A featured contribution from Leadership Perspectives: a curated forum reserved for leaders nominated by our subscribers and vetted by the Construction Tech Review Advisory Board.
Executive Vice President - Data and Analytics Division Head at KASIKORNBANK
Navigating Change in a Data Driven Journey
Kramol Pulkes
In today's fast-paced business landscape, data has emerged as a driving force behind decision-making, innovation, and competition. It is crucial to recognize that driving data driven transformation is not purely a technical endeavor. Instead, they are imbued with nuances that are influenced by organizational culture and behavior, competing values, philosophies, and strategic priorities. This article explores the complex interplay between a data driven journey and organizational dynamics, offering insights into how organizations can navigate these challenges to achieve the best possible outcomes.
Transitioning to a data-driven organization involves more than modernizing data technology platforms – such as the enablement of a centralized data lake. This also includes the development of new operating models, for instance through the creation of hub and spoke organizational model. These require significant changes from a people, process, and technology standpoint.
However, this journey typically involves several complications:
• Complex Legacy Systems: Many mature organizations with legacy technology stacks experience complexities when integrating various data sources to a centralized data platform. Additionally, storing, processing, integrating, and accessing large amounts of unstructured data from various sources would create further complications.
• Control and Autonomy: Within organizations, individual departments that traditionally have their own data silos may resist the transition to centralizing data platform due to fear of loss of control and autonomy.
• Fear of Losing Relevance: Data platform builders from individual departments may resist change due to job insecurity, and perceived loss of relevance.
• Lack of Data Literacy and Skills: Mature organizations with longer serving employees may be less familiar with modern data management practices and technologies, leading to resistance or skepticism about the benefits of transitioning to new technology.
Overcoming these hurdles require a strategic approach. Having senior leadership endorsement and sponsorship is key, but that alone will not be sufficient.
To this end, there are tangible steps that organizations can action upon:
• Stakeholder Alignment: Communicate clear expectations and benefits of having a centralized data platform in a top-down manner that is in line with the organization’s vision, strategy, and priorities.
• Recognition: Recognize and celebrate the contributions of departments and individuals, including completion of key milestones. This inclusive approach fosters a unified front, a sense of ownership and spirit of collaboration for the success of the organization.
• Data Management and Governance: Define a robust data management and governance framework that clearly outlines ownership and secured data sharing and access. A good framework ensures a balance of centralized control and departmental autonomy whilst adhering to regulatory requirements. Policies and standards developed should obtain consensus from relevant departments to ensure fairness and inclusivity.
• Talent Upskilling: Every organization may have varied levels of data proficiency. A targeted training program across roles and career levels should be defined and executed to bridge these gaps.
• Maintain Flexibility and Adaptability: Adopt a test and learn approach which incorporates lessons learnt during the transition phase. Flexibility and adaptability are key to addressing unexpected challenges and ensuring a smooth transition.
• Expectation Management: Demonstrate empathy, and acknowledge and provide clear clarifications for specific concerns raised by individuals within the organization. Provide reassurance about data security, privacy, compliance in accordance to leading practices, and demonstrate how these will be addressed within the centralized system. Most importantly, discuss how their jobs will transform and how the new centralized data platform will seamlessly integrate with their business processes. This proactive approach builds trust.
In conclusion, a successful data driven journey demands a deep understanding of how to navigate change. A strong foundation for a data-driven organizational culture that fosters cross-functional collaboration is a critical success factor. By aligning to organizational goals, engaging stakeholders, addressing concerns and expectations, defining a robust data governance framework, uplifting skills, and maintaining flexibility and adaptability, organizations can navigate the inevitable challenges effectively.
