2015 Report Card: The Year of Data Leadership

January 13, 2016 — Leave a comment

In January 2015 I wrote in my Information Age column about what I referred to as: “2015 – The Year of Data Leadership” (posted on my blog as well: http://bit.ly/1SCPZVr). I wrote on this topic periodically over the course of 2015 and included updates in my presentations at the PASS – “Business Analytics Conference (June – Santa Clara)” & Information Age’s “Data Leadership 2015 (November – London)”. Now that the year is finally complete and as we enter 2016 with a full head of steam, I would like to share with all of you a Report Card that I developed which “grades” the progress (or not) that was made in respect to executing on the basic elements of my Data Leadership Nexus.

There are three foundational categories which I would grade each Organization on in their pursuit of becoming a Predictive Enterprise.

  1. Leadership Literacy & Acumen in “All things Digital, Data & Analytics” (aka Top-Down Leadership)
  2. Strategic Leverage of the Organization’s Core Competencies in Digital, Data & Analytics.
  3. Empowering a Culture of Analytics & Data-driven Decisioning. (aka Cultural Adoption)

These three fundamental categories of the Data Leadership Nexus working in concert with each other can produce the maximum transformation & subsequent strategic outcomes in the shortest period of time. All require close monitoring and nurturing by the CEO & Board along the entire journey to insure the appropriate effects are fully instantiated.

The Nexus of Top-Down Leadership, Cultural Adoption and the enabling Core Competencies of Digital, Data & Analytics creates a unique strategic framework for becoming a Predictive Enterprise. Adopting the framework provides a path to strategic transformation, but requires each “leg of the stool” to carry its full weight.

Grading the success of any organization’s transformation into a Predictive Enterprise will always be subjective so I am using a scale of 1-5 (1 =Failing Outright, 3=Trying real hard, 5=Tangible Success) to provide some granularity, but not specificity as to actual performance (think of it as a trend).

The 2015 Data Leadership Report Card

  • Top-down Data Leadership by CEO & Board: (Grade=2)
  • Leverage of Core Competencies in Digital, Data & Analytics (Grade=3)
  • Cultural Adoption & Empowerment (Grade=1)

My Grading Rationale is as follows;

  1. CEO’s & Boards are beginning to move in the right direction in terms of their Accountability for “all things digital, data & analytics”, but more importantly that they are core to their strategy and must be integrated in up-front, not bolted on later. All Eight CEO’s featured in my series, “Profiles in Data Leadership” understand this intrinsically and did not have to be “converted” after the fact. There is much progress that needs to be made in respect to moving from a Technical view (delivered by IT) to a strategic view (driven from the top-down)
  2. Most (if not all) Organizations have invested heavily (and will continue to do so it appears) in digital, data & analytics solutions & capabilities, but have not made the transition to using them as Core Competencies. This is due to the continued fixation on specialization and not generalization of these skills. I see these barriers breaking down over time, but they are a disabler to achieving the pervasive (and not selective) use of digital, data & analytics to achieve competitive advantage and strategic outcomes.
  3. Moving the Organization’s Culture from gut-based & hierarchical decision making to data-driven & fully analytics empowered is a long-term journey for everyone, but is nonetheless the linchpin of strategic success. The use of Proxy Leaders and Unicorns (aka Data Scientists) is counter-productive to this effort as it leaves the vast majority of the Organization on the sidelines. Organizational Culture is the shadow of the CEO (and Board) and reflects their actions and demeanor. If you have a CEO & Board who are dedicated to Top-down Data Leadership you will soon have an Organizational Culture that is in lock step with the plan to transform into a Predictive Enterprise.

In 2016 and beyond I see major improvements in all three foundational categories, especially as the experimentation with the fashion statements of Proxy Leaders and Unicorns fails miserably and common sense/strategic approaches become the norm.

I will continue to write on this matter and to provide a 2016 Report Card over the coming year.

Stay tuned!

RL

 

 

 

 

 

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