DataIQ has spent over a decade in conversation with data leaders, their teams, and stakeholders, meaning DataIQ sits at a strategic mid-point between diverse businesses and has a unique insight into the operational intricacies of data functions, often shared by those at the top.
We want to share these insights with you. In this, our second instalment of the four-part research series, we delve into the second key challenge area data leaders noted when looking ahead at 2024, as sampled from the reported experiences of the DataIQ 100 industry leaders of 2023.
There are four separate key challenge areas; last week we delved into the extent to which foundational issues are pain-points for data leaders, reporting on literacy, culture and strategy: catch up on that content here. Join us on the research journey as we shake down the biggest challenges for the biggest leaders in data.
The information in this report was pulled from data leader responses to the question: What are the key challenges to your data function that you are facing as its leader?
PEOPLE
The second key area referenced by data leaders when they detailed their challenges for 2024 falls on the people side of leadership, though it only surfaced in a minority of responses. This is most likely because HR and recruitment teams have the greatest responsibility here; as is made evident in the quotations referenced below, leaders are looking outside of immediate issues and are concerned instead for what it means for the industry at large – the bidding war for talent, the rife headhunting. This suggests that in 2024 tackling the wider issues in this space is of greater importance than ever before. The role of diversity, ethics and inclusion is not to be understated here.
Increasingly, data practitioners and business practitioners alike must have solid interpretation skills to draw conclusions from a variety of results. It is only through constant upskilling that organisations can ensure this happens.
AI skills fall short in many industries; a new challenge that has led salaries in this area to skyrocket. Businesses are tasked to look inward and exemplify the benefits of why new talent will want to work in their team above others inevitably hiring; a third of leaders are actively working on new initiatives to tackle this head on. It remains clear that strong networking, cross-functional collaboration, and a sharp eye on culture will interest better talent.
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