Big Data is awesome, but it can spark some serious changes in office culture. It may take awhile to accept a new way of thinking into established practices, and this week, we’re talking about incorporating an appreciation for Big Data and its challenges into your organizational DNA.
Big Data is all about data-driven decisions, both externally and internally. While you may not need to make drastic organizational changes, you do have to find a way to get the right people to share information from many groups. A seeming “lack” of something doesn’t mean it doesn’t exist, but rather that it’s simply poorly defined. You’ll need people who are going to actively look for ways to bring together existing groups, identify gaps, and fill them in.
Getting started is no easy thing, and the best way is to take it one step at a time and experiment a little. That’s right — experimentation is encouraged. Senior and junior staff can come together and ask the big questions. The key to leveraging Big Data is discriminating between the value of the data and the value of your analysis, but these realizations won’t happen overnight, so don’t worry if you don’t get everything right the first time. Still, it can be hard to accept some level of failure.
Meanwhile, senior staff might see a shift in who is considered the expert and that can be scary. For example, junior staff could be asked to use the data and analytics to explain results (which might differ from the boss’s instinct!). With Big Data injected into decision-making process, it’s less about maintaining a rigid hierarchy and more about who is asking the right questions.
How is Big Data affecting your organizational culture?