This may take some thinking
Posted: Thu Feb 13, 2025 7:20 am
Another client said, “I don’t want to do the squishy stuff – our catalog and tools will take care of that.” We suspect this person cannot think into the future about how an organization will react to a new tool.
The chief data architect at a large organization rejected oversight over a major data strategy and architecture effort, stating, “I do not want anyone looking over my shoulder.” This person did not see that turkey whatsapp number data oversight would make acceptance of their models easier.
One person emphasized technology to close organizational gaps. While this could be a skills gap, we think it is more likely that the capability to see how technologies become embedded in organizations is missing.
What to Do: Individual Data Governors
If, as a DG, all is going well, you need read no further. But if you are struggling, you and your boss should frame your analysis of what to do by first asking yourselves and your business counterparts the following question: Is it clear what is expected of the DG?
If not, the first order of business is to clarify expectations. as different parts of the business may have different expectations. Once the clear expectations hurdle is met, the next questions to ask are:
What level of capabilities is needed to meet expectations, to do the job? What skills are also needed?
What level of capabilities does the incumbent DG possess? What skills.
The chief data architect at a large organization rejected oversight over a major data strategy and architecture effort, stating, “I do not want anyone looking over my shoulder.” This person did not see that turkey whatsapp number data oversight would make acceptance of their models easier.
One person emphasized technology to close organizational gaps. While this could be a skills gap, we think it is more likely that the capability to see how technologies become embedded in organizations is missing.
What to Do: Individual Data Governors
If, as a DG, all is going well, you need read no further. But if you are struggling, you and your boss should frame your analysis of what to do by first asking yourselves and your business counterparts the following question: Is it clear what is expected of the DG?
If not, the first order of business is to clarify expectations. as different parts of the business may have different expectations. Once the clear expectations hurdle is met, the next questions to ask are:
What level of capabilities is needed to meet expectations, to do the job? What skills are also needed?
What level of capabilities does the incumbent DG possess? What skills.