years later you find yourself pondering, man, I just are looking to create that group once again.

Richard:

Yeah. I suppose we’ve found whatever thing right here. How do you know it turned into a pretty good crew, as a result of they are looking to reproduce that.

James:

Yeah. Yeah.

Richard:

What have been one of the most concrete behaviors that this team engaged in that, that resulted in their success?

James:

one of the vital ones that I consider changed into non-glaring turned into that they'd a very decent manager and that manager allowed the team to self-arrange. Some managers sort of hold themselves aside or above the crew and they’re there to inform the crew what to do or to decide the team individuals and decide who’s deserving of what. And to a degree it is the job of a supervisor, but what this supervisor did changed into he in reality allowed the group to self-organize. He engaged as a member of the group, he wasn’t hands-off, he became a member of the group. He become focused on the product results that the team working on. So he didn’t enhance utility with the crew, youngsters, and that i don’t know if he had a software background or not, a application programmer background, however he changed into really a full-time member of the crew, attractive full-time with a group, thinking about where’s this product going and what can they need out of it? however he did that as a peer. And he did that as somebody who revered what the group changed into growing when it comes to their team dynamics. in order that’s one.

James:

a further one changed into that the group individuals really took ownership of their procedure, so the style they labored, and the effects, the success. once more, now they didn’t always have the domain expertise that the supervisor did, however they really cared about creating a very good influence. and that they had been all committed to working together to create that influence. and that i believe that’s one of the most stuff you see from a very strong group is that they’re no longer a bunch of individuals working in area all on their personal initiatives, they have been engaged on one thing collectively.

James:

and then the third issue is, and this is maybe a little egotistical of me, but I came in with all these disruptive, excessive programming ideas, not only were they disruptive concepts, they had a silly, dull name and that they agreed to try them and withhold judgment for six months, which is whatever thing I always ask the groups that I’m going to work with in this variety of immersive method. so that they agreed to do that and they did it without lots of, if they need to or what I see with some other teams, as they are saying yes, after they cross their fingers at the back of their again and the subsequent six months is pulling teeth to get them to truly are attempting it. Now, they noted, “Yeah, they need to experiment with this. It’s a bit available. It’s a little weird. They don’t comprehend if it’s going to work and yeah, let’s do it.” after which they in fact did. And that kind of, when previous you asked me what's one observe? and that i pointed out, open-mindedness, and i think that wasn’t the only cause of their success, nonetheless it turned into in reality a reflection of what made them a success, may additionally now not have been caused it, nonetheless it become definitely correlated.

Richard:

All right. Now you’ve been on this quest to breed this top-quality crew that you just had been a member of from approach again, your first severe programming group. I’ve been on the equal quest with an identical adventure, an excessive programming crew. What do you believe listeners might do? What’s your counsel to listeners to reproduce the success of this group or any of the miraculous teams you’ve been on on your life?

James:

Yeah, that’s a fine query. It’s funny that you noted that you just had been on an analogous quest and your first and that experience was an excessive programming team. So slightly tongue in cheek, might be the answer is each person simply should do severe programming.

Richard:

everybody has to head lower back in time to 20 years in the past and do excessive programming.

James:

Yeah. and also you got to get the nineties haircuts and the surf boards.

Richard:

All appropriate, mullets and the white intense programming publication.

James:

Yeah, that’s appropriate. greater seriously, even though it’s funny, I talked to people who had been thinking in that early XP move, and that i hear a lot of people saying, “Wow, that was an excellent adventure.” So probably there’s some thing to that.

James:

but if I were to separate it from the specifics of software construction, i might say that in case you need to reproduce that success, first aspect i would do is i would pay attention to team dynamics and certainly what people in the biz call psychological defense. So make sure that everyone is safe to categorical their opinion, but no longer only that, to additionally test and to fail, as a result of if it’s no longer safe to fail, it’s no longer secure to scan. If it’s not safe to test, that you would be able to’t make issues more advantageous since you can’t make issues enhanced via most effective doing bound things, you can make issues, or at least that you may’t make issues top notch. I think about you can make it more suitable, but that you can’t be exceptional if you’re no longer willing to scan and check out new things and fail. And if it’s no longer secure to fail, then it’s now not going to ensue.

