When business leaders talk about things like AI and machine learning, the future can seem limitless. But when leaders fail to align stakeholders or address legitimate staff concerns, data transformation jumps the tracks.
Data transformation is a deeply human endeavour and rarely involves a fully automated solution. So, it’s vital to create the culture, structure and governance your people need to feel bought-in and supported.
Behind every initiative is a set of hopes, aspirations and benefits, as well as a sense of fear, uncertainty and dread about what the new world might bring. Common concerns among employees include where do I fit into our transformation? Is my job secure? Will I like what my job becomes?
Ignoring these concerns is not an option. It’s crucial to help your people see transformation for what it can and always should be – a mutually beneficial partnership with data.
To do that, put a human face on your data transformation. Build and communicate a compelling data story, openly addressing employee concerns, dispelling rumours and myths, and articulating why transformation is important – including what’s in it for your people and how they’ll be supported.
Do this regularly and sincerely throughout your transformation and you’ll stand a far greater chance of achieving your goals.
Download our full guide ‘Power to your people’ on the six ways to put people at the heart of your data transformation.