Whether your spearheading digital transformation at your company or actively engaged in guiding its digital future, you’ve probably heard that getting your people on board is easier said than done.
Let’s start with the facts.
A recent executive survey featured in the Harvard Business Review found that while Big Data and AI are coming together to deliver real business value, it’s still a challenge to get people to go along with it. Consider the following points from The Vantage Partners study:
- 48.5% of Executives say ‘people issues’ are the #1 challenge preventing them from becoming data-driven.
- Nearly 60% say lack of organizational alignment and ‘cultural resistance’ are top adoption issues.
- Only 1-3 companies say they’ve succeeded in shifting to a data-driven culture.
Simply put, getting your people to evolve to a data-driven culture is often the most difficult part of digital transformation.
So, what’s the good news and why does culture even matter?
Let’s start with the definition of culture itself. Or more specifically organizational culture. As defined by Wikipedia, “organizational culture represents the collective values, beliefs and principles of organizational members, and is a product of factors such as history, product, market, technology, strategy, type of employees, management style…”
Culture matters because becoming data-driven requires people to think, act, and get things done in a different way. The good news is that when people see what the power of big data and analytics together can achieve, they get on board fast.
But most companies have a long way to go!
In the recent Cap Gemini report titled, The Digital Culture Challenge: Closing the Employee-Leadership Gap, the disconnect between management and employees on digital transformation is stark. According to the study, less than 1 in 3 employees believe their companies use analytics to identify new business opportunities and make future predictions. In areas like collaboration, 85% of executives said people can easily collaborate across their companies, while only 41% of employees agreed.
So, how exactly do you turn an existing workforce that’s been doing things a certain way for years into a bunch of data scientists?
Well, not every employee needs to be a data scientist, but acting like one sure helps.
Cap Gemini identified seven attributes that define data-driven companies. Take a look and see how they can help you bring about cultural change at your company:
- Innovation – Support risk taking, disruptive thinking, new ideas
- Data-Driven Decision-Making – Make it easy to use data & analytics for smarter decisions
- Collaboration – Create cross-functional teams to optimize all skills
- Open Culture – Partner with external parties and networks, including customers
- Digital First Mindset – Make digital solutions the default
- Agility and Flexibility – Enable fast decision-making and the ability to adapt
- Customer Centricity – Use digital solutions to grow, transform CX, and offer new products
The Cap Gemini report offers loads of great data on what employees really think, where they are in the digital transformation journey, and how leaders can help bring about the cultural change needed to succeed.
You can read the entire report here.