James:

and that i consider that’s one of the vital issues that the supervisor on this group changed into in fact good at. Like I noted, he became part of the crew, not over the team and he made it safe for americans to take possession. And as you’re doing this, if I’m laying down advice from upon high, as you’re doing this pay selected consideration to making it safe for americans with non-average backgrounds. So people who've different demographics or went via a different college or non-college journey, or one of the vital extremely good programmers have song degrees and or background degrees or psychology degrees. Or most of the programmers unfortunately are white men, so that you might have individuals on your group who aren’t white males. those individuals are going to have, doubtless are going to have distinct experiences, even if it’s educational or demographic and what is makes it secure to fail for individuals who are, don’t have a standard journey with the leisure of the team is different than what’s makes it protected to fail for the individuals who're form of in the mainstream of the crew’s event.

Richard:

appropriate. All correct. Thanks for that.

James:

and that i did have a further one.

Richard:

k.

James:

an additional one turned into, and i feel this does kind of get back to the XP ideas, some thing business you’re in, prioritize discovering, skill and ease. This team on the East Coast that I labored with, they set aside half a day for analysis a week where individuals might work on the rest they wanted, as long as they had been going to be able to existing on it day after today at lunch and it wasn’t anything else regarding their day job or not anything concerning the creation work. So customarily people would do coding research, however could not be checked in, it couldn’t be a part of the application that turned into being built.

James:

and they also worked basically complicated on their software fundamentals. And here's what I got here to assist them with, application fundamentals are issues like in case you’re in utility examine pushed development, evolutionary design, speaking via code, they really labored on being very skillful in these areas. And in utility these days, in case you want to get a job in application, you ought to go look at whatever thing called Leet Code and do all these puzzles, these coding puzzles, but that’s now not what this group became good at. They had been really decent at the fundamentals of communicating smartly, no longer the puzzles that individuals do to get employed. and that i feel studying and skill are two of the things that any team wants with the intention to be basically fantastic.

James:

after which third is ease. They were normally looking at how could they enrich the manner they worked as a team to reduce overhead, to make the things that had been vital less friction to do and less time spent on what folks in application call yak shaving. That’s the place, if you desire a blanket, but you realize that you simply’ve loaned it out to someone and now you’ve got to do this, now you bought to do this and subsequent factor you comprehend, you’re in Cambodia, shaving a yak, trying to get yak hair to get your blanket. cutting back that variety of friction is also whatever thing that i'd advocate for anybody attempting to create a fine group. So the crew can center of attention, the crew in fact focuses on reducing that friction in order to spend the vast majority of their time doing what matters.

Richard:

beautiful information. Is there anything you’d like to add, James? anything you’re passionate about these days? anything else you’re engaged on lately? anything else at all?

James:

No, I don’t believe so. apart from might be a bit little bit of shameless self merchandising, which is that i like doing this kind of work. I simply love working with groups. i really like assisting corporations work out the way to resolve the problems that are combating their teams from growing to be and being greater a hit. and that i tend to work with the smaller companies and it’s rare to get the possibility to basically embed with a crew. So if any one’s paying attention to this and would love that, i would love working with you since it’s just so a whole lot enjoyable.

Richard:

All appropriate. and i can inform, I actually have an purpose or subjective, I don’t know which point it's, approach to gauge that you just in reality love this. As they confer with every other, I even have this sort of like feeling in my belly that I simply am having fun with this conversation so lots that simply on account of the passion that i will be able to feel sort of coming through the screen as they discuss with every other. And if listeners would like to get involved with you, probably take you up on that. How would they do this?

James:

My website, world’s ugliest web site is Jamesshore.com. that you may tell a programmer constructed it. and i guess I’ve simply been lucky enough to were too busy to make any alterations for it. So Jamesshore.com will, there’s a contact me link, you can discover more information. Or if you want to e-mail me directly, it’s Jshore@Jamesshore.com. I simplest work with utility groups. if you’re in the application world and also you’re no longer necessarily ready to take the start of contacting me directly, however you’re drawn to some of what I’ve learned from building application, check out the agile fluency undertaking at agilefluency.org and every kind of insights there that Diana and i got here up with about how software teams are inclined to grow and alter over time that I suppose you might discover pretty valuable and engaging.

Richard:

in reality. I’ll 2nd that i love the work of the agile fluency assignment. thanks for sharing that with the area possibility.

James:

My pleasure.

Richard:

All correct, James Shore, thanks so plenty for becoming a member of us these days. It’s been loads of enjoyable for me.

James:

Yeah. It’s been an absolute pleasure. Thanks for having me on.

Richard:

hi friends. Thanks once again for listening. And be aware to aid this podcast, seek advice from my website kasperowski.com.

...

be part of the neighborhood of excessive performers—subscribe to Richard's newsletter nowadays.

at the beginning published at kasperowski.com on January 26, 2021.




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