3 minute read

A failure in training is failing digital transformations

Name: The 2025 Data & AI Awards: Shortlist Reveal
Start: 2025-01-22
End: 2025-01-22
Location: Zoom Webinar

There is a severe lack of training to complement new tech and tools which is leading to large numbers of data and digital investments failing.

Data leaders must ensure adequate training is provided when implementing new tools and technology or risk failure of their digital transformations. Recent reports have shown a drastic increase in budgets for implementing new AI and generative AI (genAI) technologies, but only a fractional increase in budgets for training for these new tools. With this information, it comes as no surprise that less than half of digital initiatives actually achieve their goals.

There has been a large push to increase data team budgets in recent years, most of which then gets allocated for the shiny new toy that has caught the attention of stakeholders – genAI is currently that toy. The issue is that minimal amounts are being spent on updated training and providing cross-organisation staff the ability to effectively utilise the new tools. It has been mentioned before that new technologies are not a solution unto themselves; they are a tool that people require training to use correctly and optimally.

Simply put, the rapid adoption of new technologies and tools has outpaced the training necessary to effectively implement them. This has led to wasted data investments which undermines the prowess of the data office. So, what can be done?

Understand the skills gap

A critical first step for data leaders is to conduct a comprehensive skills assessment to identify gaps between employees’ current capabilities and the requirements of the new technology. DataIQ members can take advantage of a range of assessments to identify their capabilities and comparison to other organisations.

Ideally, the analysis should involve collaboration between IT, HR, and data-pulling business units to ensure training efforts are targeted and relevant. This then needs to be effectively communicated to decision makers to achieve their buy in and support to address the dwindling investment in training.

Develop tailored training programmes

Generic, one-size-fits-all training programmes will often fail to meet organisational needs, and this has been highlighted by DataIQ community members in the past. Instead, organisations – under the directorship of a data leader – should design tailored training solutions that address the specific use cases of the technology in the business context.

Customisation ensures that team members of all seniority levels understand how the technology directly impacts their workflows and contributes to organisational goals. When business leaders take part in training programmes, it adds a lot of weight and legitimacy to the programmes for new hires and longstanding colleagues.

Integrate training into daily workflows

Training should not be seen as a one-off event but as an ongoing process, and the best way to achieve this is to integrate the training into daily workflows. This can be done by embedding learning tools into software and processes (ie, interactive guides, contextual prompts) to ensure that individuals can learn while performing their tasks.

In addition to this, the adoption of different learning methods such as blended learning, gamification, microlearning, and on-demand learning can further boost success rates. It also adds a dynamic of independence and variety for users as individuals learn in different ways.

A culture of continuous training

Following on from the integration of training, it is essential that data leader (and business leaders) aim for the development of a culture of continuous training. This is important to achieve total effectiveness of the different training programmes over a long period, plus

Technology evolves rapidly, so organisations must foster a mindset of continuous learning to make sure their teams remain on the vanguard of these developments. Encouragement can come in numerous forms, including by linking training outcomes to some form of career development, providing access to learning platforms in a way that works for individuals, and spotlighting – and rewarding – employees who proactively upskill.

Invest in skilled trainers

When investment is achieved, part of it should be allocated to hiring experienced trainers familiar with the technology and its applications. Partnering with technology vendors for expert-led sessions or leveraging certified training programmes can fill knowledge gaps efficiently, as well as further developing relationships with key suppliers.

DataIQ members can take advantage of multiple training opportunities:

Finally, organisations should establish metrics to track the success of their training programmes. Metrics could include employee adoption rates, productivity improvements, or reductions in errors. Feedback loops from employees and open, accessible lines of communication help refine training content and ensure relevance as the programmes evolve and address the issues.

Organisations must address the lack of training by treating it as a strategic investment rather than an afterthought, and this storytelling needs to be embedded at every opportunity. By conducting skills assessments, developing tailored and modern training programmes, integrating learning into workflows, and fostering a culture of continuous development, data leaders and their organisations can bridge the gap between technological investment and user competence.

Ultimately, the winning approach ensures that individuals and teams – even non-data teams – are empowered to use new tools effectively, maximising returns on investments.