How are Data Culture and Change Management connected?

1. Please introduce yourself briefly.

My name is Cathrin Gerlach, and I am the founder of maxinity – – Partner für Digitale Transformation/Fokus Mensch. As the name implies, our goal is to support companies on an equal footing during their digital transformation. Before starting my own business, I worked for over 10 years as a Change Manager and was responsible for diverse transformation projects at a major Swiss diagnostics company.

Currently, I support my clients in creating digital go-to-market strategies and transformation concepts that prioritize employees, enabling the development of new corporate cultures, promoting innovation, and ensuring sustainable digital transformation.

2. Why is change management crucial for establishing a data-driven culture?

To answer the question, let me provide some background. I was born in Germany and have lived and worked in various countries, including Indonesia, Malaysia, and now Switzerland. Each time, I had to adapt to a new culture and language in order to be successful.

Similarly, in the realm of data culture, when a company introduces a new data strategy, employees need to adapt to a new mindset and way of working to successfully implement the new strategy. It is essential to provide employees with the necessary resources and training to support them in this process and ensure their success.

My experiences abroad were voluntary and still challenging. A new data strategy is usually determined by the board or top management and is therefore not voluntarily chosen by employees. Moreover, we all have difficulties letting go of familiar and often beloved things, especially when we cannot decide for ourselves. This can lead to resistance and skepticism, resulting in workarounds or, in the worst case, even resignations.

A well-thought-out change management program can help overcome these obstacles and ensure that people embrace the new ways of working.

3. What were the key insights you gained in your career regarding change management in the data field?

I repeatedly found that the most important insight in change management in the data field is that changes in data culture require a holistic strategy that focuses on organizational culture, processes, technology, and skills.

Success depends on how well these elements are aligned and how well people are involved in the changes.

4. How can experienced change managers overcome resistance to change in the sphere of data culture and apply proven methods to promote the implementation of changes?

An important factor in accepting and implementing changes is to avoid generalizing everything and everyone. Instead, we need to focus on the context and consider the company’s data strategy to take targeted measures.

For me, the best approach includes the classic components of a transformation process, such as transparent communication, early involvement of employees, and targeted training programs to prevent resistance to change. However, what is particularly important to me is the method I refer to as “out of the box.” It is about fostering openness and curiosity towards change and the enthusiasm to shape the future together.

These measures are all positive for accompanying the transformation process. However, to establish a new culture, such as a data culture, in companies, more comprehensive measures and programs are needed, along with sufficient time. These are crucial for companies, their leaders, and employees to meet future challenges successfully.

5. How can progress in developing a data-driven culture be measured and evaluated to ensure that the company is moving in the right direction and driving positive change?

The development of a data-driven culture can be evaluated through various metrics, such as the number of people participating in training and development programs or the efficiency and quality improvements achieved through the introduction of new work methods and technologies. However, for me, the most important elements are customer and employee satisfaction, as well as observable behavioral changes.