22 October 2024
T for Tuesdays - Teams: How to Build a Data Team
“Building a data team shouldn’t be a stressful, difficult or expensive process. Planning your approach and ensuring you get the first hires right, are key to your success.
Finding the right talent partners can support the build, but also consider what you can do yourselves, as you are ultimately the expert on your business and requirements."
Calum Mather – General Manager
Before we go full force into the topic of Building a Data Team, let's address an important subject - Diversity.
It's a popular subject and rightly so, as the AI generated image above, data teams are often viewed as a sector dominated by middle-aged white men.
Are people approaching it correctly?
The approach some companies take is to examine the diversity of their current headcount and recruit based on that to create a more representative workforce. Whilst this approach may achieve some result for that company, it's nothing more than a box ticking exercise. It does not help the diversity of the community or the sector, as you are moving that person with a diverse background from company to company.
Our suggested approach is to open opportunities to a more diverse pool of candidates and focus on developing the right people now, rather than recruiting the right now people.
So let's get back to how to build that Team!
Define Your Goals
Start by clearly defining the objectives and goals of your digital team(s). Consider the specific problems you aim to solve and the insights you wish to gain. Understanding how data can drive decision-making across your organisation is crucial. Are you looking to improve customer experiences, optimise processes, or make more informed business decisions? Pinning down these objectives will serve as the foundation for your data strategy and help steer your team in the right direction.
Assess Your Current State
Before moving forward, take stock of your existing data capabilities. This means reviewing your current infrastructure, tools, and talent. Are they fit for purpose? Identify any gaps or areas where improvements can be made. It's equally important to consider what other skills, talent, and resources exist elsewhere within the business. For instance, can other departments support the data team, or are there systems already in place that can be leveraged?
Define your Data Strategy
Once you have a clear view of your goals and current capabilities, it's time to develop a comprehensive data strategy. This should align with the wider objectives of your organisation and cover all aspects of data management, from collection and storage to processing, analysis, and visualisation. By defining how data will be used, you provide clarity to the team and ensure everyone is working towards the same overarching purpose.
Identify Roles and Responsibilities
Building the right team is essential. Based on your data strategy, you will need to identify the roles necessary for success. This could include data engineers, data scientists, data analysts, machine learning engineers, and data visualisation experts. Be mindful not only of your immediate needs but also of the team's future growth potential over the next 12 to 18 months. What skills will become more important as your data needs evolve, and how will this affect your recruitment strategy?
Hire the Right Talent
When recruiting, remember that candidates do not need to be a perfect match for every skill on your list. Instead, focus on key competencies and the potential for learning and growth. Seek individuals with diverse experiences and perspectives, as they will contribute to different aspects of your data strategy. Strong technical skills and analytical abilities are important, but so are communication skills and the ability to work collaboratively.
Consider how your team will blend together, and what opportunities you can provide for their growth. If you’re recruiting candidates in the early stages of their careers, it’s essential to provide a structured and supportive environment. Mentoring and development will take time, but this investment will pay off within 12 to 18 months as those individuals grow into key contributors.
Work with the Right Talent Partners
There are 4 things to consider in your recruitment strategy -
- What are your short-term needs?
- What are your medium-term requirements?
- What time constraints are you working with?
- Do you need external help and have you budgeted for it?
By answering these questions, you can better align your hiring efforts with both your immediate and future goals.
Provide Training and Development Opportunities
Investing in your team’s continuous development is vital. Offer regular training sessions, workshops, and access to the latest resources in data science and analytics. Keeping your team up to date with the latest tools, techniques, and industry trends ensures they remain sharp and effective. A focus on learning not only helps individual career progression but also enhances the overall performance of your data team.
Promote Collaboration and Communication
Fostering a collaborative culture within your data team is key to long-term success. Create an environment where team members can openly share ideas, collaborate on projects, and provide constructive feedback to one another. Open communication and transparency are fundamental. Additionally, consider the team’s physical setup.
How much time should they spend working together in the same location to encourage organic learning and teamwork? Many people absorb knowledge simply by being around their colleagues, and this informal learning process can be crucial for growth.
Establish Processes and Workflows
To ensure consistency and efficiency across your data operations, define clear processes and workflows for data collection, analysis, and reporting. Standardising methodologies and tools will prevent miscommunication and reduce errors. A good starting point is to adhere to the five key principles of Data Management: Architecture, Metadata, Quality, Security & Privacy, and Analysis. Embedding these principles across your team ensures everyone is on the same page, following best practices from the outset.
Build Scalable Infrastructure
Your data needs will likely grow over time, so it's important to invest in scalable infrastructure and technologies that can evolve with your organisation. Be sure to incorporate the principles of the Well-Architected Framework (Operate, Secure, Perform, Recover, Optimise) into your infrastructure plans. By doing so, you can be confident that your data team is supported by a robust, flexible foundation that will meet future demands.
Monitor Performance and Iterate
The work doesn’t stop once your data team is up and running. Continuously monitor their performance and seek feedback from both team members and stakeholders. By regularly reviewing your processes and strategies, you can identify areas for improvement and make necessary adjustments. Being open to iteration ensures that your data efforts remain relevant and effective over time.
Stay Agile and Flexible
The world of technology and data is constantly evolving. To keep pace with changing technologies, business requirements, and market dynamics, your team must stay agile and adaptable. Be willing to experiment with new tools, approaches, and frameworks to stay competitive. Whether you’re trying out a new data visualisation tool or exploring machine learning models, maintaining flexibility will help you stay ahead, or at least level, with industry trends.
Celebrate Successes and Learn from Failures
Lastly, remember to recognise and celebrate the achievements of your data team. Whether it's a small win or a major milestone, acknowledging these successes will boost morale and motivate the team. Equally important is learning from failures. Use setbacks as opportunities for growth and improvement, adopting a mindset of "fail quickly, fail often, learn faster." This approach will promote resilience and innovation within your team.
Your next steps to Building a Data Team
We are keen to work with clients and organisations who share our strong ethics and visions of the future, so if you are interested in engaging a trusted provider of people, data and cloud, then please get in touch using the details below -
Calum Mather (General Manager)
07342 742 605
