How to Create a Data Academy

Session Resources + Slides

Summary

Data is becoming an essential part of nearly every role within businesses, necessitating scalable data training programs. Non-data professionals require data skills, prompting the need for structured data training initiatives. However, establishing such programs is challenging, as it involves engaging individuals who may not initially see the relevance of data skills to their roles. Additionally, maintaining engagement and measuring program success are significant hurdles. Emily Hayward, a seasoned expert in creating large-scale data academies, discusses her strategies and experiences in overcoming these challenges. She emphasizes the importance of setting up an effective delivery team, leveraging industry best practices, and managing resistance to change. Key to success are roles like an executive business sponsor, a chief data officer, and a learning development leader, who together ensure credibility, strategic alignment, and effective learning strategies. Emily also highlights the importance of understanding individual motivations, promoting a culture that supports learning, and creating a conducive environment where employees can apply new skills.

Key Takeaways:

• Data training programs are essential as data becomes integral to various business roles.
• Key roles in a successful data program include executive sponsors, data officers, and learning development leaders.
• Understanding individual motivations and managing resistance is important for program success.
• Creating a culture that supports learning and provides opportunities to apply new skills is vital.
• Communication and engagement strategies should consider the diverse ways individuals process information.

Detailed Insights

Setting Up the Delivery Team

A successful data academy begins with a strong project team. This includes an executive business sponsor who connects the delivery team with the wider business, ensuring the program's credibility. A chief data officer is crucial for identifying capability gaps and determining where upskilling will deliver the most value. Additionally, a learning development leader ensures the program aligns with the organization's overall skills-building roadmap. Beyond these executive roles, a change-focused project manager drives delivery while promoting engagement, and a learning development specialist ensures the program meets learners' needs. Emily emphasizes the importance of internal communications and branding to help the program stand out amid the noise of everyday business communications.

Industry Best Practice Change Principles

Emily outlines change management frameworks that focus on individual transitions from current to future states. Key elements include dissatisfaction with the current state, a vision for the future, and knowledge of the steps to get there. The ADKAR framework—Awareness, Desire, Knowledge, Ability, Reinforcement—provides a plan for implementing change. Awareness involves announcing the program and explaining the need for change. Desire is built by understanding roles and motivations. Knowledge involves the actual learning, while Ability ensures individuals can apply new skills. Reinforcement involves monitoring performance and recognizing achievements to sustain change.

Managing Resistance to Change

Resistance is a natural part of any change process. Emily advises anticipating resistance and not taking it personally. Labeling behaviors rather than individuals helps manage resistance effectively. Strategies include identifying potential resistors early, engaging them as part of the change process, and addressing their concerns. For example, "wolves" who express negative opinions loudly can be turned into advocates by involving them early. "Beavers," who create barriers, require understanding and addressing their objections preemptively. Managing these dynamics is crucial for converting resistance into advocacy or, at the least, neutralizing potential disruptions.

Creating a Culture of Learning and Application

Establishing a culture that promotes learning and provides practical application opportunities is essential. Emily advocates for integrating learning into everyday roles, making it a natural part of work rather than an additional burden. This involves removing barriers, providing necessary tools and technology, and ensuring a supportive environment through coaching and mentoring. Managers play a crucial role by giving their teams time and space to learn and encouraging them to apply new skills. Creating an engaging learning environment with initiatives like hackathons, competitions, and live learning events can further reinforce the application of new knowledge and skills.