Organization Development
Defining roles and responsibilities is a central component of successful data governance. Although the focus is often on implementing digitization projects, the organization of the data area should not be neglected. A clear structure is particularly important to enable the use of artificial intelligence and to ensure efficient collaboration.
Our process
Analysis
- Recording and analysis of the latest organizational structure, roles, and responsibilities and any associated challenges
- Identification and description of potential for improvement
- Development of a first target image for structures, roles and responsibilities, including reconciling with the strategic objectives and needs of the company
Recommendations and action plan
- Create a detailed plan for organizational transformation to enable data-driven decision-making
- Definition and description of roles and responsibilities
- Identification of the existing staff working for the unfolding is suitable for new roles
- Recommendation of strategies for eliminating staffing gaps, including hiring support or continuing education initiative
Transformation
- Ongoing support of the transformation process
- Assistance with the creation of job profiles and implementation of job interviews as well as implementation of Coding Challenges to evaluate any candidates
- Opportunity to fill interim positions by key personnel such as Chief Data Officer (CDO), Head of Business Intelligence (BI), Product Owner (PO), etc.
Die geschäftlichen Auswirkungen der Weiterentwicklung: Garantierte Datenakzeptanz
Our Mission: Roles, Responsibilities, and Structure
Data initiatives fail due to people, not technology. We define clear roles (Data Owner, Data Steward) and implement organizational models (like Hub & Spoke) to ensure every data project has clear ownership.
The Measurable Impact
Acceptance Rate: 94% Data Champion Adoption Rate (Case Study MediaPrint).
Efficiency: 3x more successful cross-functional data projects.
Clarity: 8.4/10 Stakeholder Satisfaction with the new governance processes.
See our Case Studies about Organisational development for more insights
Your Path to Strategic Competitive Advantage
We start with a Strategic Alignment and develop a blueprint that encompasses Architecture, Organization, and Change Management. We deliver an actionable roadmap instead of a paper tiger.
Take Action: Schedule a Free Organizational Consulting Call
You still need the basics: The Ultimate Guide: All the Basics of Data Governance
Do you still need the basics, definitions, and background information on Organisational development for your organization?
All information that doesn't directly relate to your 5-stage process can be found centrally in our expert guide.
To the Ultimate Guide: Your Roadmap for Data-Driven Success
This is how we proceed when optimizing data organization
From data audit to enable — that's how we work at The Data Institute!
Absorbing the status quo — the data audit
As a first step, we like to draw using a data audits On which data organization exists in the company, what exactly the organizational structure looks like, who has which roles and responsibilities and how this structure was created. There is more than just the distinction between centralized and decentralized organizations — data is often collected and used in many places that are not apparent at first glance.
Set target image
The next step is to talk to data stakeholders, product owners and management to find out what the company's goal is. This is not yet about the organization itself, but about the corporate goals that are to be achieved with data. Is it the use of artificial intelligence? Or increasing sales and reducing costs?
Development of the arget organization chart
Now it's getting really fun: We're working out what the org chart should look like in the future. There is, of course, a difference between restructuring or optimizing the existing organizational structure and developing a future goal. In doing so, all roles related to data are considered across disciplines.
Implementation of data organization
We are now helping them to implement this new organization. Responsibilities and access may have to be redistributed, but the development of new dashboards is also often a necessary step that is now necessary and supports employees in their new roles.
Enablement
Simply putting someone in a new role is often not effective. The person must be able to arrive, receive the necessary resources and fully understand the new position, just like the people with whom they work in the new constellation. We help employees incorporate data into their corporate culture, use new tools and thus establish a new corporate culture with a focus on data.
Data organization in our framework
We always work with the organization framework, culture and architecture.
Because in our opinion, these three areas are the most important factors for successfully anchoring data in the company in the long term.
Data organization is therefore one of the three pillars that are inextricably linked and interdependent. As a company, you can choose a focus that best supports the company's goals in the short term. But it is important to always keep an eye on all areas and not to neglect any of the three pillars in order to generate long-term impact.
The Data Institute — the strong partner when using data organization
We want companies to quickly get an impact and see what they can do with data. At the same time, we have an overall view of the company and want to implement long-term strategies that enable employees to work with data independently.
What services can be combined withOrganization Development?
Case studies on the subjectOrganization Development
You can find suitable examples of our work on this topic in the following case studies:
Data news for pros
Want to know more? Then subscribe to our newsletter! Regular news from the data world about new developments, tools, best practices and events!
